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| Topic: |
Business
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| Number of pages / Number of words: |
6 / 1669 |
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An employee should be disciplined because of what he did, not who he is and never because of race, colour, gender or anything else. Some factors to consider in making this determination are:
Past Record What is the employee like? Is the behaviour consistent or inconsistent with past behaviour?
Intent Did the employee act with intent or was the problem due to carelessness or inattention?
Frequency How many times has the problem occurred?
Time Frame Has the problem occurred frequently in a relatively short period of time?
Repetition Has a similar or the same problem happened before? How long ago was the previous occurrence?
Seriousness How serious is the problem and has it had a negative impact on the organization and/or other employees?
Treatment of Others How have other employees been treated for the same behaviour?
Admission and Apology Has the employee admitted to behaving poorly and apologized for the behaviour?
Figure 1
Before it becomes necessary to issue discipline including counseling memos and reprimands you should have policies in place which define the procedures to be followed...
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All the witnesses of the event should be asked about what happened. In discipline discussions with an employee, the supervisor points out the unsatisfactory behaviour, explains the need for and purpose of the rule or practice that is being violated, and expresses confidence in the employee's willingness and ability to make the necessary changes in behavior...
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