Reference no: EM131332606
Critical Element: Complaint Procedure
The two links provided below outline best practices for handling employee complaints. Each of these articles has the same underlying principles for handling complaints:
· take the complaints seriously
· do not delay in handling the issue
· develop a plan to uncover all the facts
· ensure proper follow-up and resolution
· ensure fair and consistent treatment of the inappropriate workplace behavior
Critical Element: Discipline Process
As recommended in the guidance video for , a solid approach to "discipline" in the workplace is "discipline without punishment." The following article is very helpful when analyzing a recommended discipline process for your assignment.
This article examines the principles of discipline without punishment as taught by Dick Grote in his renown book. This same article examines the traditional approach to handling employee performance issues and why that approach is ineffective. I highly recommend that you review this valuable article.
https://www.watson-training.com/blog2/46-discipline-with-punishment-a-best-practices-approach-to-disciplining-employees.html
To ensure you all understand when is discipline approach is appropriate and not appropriate, listed below are a few examples for you to consider. Before implementing a discussion about performance issues, management should always ensure that the root cause of a performance issue is not lack of needed resources or adequate training.
Employee Behaviors that Warrant a Discipline Without Punishment Approach
· Tardiness
· Excessive absenteeism
· Poor quality work
· Poor customer service
· Missed deadlines
Employee Behaviors that Warrant a Serious Form of Discipline: Written Warning or Termination
· Harassment
· Sexual harassment
· Violence in the workplace
· Theft
· Under the influence of alcohol or illegal drugs
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