Discipline
Sitting with a bunch of my brothers in Sigma Nu, men dedicated to leading lives of honor, it is funny to think of 'discipline' as a course of corrective action. But, I think we all can recognize that times arise when employees are not holding to the values of their organizations and corrective action is necessary. Discipline serves a few purposes. Not only is it meant to reform a particular employee, it is also serves an example for the other employees and sets a standard for moving forward in the organization. As a result of the multiple facets to corrective actions, approaches to discipline must be cognizant of its wider impact. Presumably, the point to any organizational action and policy is to reach some form of improvement, mainly profit. Regardless that not following a policy is a detriment to the organization’s end, responding with discipline rulings which weaken morale and productivity will not improve the situation. It seems to me the theme of my last set of blogs is the complicating effect of the human aspect in organizations. As it applies to discipline, everyone feels a connection to humanity and with it, the welfare of others. Chief among the concerns is over the implication of injustice. If management is overly harsh, employees will not respond well and the organization will be hurt.
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