Management Teams Struggle With Choosing Discipline Essay

In the world of large organizations, Costco is one of the leaders in sales and strive to be a leader in employee satisfaction. Although there are many functions within the company, human resources functioning appears to provide direct impact of these goals. Costco has made changes to their employee performance management processes such as performance management and training that have resulted in changes to the employee’s career paths. Costco changed their process in performance reviews and training with hopes of cutting costs, however the changes have changed employees expectations of the company.

The culture and climate of a well-disciplined unit should be apparent by its strong core values and attributes displayed by its unit members. Recruiting and processing qualified applicants with good moral values and strong character traits is where it starts. In addition, Basic Combat Training (BCT) further strengthens a Soldier’s moral fiber, focuses on building strong leadership skills, and instills the core values of the Army. The Army needs “standard bearers,” not Soldiers and Leaders who choose the easy wrong over the hard right. Providing proper training and honest feedback will create competence in our military ethics. We need Soldiers and Leaders of strong character that will teach, coach, and mentor the next generation of leaders. A positive command climate and demanding culture is the substance of developing unit cohesion and esprit de corps. Army ethics will continue to struggle if it does not have leaders at every level to enforce the importance of its core values and principles. A strong culture and positive climate play a vital role in shaping our force for the future.

Procedural justice is determined on the basis of the quality of what is being communicated an employee. In other words, procedural justice is based on the extent to which an employee feels whether his employer communicated crucial decisions in a sensitive and ethical manner (Harvey & Haines III, 2005). In other words, how a decision is made and communicated is what counts most (Harvey & Haines III, 2005). Unfortunately, Reed’s behavior implied that he regarded Fred as someone worthy of respect. This was further attested when Reed felt that it was not important to let Fred know the dates when he saw Fred’s company car parked in his driveway during work hours. Moreover, the new performance evaluation system implemented by Reed showed that Fred was doing “very good”. However, Reed decided to focus more on the least desirable component of Fred’s evaluation and give Fred and overall “good”. The results of the evaluation were humiliating for Fred as it was his lowest ever rating and was certainly lower than all other new hires who were at least 20 years younger to him. The assigned case study does not tell us how exactly Reed communicated his evaluations of Fred’s performance to Fred, but it does tell us that he evaluated Fred the very same way the second time. This time he sent Fred a memo letting him know that he was capable of doing better. The procedures involved in decision-making and the method of communication used affect employee behavior at

The manager may have the power to change an organization’s policies with the stroke of a pen but changing a deep-rooted culture may be the managers’ toughest task. Commissioner Charles Rossotti realized the task before him and the commitment it would take to produce the necessary changes at the Internal Revenue Service (IRS). Rossotti had to win the hearts and minds of the people that work at the IRS, politicians, and the American People to convince them that his proposed changes would produce a

Chad Brooks, in his article entitled, “Workers Gone Wild!? The Things That Make Employees Behave Badly”, appears to contribute counterproductive work behavior to upsetting circumstances that occur in the workplace. The greater part of these workers are not participating in this counterproductive work behavior initially while the upsetting circumstance is

Employees will receive feedback in their performance in a timely manner; if they are any improvements needed they will be given an ample amount of time to achieve the improvements needed. In addition, employees will be treated with respect through the entire process and are allowed to voice the concerns and have any questions addressed and answered; if they desire to file an appeal they will be allowed to do so. Performance information provided will be unbiased and training will be provided to prevent biases as well as managers will receive training on how to manage their employees’ performance. Training, instructions, and examples be provided to managers so they will know how to properly document performance for the system. The most important part of the system is that it will have what needs to be done in order to identify discrimination, bias, and system abuse. With these characteristics implemented in the performance management system in addition to being applied and used properly; the organization would be able to defend themselves again discrimination

Many organizations today believe that the use of work teams will allow them to produce better products and provide better services, faster, and at lower costs. Using a work team approach can reinvigorate productivity and service provider motivation, and better position an organization to deal with a rapidly changing environment. However establishing effective work teams is not something that comes easy. Though, the benefits of effective work teams within an organization are very substantial, it takes alot of hard work and dedication on the part of management and team members to develop, implement and maintain effective work teams.

Employee's performance is evaluated by three criteria: productivity, customer service, and teamwork. Yet, employees are not given clear goals and guidelines on how they are actually rated on each of these performance criteria or supposed to achieve them. Furthermore, there is no training, so new employees, as well as newly-appointed managers, are expected to seek information from more experienced peers. This lack of clarity and training demotivates employees and, in some cases, leads to the abuse by managers seeking to meet their department sales quotas at any cost.

Hogan, M. (2014, June 16). 6 qualities of bad managers that send employees running. Retrieved from http://www.ragan.com/Main/Articles/6_qualities_of_bad_managers_that_send_employees_ru_48433.aspx

When employees are held accountable they must know exactly what they are supposed to. That way they are responsible for their actions. Follow up with checkups to let them know what they are doing and the progress they have made. It is sometimes good to do a few word of encouragement. To keep the employee on task. Encouragement can also help them strive to do more. The employee cannot be productivity if they feel they don’t have a realistic goal at hand. The goal

team reach its one and only goal, which is for the team to succeed. This also applies for the

This in turn can lead to continued performance improvement, as employees are aware that superior performance is rewarded by the organisation. Another linkage that can create overall commitment for the employee base of the firm comes in the form of opportunities such as promotional opportunities, and career ladders. If an employee is aware that if they apply themselves to the organisation, and show commitment, then this will be reciprocated by the organisation in the form of promotion opportunities, which once again reflects the performance of the employee. This is also linked with performance measurement of the organisation, which ensures that promotion and remuneration occur, and incorporate those employees who are most deserving. Finally, we can see a link between employee security, hiring procedures, and grievance procedures within the organisation. If the selection strategy is sound, and enables the recruitment of the most suitable employee for the position then the need to re-hire in the foreseeable future can be negated thus improving overall employee security. Grievance procedures can also be linked to employee security, as if there are formal policies and procedures in place to steer both the organisation and employee through the grievance process, then employee security increases if appropriate policies are in place to minimise this occurrence. However, if a grievance problem does occur the

Employee discipline is a concept that could automatically set a negative tone in the workplace. Ideally in a perfect world the workplace would be conflict free and every employee would be the perfect employee. However, unfortunately there probably is not a thing as perfect world. Employee discipline method that can be used by organizational leaders on trying to utilize various methods to help promote and encourage orderly conduct in the workplace. According to Zachary (2013), an organization should have the proper systems in place that helps to encourage proper behavior in the workplace. The right methods to be used to change that behavior if it negatively impacts the organization. In situations where discipline is required the HR perspective would be the type of “punishment” that might have to be administered by HR managers this could often times be unpleasant for both the administrator and the employee. Whether it is dismissing the employee. Perhaps suspending the employee. Even just a written warning. Regardless of the intensity of the punishment it requires that leadership utilize the right methods to help ensure that minimum fallout transpires from the discipline that is used.

Classroom management and classroom discipline share a correlation with one another yet; they are uniquely different issues and should remain a separate focus of the teacher. (Cantor, 2006) Behavior and misbehavior also share a connection but represent different degrees of infraction. (Charles, 2008) This essay focuses on the differences and similarities of these topics and their relation to the classroom.

Failure to meet these expectations or deviations from the laid down norms of behavior on the part of the employees leads to the problem of indiscipline. In such situations, the management must initiate action to ensure that an employee’s behavior is in conformity with their expectations.