Question

UNITE is a union that was established in the late 1800s to represent workers in the hospitality industry, including restaurants, hotels, foodservice, and gaming organizations. The union is very active in gay, lesbian, and transgender issues. Employees enjoy the protections that are offered by working at a unionized establishment, however they are concerned about rights to privacy as they relate to mandatory testing in the workplace.

It is recommended that unionized organizations use approaches to discipline that include the elements of advance warning, immediacy, consistency, and impersonality. This is otherwise known as the:

Progressive discipline rule

Hot stove rule

No-fault rule

Just cause rule

Answer 1

(A) Hot Stove Rule

Rationale

The "Hot-Stove Rule" which was propounded by Douglas McGregor gives an absolute understanding of how to discipline your organization without generating anger, exasperation and resentment from the organization's union or otherwise. This theory makes an analogy between touching a hot stove and undergoing an immediate discipline. It goes like this that whenever you touch a hot stove, your discipline automatically contains the elements of

• Immediacy; While on the stove whenever you burn your hand, the burn incurred is always immediate. You Cannot blame the hot stove for burning your hand but yourself? You immediately understand the cause and effect of the offense.
• Prior warning;  You had the warning that Stove will have immediate cause and effect offense so in a way you had the prior warning and you just cannot blame the organization for not serving any intimation.
• Consistency; So, every time you touch a hot stove, it comes up with consistent pain.  The principle of consistency in implementing discipline should, therefore, remain consistent. Excessive leniency or for that matter harshness of actions comes up with resentment as well as dissatisfaction.
• Impersonal; So it goes like that disciplinary action should be taken against the action but not against the person. As the hot stove remains impersonal without discriminating between who touches it, disciplinary action should also follow the suit.

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