Three Characteristics Of Positive Discipline

The topic of positive discipline is one of great importance especially so in the world of athletics. Often time the term discipline is misconstrued by parents, player and unfortunately some coaches. Parents may associate the term as their player being subject to harsh treatment; while athletes my see it as restrictive and punishing, sadly to say some coaches validate both the parents and the athletes view of discipline. Many older or seasoned coaches hold to the concept that discipline simply apply to the performance of all play properly, the athlete focusing solely on the sport they are participating and striving to win every game. Failure to live up to the coaches expectations could result in extreme practices or the like and be falsely

Along with output control, I will enforce the process of behavior control to motivate employees through direct supervision, management by objectives, and rules and standard operating procedures. To accomplish behavior controls and improve the team’s performance, I will first set specific goals and objectives for each level of the organization so each employee feels valuable to the company. Next I will have managers and their subordinates to determine the subordinates’ goals so to ration the equity within the company. Lastly, I will have managers and subordinates review the subordinates’ progress of meeting goals every month in order to keep track of productivity and

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

This source provided information on how to discipline your child without getting angry or yelling. It told the reader that there are other ways to communicate with your kid, rather than yelling commands at them, you could discuss their behavior and negotiate, and actually figure out what was the cause of what they did. Although there wasn’t an exact date on the article, the farthest date that the comments went back was six years ago, so I believe it was posted in 2011. The author brings up a few other people in her article, such as Naomi Aldort, who wrote Raising Our Children, Raising Ourselves and Dr. Katharine C. Kersey, who wrote The 101s: A Guide to Positive Discipline. The author is Bridget Bentz Sizer, who has had numerous articles published

Tailor the progressive discipline system to the business. Other business's policies may serve as excellent models but be sure ones policy is appropriate for ones business and ones employees.

In the course of our lifetime our employers need to understand that sometimes an employee may not perform to the best of their ability due to outside influences. They should empathize with the employee and try to come up with a solution that fits everyone's needs.

During the discipline lesson, I could only think about how the progressive discipline plan (PDP) has not been used throughout my career by not only myself but my leaders. After reviewing the PDP I cam to the realization I have not effectively been utilizing it properly. I believe this is something that has not been utilized correctly for a while. As an Air Force we seem to jump straight to the top and not allow for any more progressive discipline. I have actually been ordered by my leadership to write a Letter of Reprimand for a single once only event. Knowing what I know now, and the regulations surrounding it, my assertiveness will allow me to better evaluate the scenarios placed in front of me.

In addition, we discussed discipline via a thorough investigation that provides the employee and opportunity to tell their story. Furthermore, she emphasizes a just cause, one track discipline and the application of a just culture. I feel I obtained useful tips regarding the disciplinary process.

“A common pattern of progressive discipline is reprimand, short term suspension, long term suspension and removal. Any of these steps may be bypassed where management determines by the severe nature of the behavior that a lesser form of discipline would not be appropriate.”

Mallory Stark discussed the importance of professional image and perceived professional image in the article titled, Creating a Positive Professional Image. In the article it illustrates an interview between Stark and Laura Morgan Roberts. Conversed is the strategic, active approach that is encouraged to adopt in developing ones image they portray. The aptitude to manage, monitor, and evaluate ones professional image is vital to ones career. Furthermore, if you do not build your image others establish their own perceived image of you, thus it is important to guide that perception according to what you aspire for them to see.

Disciplinary contracts are designed to curb problematic behaviors and quickly correct any problems that may occur (534). They promote the safety and wellbeing of the employees and the company that they work for. There are definitely some advantages and disadvantages to the discipline prerogatives in the labor agreement. Disadvantages of this disciplinary contract to the employer include that any change in procedure will require the employee’s contract. In few conditions the employee may be disagree with change, so in those condition the employer can dismiss the employee or re-engage with the change contract. Employers must obtain the consent from the employee regarding any changes being made. There are advantages too. Employers generally make

Using the discipline models presented in this chapter, which one or combination of models best fits your personality and your own belief about discipline? Explain why this is so.

This note will be used as the basis of monitoring and reviewing performance, and will remain valid for 6 months. If an employee’s unsatisfactory performance is sufficiently serious, it may be justifiable to move directly to a final written warning.

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.

HE ROLE OF DISCIPLINE ON DESTINY FULFILLMENT DELIVERED BY AYOTUNDE OKUNOWO AT THE FEDERAL POLYTECHNIC ILARO, OGUN STATE