3 questions total! If you use references, add them at the bottom please! :D Empl

Question

3 questions total! If you use references, add them at the bottom please! :D

Employee Discipline: Analyze punitive and nonpunitive disciplinary approaches, and explain their impacts on employee relations.

Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s system meets organizational needs.

Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe improvements that could be made to a nonunion complaint process.

Explanation / Answer

Employee Discipline: Analyze punitive and non-punitive disciplinary approaches, and explain their impacts on employee relations.

Traditional punitive approach leaves an employee freed of responsibility for future good performance. To the employee, the slate is now clean: “I did the deed, I paid the price, now everything’s back to normal.” Management, on the other hand, has neither requested nor received commitment to future good performance or acceptance of reasonable standards. The worker has been absolved of wrongdoing by accepting the punishment.(John Huberman, 1985)

Whereas Non-punitive discipline or discipline without punishment aims at a more collaborative approach which involves earning employee trust and their acceptance of rules and eliminate any punitive nature out of it.(John Huberman, 1985)

The 4 steps of non-punitive discipline process are:

1. Issue an oral reminder: To get employee's attention towards the rules and avoid any future misconducts.

2. Issue a formal written reminder: If there is a repeat incident within like six weeks of the oral reminder, a written reminder of the rule is sent to the employee. The written reminder is kept in official records and a private counsel is arranged for the employee but without any threats

3. Paid leave of absence: If there is a repeat misconduct within say six weeks of written reminder, then send the employee on a paid leave for one day and ask him/her to consider whether this company/job is a right fit for him/her. When they return, they should discuss their adherence to company rules.

4. Dismissal from the company: If there are no complaints of misconduct from the employee for the next year or so; then remove the written reminder from their record; however, if there is again a repeat incident of misconduct after paid leave of absence, it is better to dismiss the employee from the organization.

This process is however subjective to the type of incident; like this will not apply to criminal or sexual misconducts or the grave nature / frequency of the misconducts.(John Huberman, 1985)

Employees must fit into the culture of the organization—which is not too much to ask of anyone who draws a paycheck. Most people do fit in. But when they do not, the need arises to confront the difference between what is expected and what is delivered. (John Huberman, 1985)Organizations that have adopted a non-punitive approach to discipline reject the use of punishment, not only because it seems to create more problems than it solves but also because few counterbalancing positive effects can be identified. It seems impossible that people will become better workers if management treats them progressively worse. (John Huberman, 1985)

The ultimate problem with traditional approaches to discipline is that they take problem employees, punish them, and leave them punished problem employees. A non-punitive approach to discipline requires problem employees to make a choice: to become either committed employees or former employees. (John Huberman, 1985)

Performance Management: Determine the elements of an effective performance management system, and explain how well the employer’s system meets organizational needs.

An effective performance management system starts with a thorough goal-setting process, followed by regular feedback and reviews/appraisals. It also identifies employees' developmental needs and includes robust reward and recognition practices. The system also should encourage collaboration, teamwork, and communication. a performance management system is composed of process and people elements. The process element includes items such as job descriptions, rating criteria, the time period of performance appraisal discussions, and reward and recognition systems. The key component of the people element is the manager, who drives the system by setting expectations, communicating plans, encouraging development, and giving and receiving feedback. (Megha Oberoi and Paresh Rajgarhia, April, 2013).What makes an effective performance management system is:

·         Goal Setting

·         Collaboration, Teamwork, Communication

·         Reward & Recognition

·         Development

·         Feedback, Review & Appraisal

A company might have a world-class performance management system in place, but the system is only as effective as the managers who implement it. Companies that want to increase organizational and employee performance and productivity should invest in getting the right managers in place and support them in engaging their employees. (Megha Oberoi and Paresh Rajgarhia, April, 2013)

Employee and Labor Relations: Determine the differences between union grievance procedures and nonunion complaint processes, and describe improvements that could be made to a nonunion complaint process.

Union grievance process involves an employee and a union representative while nonunion varies widely in their adoption as it has different levels of due process protections. A union grievance follows certain procedures while non-union compliant depends on processes adopted by those involved. (shrm.org)

It can be improved by simply making the process general so that guidelines to be followed are enhanced, also by making clear rules in who should participate and why. (shrm.org)

References:

John Huberman, “Discipline Without Punishment,” HBR July–August 1985

People Matters by SHRM India. Megha Oberoi and Paresh Rajgarhia, April, 2013

Society of Human Resource Management, (shrm.org)

Related Questions

Navigate

• Browse (All)
• Browse 3
• Subjects

Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.