Question

In: Finance

Give an example of “progressive discipline” in an employment termination situation.

Give an example of “progressive discipline” in an employment termination situation.

Solutions

Expert Solution

Progressive discipline is an employee disciplinary system that provides a graduated range of responses to employee performance or conduct problems. Disciplinary measures range from mild to severe, depending on the nature and frequency of the problem. For example, an informal coaching session might be appropriate for an employee who is tardy or violates a minor work rule, while a more serious intervention -- or even termination -- might be called for if an employee commits serious misconduct or doesn't improve a performance problem after receiving several opportunities to do so.

Company policies on discipline should strive for fairness by adhering to these criteria:

  • Develop clear, fair rules and consequences.
  • Clearly communicate policies.
  • Conduct a fair investigation.
  • Balance consistency with flexibility.
  • Use corrective action, not punishment.

4 Steps to Progressive Discipline

1. Verbal Counseling

The first step in a progressive discipline process is to merely have a conversation with the employee.

The conversation should focus on the issue, verification of facts, specifically from the employees’ perspective, clarification of organizational expectations and formal communication about the seriousness of the incident.

This conversation is intended to help the employee understand how their behaviors need to change.

It is not fair to surprise an employee with further disciplinary action or termination if they are not aware of the critical nature of the incident.

After the conversation, the manager should document the date, time, location of conversation, content of discussion and agreed upon behavior changes.

2. Written Warning

The second step should be another conversation that is documented in a written format.

The employee should be coached for a second time about the severity of the issue and how the manager expects their behaviors to change.

The written warning should include a description of the problem, along with the manager’s expectation of the employee’s behavior, description of the consequences, if expectations are not met, and the time frame for meeting expectations.

A copy of the written document should be given to the employee.

3. Employee Suspension and Improvement Plan

The third step is asking the employee to go home and develop a written plan-of-action for improved performance within 24 hours.

The intent of this step is to give the employee a time out to think about the situation and reflect to see if they want to make an effort to improve – and the steps they will take to make that improvement.

When the employee returns, the manager should review the improvement plan with the employee and make adjustments as necessary.

Failure to return with an improvement plan should trigger the termination process.

4. Termination

The fourth and final step is termination.

If the prior three steps are done effectively, this step should not come as a surprise to the employee and there should be sufficient documentation for a successful termination.

Terminations should include a process to make senior leadership aware that the termination is taking place.

Follow-up on employee issues is probably the most critical step in this process and is imperative to ensuring improved employee behaviors.

Using progressive discipline can help you get employees back on track. Done right, progressive discipline can:

  • allow managers to intervene and correct employee behavior at the first sign of trouble
  • enhance communication between managers and employees
  • help managers achieve higher performance and productivity from their employees
  • improve employee morale and retention by demonstrating that there are rewards for good performance and consequences for poor performance
  • avoid expensive replacement costs
  • ensure consistency and fairness in dealing with employee problems, and
  • lay the groundwork for fair, legally defensible employment termination for employees who cannot or will not improve.

Related Solutions

5. Disciplinary treatment in most organisations is progressive. Which of the following steps of progressive discipline...
5. Disciplinary treatment in most organisations is progressive. Which of the following steps of progressive discipline is the last? a) Written warning. b) Suspension. c) Termination of employment. 6. Which theory acknowledges that other factors in the environment influences outcomes as much a leadership style and that leader effectiveness depends upon something other than the leader’s behaviour a) Motivation theory b) Path –goal theory c) Position power d) Contingency Theory 7. Herzberg’s theory of motivation describes needs in terms of...
Give an example of an integrative negotiation situation
Give an example of an integrative negotiation situation
Write short notes on the following in relation to disclplinary procedure. 1.Progressive discipline 2.Positive discipline 3.Disciplinary...
Write short notes on the following in relation to disclplinary procedure. 1.Progressive discipline 2.Positive discipline 3.Disciplinary policy
Think about a healthcare organization/clinic. Create a discipline and termination procedure and then analyze what is...
Think about a healthcare organization/clinic. Create a discipline and termination procedure and then analyze what is missing and how you would modify the procedure to make it more effective.
give an example of a real situation that answers the concept function
give an example of a real situation that answers the concept function
Give an example of a situation in which it is important to create a karyotype for...
Give an example of a situation in which it is important to create a karyotype for an individual. Explain. (2 points) Genetically speaking, why is it important not to mate with a close relative? Explain. (2 points) Does a karyotype tell all of a person's genetic characteristics? Explain. (2 points) Why is a photograph of cells in metaphase utilized when constructing a karyotype? (2 points) What does it mean to be a carrier of a genetic defective characteristic? When might...
Briefly explain termination of contract with example.
Briefly explain termination of contract with example.
Give an example of one situation that you are acquainted with that could be construed as...
Give an example of one situation that you are acquainted with that could be construed as an example of age discrimination. Explain how, if at all, the possible remedies for age discrimination provided in the text could have avoided the situation described in your example.
Is it always best to look at the positive aspect of the situation? Give an example.
Is it always best to look at the positive aspect of the situation? Give an example.
Give an example of a situation when you should perform a paired T-test and an example...
Give an example of a situation when you should perform a paired T-test and an example of when you should do an unpaired comparison.
ADVERTISEMENT
ADVERTISEMENT
ADVERTISEMENT