Positive Discipline

Is positive discipline the better result for handling situations Yes or No Discipline is a major issue in the work place, whether or not a supervisor or manager is handling a situation properly. Positive discipline is a policy that attempts to handle employee problems in a non- punishment manner. The goal is to retain a productive employee rather than to punish and eliminate a bad employee. Positive discipline programs must be structured and understandable by employees and supervisors and the steps of a positive discipline program should be followed and documented. Positive discipline in the work place: many people spend hours of their lives at the place where they work. In this workplace we need to be successful to keep our jobs and to be promoted. I think one of the most important parts of our jobs is to get along with other people at work and to obey the rules of the place where we work. Unfortunately, many people cause discipline problems in their workplace. It is the responsibility of the supervisor to deal with discipline issues.
Discipline for employees is important and is one of the most difficult areas of supervision. Most managers just want all employees to work, get alone, and follow the rules. But not all employees do this and when they do not, discipline problems result. A supervisor can use positive or negative discipline to deal with employees who have problems. Negative discipline uses punishment for discipline problems. For example, an employee might be suspended or fired for breaking rules. Positive discipline does not use punishment to solve problems. Instead, supervisors try to change a problem employee into a good employee. Positive discipline is a type of discipline that uses positive coaching and counseling instead of punishment. Supervisor leadership is important to this style of discipline. Quickly dealing with the concerns of employees can prevent serious complaints.
Some managers believe strongly in positive punishment and for others they strongly do not believe in this. For example working for Tully??™s Good Times restaurant they believed strongly in team-work and were always striving to be as positive as possible. They believed strongly in positive discipline. They always wanted to better their employees and keep employees attitudes strong and positive as well. If we weren??™t accomplishing our task properly, managers would never come up to embarrass you or discipline you in a manner of taking something away from you. They would ask to spend 10 minutes with you in correcting it or teaching you the right way. As goes for if you were late for work they would proceed to ask you why you were late for work and what can better your time management for next time. Although that seems to be the right way to go about discipline there is only so much positive you can do until it might become negative. For example managers at Applebee??™s believe in punishment for discipline. First you are warned which will then proceed to suspension or firing. Depending on the circumstance I believe it could come down to either disciplinary acts. If an employee proceeds to do something wrong and has been politely counseled with and demonstrated they have the right to be punished for it.
It is important that all supervisors treat all discipline problems equally by following a policy that has steps involving verbal and written warnings, suspension, and termination. If all employees know the consequences of breaking rules, then they have no excuse for breaking rules. Supervisors also need to protect themselves by following a policy for discipline. Being inconsistent or unfair as a supervisor is a serious problem. One of the situations that can cause discipline problems is a personality conflict between an employee and a supervisor. Employees who do not get along with a supervisor can cause unfriendly relationships that can cause destructive behavior by the employee. Personality conflicts between employee and supervisors can lead to other and more serious problems in the workplace. Supervisors in this situation can lose credibility if they do not do something to correct the problem
A workable positive discipline policy should include a system for grievances that will protect the rights of the employee and the power to make decisions by management. A grievance policy will be orderly and understandable, allow for equal treatment of all employees, allow communication and maintain the credibility of the supervisor, and solve problems and allow for training of supervisors (A Formal Grievance System, 1982). Handling grievances is important for supervisors because minor problems can become serious if no action is taken. Most employee grievances involve the work the employee is supposed to do, poor supervision, bad communication, and problems with coworkers, and a positive discipline policy to deal with these problems should include verbal and written reminders and a formal hearing .
When following a policy of positive discipline it is important to have a written policy that can be understood by employees and supervisors, and to follow the steps in the policy. Common infractions such as being late for work or missing work too often should follow all steps in the policy. However, some discipline cases might require that not all steps in the policy be followed. Examples might be illegal or dangerous employee activities or violence in the workplace. These types of problems might require suspension as a first action. Other employee personal problems, such as drug or alcohol abuse, might require an additional step such as referral to a substance abuse program.

I think positive discipline in an excellent way of managing a business. Its positives outweigh the negatives and can really help future situations run more properly and smoothly. It will help solve a lot of problems and leave the outcome a lot more approachable for employees and supervisors. The supervisor will feel a lot more comfortable to approach the employee and the employee will be more apt to working harder and fixing the problem.

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A Formal Grievance System. 2001 Small Business Report October 7, 20010
Anderson, P., & Pulich, M. (2001). A positive look at progressive discipline The Health Care Manager, October 7, 20010
Olmstead, J. (2005). Four steps toward easing disciplinary actions Nursing Management, Oct 7, 20010

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