Human Resource Management Occupational and Environmental Health

Question In many cases, managers will assume that under-performance or non-performance will require disciplinary action. Is this really a valid assumption? Answer: The purpose of applying disciplinary measures is to provide with security against job loss (Quinlan et al., 2015). The proper application of discipline can act as a motivating tool and help the organization achieve success and help employees reap the benefits of positive performance. Imposing of positive disciplinary actions for employees has the capacity to be beneficial for both the workers and the managers. However, the instances of such situations are rare. The application of disciplinary approaches is not a static process and it is not known how such approaches evolve inside and organization. The whole process is reactive. If the objective is to administer punishment in order build an organizational environment minus performance issues, it has to be understood that discipline does not completely eliminate undesirable situations (Dobson, 2014). The executions of the disciplinary measures are scaled minor infractions asking for minor actions, repetition asks for increment in the degree. Increasing punishment levels increases its effect, but provided that further punishment is possible. It is important to provide cautious consideration to the probable harm that may come with any aversive stimuli. The use of progressive discipline is acceptable; however, there are outlines of many disciplinary pitfalls and situations by which an organization has to adjust if they wish an effective application. At times the remedy employed does not fit the ailment (Wollan, 2013). These arguments weaken the case for usage of disciplinary action. In all our lives punishment has been a frequent and naturallyoccurring event. It has shaped a huge part of human behavior. It is also understandable, on the other hand, that a non-reactive approach in situations where there are no alternative solutions can cause potential harm. An employees performance issues can be credited to the workplace environment, which plays a big role in controlling and developing employee conduct. Misbehavior and organizational culture and climate are directly related, with a negative association between organizational variablesand misbehavior (Lohela-Karlsson, Hagberg Bergstrm, 2015). It happens that if the organizations are unaware of their contribution in the employee behavior the chance of progressive discipline becoming a fundamental part of managerial power becomes high, which can lead to misbalanced power structures. Implementation of such actions of well educated professionals would make them feel responsive to such traditional measures. Advocating of humane approaches in disciplinary measures inside an organization, with attention to dyadic relationships has the capacity to turn out as a successful measure. References Dobson, J. C. (2014).The new dare to discipline. Tyndale House Publishers, Inc.. Lohela-Karlsson, M., Hagberg, J., Bergstrm, G. (2015). Production loss among employees perceiving work environment problems.International archives of occupational and environmental health,88(6), 769-777. Quinlan, A. E., Berbs?Blzquez, M., Haider, L. J., Peterson, G. D. (2015). Measuring and assessing resilience: broadening understanding through multiple disciplinary perspectives.Journal of Applied Ecology. Wollan, M. (2013). Strategies for Managers in Handling Workplace Bullying.Bullying in the Workplace: Causes, Symptoms, and Remedies, 271.