Managers and supervisors often utilize progressive punishment to inform employees that they are not meeting the RF’s standards of behavior or performance or violating RF policies and procedures.

Learning Goal: I’m working on a management discussion question and need an explanation and answer to help me learn.

I have attached the first post. and here is the second post:

Internal Employee Relations

Implementing a New System of Progressive Discipline

Managers and supervisors often utilize progressive punishment to inform employees that they are not meeting the RF’s standards of behavior or performance or violating RF policies and procedures. Progressive punishment is employed to aid employees in overcoming their weaknesses and reaching their full potential. When following an advanced disciplinary strategy, Supervisors and managers are more qualified to meet their legal responsibilities to workers and enterprises. Managers and supervisors should contact the campus HR office and collaborate to determine whether the appropriate degree of punishment is required.

Managers and supervisors may use these rules to ensure that their use of progressive punishment is legal and by EEO regulations by following the steps outlined in this document. For information on how the Research Foundation handles disciplinary actions and how it complies with EEO regulations, please refer to the organization’s Progressive Discipline Policy. There are explanations and justifications for why progressive punishment may be necessary (due to bad performance or conduct), explanations of the normal processes, and suggestions for managers and supervisors (Chelliah & Pitsis, 2010).

Positive Results from Using Progressive Discipline

No one solution exists to all workplace problems, but a progressive disciplinary system or policy may provide the groundwork for solving such issues fairly and consistently for all workers. Instead of increasing the employee’s penalties until dismissed, explicitly planned progressive discipline is the most successful type for that employee’s situation. One should instead have the employee take part in the process. For practical, progressive discipline must inspire the employee to make positive adjustments in performance, attitude, and motivation.

Punctuality and order in the workplace and their significance

Successful people are known for their reliability and ability to keep calm under pressure. A good dose of discipline may help employees better adhere to corporate regulations and behave in the workplace. Disciplined persons tend to succeed in all aspects of life. Managers and coworkers alike will have more regard for workers responsible for strict standards of behavior. Those who put in extra effort and time at work get promoted faster than those who put in the minimum effort required to get by. Misbehavior in the workplace hurts morale and leads to a complete or near-complete work shutdown. One must know that the behavior at home and work are entirely different. Maintaining order in the workplace is essential to ensuring that staff always act professionally and that the space always looks its best (Juma & Moronge, 2015).

Methods of Progressive Discipline (in 4 Steps)

Verbal Warning

Now that the manager or leader has informed the employee of the problems, the employee may provide their perspective. If a supervisor thinks a warning must be delivered, it will most likely be a verbal warning. The warning describes the issue and the employee’s next steps succinctly. If this is adequate proof that a verbal warning was delivered, the employee’s personnel file may include a note written to them with the subject line “Verbal Warning.” Every time a worker is disciplined, they must receive the appropriate notification. Failure to fix the issue and stop breaking company policies could lead to more severe consequences, such as firing.

Written Warning

Suppose an employee’s behavior does not improve after a verbal warning. If the same or comparable behavior continues or a new, more major offence is involved, the manager may issue a written warning. The employee and manager have a conversation about unfavorable practical activities. The employee will be allowed to explain their position. If disciplinary action is required, a written warning is issued. Written warnings should be delivered verbally and in writing, with a copy of the memo affixed to the employee’s personnel file and labelled “Written Warning.” Compared to the “verbal” categorization, the “written” term describes the conduct as more serious.

Suspension

Suspending an employee without pay is a common punishment at the third level; a supervisor should get legal guidance before taking this step. Supervisory discipline decisions must be made in writing and include an analysis of the relevant facts and the supervisor’s judgments. Before imposing a financial punishment on an employee, a “Loudermill hearing” must occur between the employee and their supervisor. The employee and the supervisor should get down together so the supervisor may hand over the note and explain the reprimand in person. The written notification and the disciplinary notice should be kept in hard copy in the employee’s file.

Termination

Terminating an employee without first holding a hearing in a Loudermill is illegal. Due to the potential for a more formal legal procedure after termination, it is essential to take the time to prepare documentation properly and speak with the employee (Rezzy, 2007). Step 4 should involve engaging legal counsel before the investigation, or the worker is issued any written documents.

References

Chelliah, J., & Pitsis, T. S. (2010). Power sharing in progressive discipline: New rules of engagement arising from an Australian perspective. Contemporary Management Research.

Juma, C. A., & Moronge, M. (2015). Influence of Progressive Discipline of Employee Performance in Kenya: A Case OF Mukurwe-Ini Wakulima Dairy Ltd. Strategic Journals of Business & Change Management2(105), 1549-1594.

Rezzy, O. (2007). Sarbanes-Oxley: Progressive Punishment for Regressive Victimization. Hous. L. Rev.pp. 44, 95.

Please read both posts and answer each one of them separately. you should mention that you either agree or disagree. please the answer has to be like you are talking to someone

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