TAKING DISCIPLINARY ACTION: A Few Basics To Remember, Part 1

There are few subjects in the workplace more sensitive than disciplinary action. The thought of getting a memo causes a specific kind of reaction from employees, ranging from fear and regret to grim acceptance, and even anger. It has become a culture to treat sanctions as negative things that can irreversibly damage an employee’s position within the company. And this is largely due to implementation. What are the aspects of disciplinary action that have been forgotten? We’re here to illustrate exactly those things, the first of which is a fundamental part of what disciplinary action is. DISCIPLINARY ACTION IS CARRIED OUT FOR A REASON. Disciplinary action was always originally intended to help organizations recover from the effects of various policy violations. That was, and should still be, it’s one true purpose. However, some establishments understand that sanctions are considered threatening because they represent consequences. They are often in the form of undesirable conditions like suspensions or fines. Soon, unscrupulous leaders began emphasizing these disadvantageous characteristics instead of the corrective ones until this distorted perception developed. Today, most employees follow regulations for the sake of avoiding sanctions, instead of ensuring a professional, collaborative and quality-oriented work environment as part of everyone’s duties. Psychologists would classify sanctions as either positive or negative punishments. Positive punishments involve punishing incorrect behavior with an undesirable consequence. For a workplace example, employees being habitually reckless on site and breaking valuable fixed assets like equipment or furniture can be punished through making them pay for the damages. The undesirable consequence here is the additional expense. In contrast, negative punishments involve taking away a desirable condition. Employees...


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