MGTG135 Positive Discipline
Identify 3 possible barriers to successful problem solving, and how you might overcome those barriers. If the real problem was not successfully resolved, you might identify barriers, as you see them and from the perspective of your friend. Write up to 3 paragraphs..
The first barrier in successful problem solving is the abundance of irrelevant information. Irrelevant information divests the energy of the managers, and deviates the solution, and necessary efforts from where it should be. Thus, this is the main distracting factor that keep the entire problem solving process to beat around the bush, and hinders the managers to come out an effective solution.
The second barrier is the communication barriers that vastly impedes a swift problem-solving process by trapping the entire effort in unending loops of miscommunication. Understanding of the limit that impedes the mangers from the actual understanding of the problem along with its real solution also creates a chaos in the team.
Cognitive bias is the third barrier that hinders problem solving. It forces the managers to jump into a conclusion without going to the depth, and roots of the problems (Moore & Piwek, 2017).
Identify and list discipline issues in a workplace you are familiar with. The issues may be such matters of dissatisfaction with safety, theft, insubordination, inconsistent work effort or productivity, etc. Try to include issues that concern employees and supervisors (which may sometimes be different).
The major discipline issues in the workplace are many such as performance issues, misuse of technologies, harassment, discrimination, absenteeism, and timekeeping, general misconduct, theft, insubordination, inconsistency in the work efforts, and propagating false information in the employees about the company to motivate them to quit (Haiven, 2019).
For three of the issues identified in question 2, suggest a suitable disciplinary procedure, and explain how you would go about it. (You will describe three different disciplinary procedures). Discuss the pros and cons of each procedure from the perspective of both worker and supervisor. Write 3-4 paragraphs.
Progressive discipline: Here, the HRs tries to gradually warn the employee about their lag in job-efficiency, and the inability to match up with the job-requirements, and production targets.
Pros: It will keep the HR to feel that his part of the job is done, and the employees are already aware about this.
Cons: This approach may not work for all the employees. The HRs image becomes autocratic in front of the employees.
Temporary Suspension: For the employees commits too much absenteeism, insubordination, and inconsistent work temporary suspension could be taken as a disciplinary action.
Pros: Gives the employee a warning sign, and motivates him bounce back with a good attitude, and work temperament.
Cons: Sluggish process, sometimes the HR lacks patience, and the employee becomes insurgent readily.
Termination: In case of sexual harassment, and trying to pollute the work environment by propagating false information to the rest of the employees, the employee is fired.
Pros: Good for the environment of the company that alerts the employees from committing the same mistake.
Cons: It may lose productive employees, and also may be biased if two-sides of the issue is not investigated properly (Grant, O’Connor & Studholme, 2019).
Write formal workplace rules that might help prevent or reduce the discipline issues identified in question 3 and write out procedures for enforcing those procedures.
For Enforcing the aforesaid rules in question 3, three rules might help to serve the purpose:
1. The employees should be tariend with hionserty and integrity at office so that they do not misguide and mislead the bosses and team leaders regarding their sick leaves and for this to happen, medical certificates and valid proofs are necessary (Grant, O’Connor & Studholme, 2019).
2. For enforcing the termination and make behavioural decncy of the employees, ready and rapid actiosn such as deductinjg salalry, demoting, cutting leave balnaces can be of good work. Hence, the employees will undertand and thence, maintain discipline at workplace (Haiven, 2019).
3. Training the staff to cope with the upgraded job requirements, having a proper channel of communication to underatnd where the employees are having problems can also reduce disciplaniary issues and employees’ resentment (Knight, X., & Ukpere, 2014).
The three major steps reduce workplace disciplinary issues:
Praising: The employees shall be acknowledged praised from time to time (for their organoizatioanl achievements in the past) so that he gets encouraged, and motivated throughout the process.
Enforcing the Rules: The rules and the threshold-line of the deeds must be known to the employees so that they have an idea about what to do.
Disciplinary Interview: Post the analysis of the employee’s performance, the HRs must take necessary interview to make the employee disciplined (Moore & Piwek, 2017).
Discuss the benefits of developing internal discipline rather than relying exclusively on external discipline. Then, from your own experience and the experience of others, describe 5 ways that a supervisor can help develop internal discipline (self-discipline) in his or her staff. Include at least one realistic idea that has not been discussed in the lesson, that you think might work. Write no more than ¾ of a page.
1.Visualizing the results for the employees so that they can understand the impact of their personal work in the organizational outcome.
2.A good educational, and skill development framework on a continuous basis.
3.Catering teamwork to excel.
4.Looking at the well-being of the employees.
5.Prising the employees from time-to-time to keep them motivated, and realize their self-worth (Knight, X., & Ukpere, 2014).
Describe a situation that you have experienced or heard of where you think a person’s internal discipline could be improved through reinforcement. How would you go about it? (An experienced, successful teacher or manager can be a very useful source of ideas here). Be specific. Write 1/4 of a page.
In my personal experience as an HR executive, I have experienced an event where 2 years back an employee did exceptionally well from a under-performing stage. Positive reinforcements such as performance bonus, monetary benefits, incentives, rapid, and time appraisals, and a decent salary have been motivated him like never before. Additionally, special leaves, extra week offs, shopping vouchers, health-aid, and education reimbursement for the children added flavour to the process, and gradually he got promoted to the QA expert merely within 2 years of terrific performance (Haiven, 2019).
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