Positive Discipline in the Work Place Essay

1094 Words Apr 9th, 2006 5 Pages
Abstract

Positive discipline is a policy that attempts to handle employee problems in a non-punishment manner. The goal is to retain a productive employee rather than to punish and eliminate a bad employee. Positive discipline programs must be structured and understandable by employees and supervisors and the steps of a positive discipline program should be followed and documented.

Positive Discipline in the Work Place

Most people spend many hours of their lives at the place where they work. In this workplace we need to be successful to keep our jobs and to be promoted. One of the most important parts of our jobs is to get along with other people at work and to obey the rules of the place where we work. Unfortunately, many
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If all employees know the consequences of breaking rules, then they have no excuse for breaking rules. Supervisors also need to protect themselves by following a policy for discipline. Being inconsistent or unfair as a supervisor is a serious problem. Gary Bielous recommends the "4 Ds technique: discuss, document, document, discuss" (Bielous, 2005). The repetition of "discuss" and "document" is meant to emphasize the importance of these activities for the supervisor.

One of the situations that can cause discipline problems is a personality conflict between an employee and a supervisor. Employees who do not get along with a supervisor can cause unfriendly relationships that can cause destructive behavior by the employee. Personality conflicts between employee and supervisors can lead to other and more serious problems in the workplace (Pulich, 1986). Employees who think that their treatment is not fair might try for revenge on a boss and this is unproductive (Bielous, 2005). Supervisors in this situation can lose credibility if they do not do something to correct the problem(Bielous, 2005). Bielous says that the 5 worst things a supervisor can do are 1) praising too little or too much, 2) losing your temper, 3) taking no disciplinary action, 4) being unfair or not consistent, and 5) acting as a

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