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Human Resources Management - Managing Conflict

Types of Disciplinary Action - Managing Conflict

   Posted On :  14.06.2018 10:51 pm

Verbal warning is an informal warning given to an employee. It is one of the mildest actions taken against an employee for an act of indiscipline.

Types of Disciplinary Action

Verbal Warning


Verbal warning is an informal warning given to an employee. It is one of the mildest actions taken against an employee for an act of indiscipline. Such warnings are given in an informal and private environment.

Written Warning


If the oral warning fails, then the next step is to give a written warning to the employee. This is a formal stage as the written warning is placed in the employee’s file and a copy given to the employee and one sent to the personnel department.
 

Suspension


If the employee does not adhere to the rules and regulations of the organizations in spite of being given a verbal and written warning, then the next step is “suspension” of the employee. In suspension, the employee is laid- off from work for a short period of time and he is not paid during this time. This kind of action helps in making the employee realize his fault and the inconvenience that his behavior has caused to others in the workplace.

Demotion


If no improvement is noticed in the performance of the employee even after suspension, and if the management wants to strongly avoid dismissing the employee, demotion may be alternative. Demotion is administered only when
 
1. The employee clearly does not have the ability to perform the job

2. Management perceives itself legally or ethically constrained from dismissing the employee

3. It is believed that this action will weaken the employee to change his behavior.

Pay cut

 
This approach has a demoralizing effect on the employees, but is considered rational action by management if the only other alternative is dismissal. If employee alters his behavior, the pay cut can always be cancelled.

Dismissal

  
The ultimate disciplinary punishment is dismissing the erring employee. This action must be used only for the most serious offense or after all earlier steps have failed. The decision to dismiss an employee should be given long and hard consideration before being implemented.

Tags : Human Resources Management - Managing Conflict
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