Why do most disciplinary systems require the supervisor

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Reference no: EM133272156

Question 1. In your assigned reading, the purpose of disciplinary action has been described as correction of behavior. How is this definition served, if at all, when an employee is terminated for one occurrence of a serious infraction?

Question 2. Why do most disciplinary systems require the supervisor to obtain (or try to obtain) employee signatures on disciplinary documentation?

Question 3. What is perhaps the strongest factor in ensuring that a diversity initiative is taken seriously throughout the organization? Why?

Question 4. In some quarters "compromise" tends to be regarded as an undesirable condition to be avoided. Why might this be so, and what is wrong with this stance?

Question 5. Why should we want to avoid criticizing another's anger with statements such as, "You shouldn't feel that way," or "You have no cause for anger?"

Question 6. Concerning employee problems, why is it claimed that the supervisor should use only job performance to initiate the corrective process?

Reference no: EM133272156

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