Question

There are three components of this forum that should be reflected in your post.

First, briefly describe a disciplinary problem in your workplace (e.g. poor attendance, low performance, insubordination, etc.). If you do not have an actual example, create a hypothetical yet realistic scenario for the purpose of this forum. Provide a sufficient amount of detail so that the circumstances/context are communicated (do not, however, provide names of employees if you are sharing an actual example from your workplace).

Second, imagine you are the manager in charge of improving the behavior via discipline. Decide if you would use progressive or positive discipline. Explain why you used progressive or positive discipline and articulate 2-3 specific actions you would take to ensure the that discipline issued was fair and unbiased, and that any employee due process rights were provided.

Third, write up an example of the disciplinary action for the employee (this should reflect what you would put in writing for presentation to the employee and for inclusion in their personnel file). Include the write up in the body of your post (do not attach a file).

Feel free to use references from the course textbook, the "Blunders in Discipline" article, and/or any relevant guidelines from your employer to inform your action. If you are unfamiliar with how your organization handles employee discipline, it might be a fruitful and beneficial learning experience to inquire with your manager or HR professional.

Answer 1

PART 1
First, briefly describe a disciplinary problem in your workplace (e.g. poor attendance, low performance, insubordination, etc.). If you do not have an actual example, create a hypothetical yet realistic scenario for the purpose of this forum. Provide a sufficient amount of detail so that the circumstances/context are communicated.
Answer:
This is a real scenario of ABC Inc. (name changed). The most important disciplinary problem my team was facing was time management i.e. time of coming to and leaving from office.
Since I work for IT company, sometimes the team find less work (but sometime over burdened; depends upon case to case), so they come late to office and leave early. In IT, it depends upon project delivery on particular date, to they procrastinate the work and do not follow shifts; so this is creating issue (jealousy) where other project employees who are over burdened feels discouraged. Also, they used to take long break. Also, since they do not have to face the client physically, they do not follow dress policy (formals from Monday - Thursday and Casuals on Friday) but as per the company's policy, they have to follow not matter what. This created a serious disciplinary problem in the organization.

PART 2
Second, imagine you are the manager in charge of improving the behavior via discipline. Decide if you would use progressive or positive discipline. Explain why you used progressive or positive discipline and articulate 2-3 specific actions you would take to ensure the that discipline issued was fair and unbiased, and that any employee due process rights were provided.

Answer:
Since I already hold a team, so I would use mix of both Positive and progressive discipline. Positive discipline would make them motivated and progressive discipline would help them to warn against the unaccepted behavior. As a manager, I would warn them for this and inform that their points would be deducted from Monthly score card in they do not improve. High score card helps to get promoted.
Another action (that was already implemented) was the person who will not come on time has to give chocolate to their team members. So to save the chocolate cost, they would push themselves to come on time. (This has cretainly helped my team to improve).

PART 3

Answer:
Third, write up an example of the disciplinary action for the employee (this should reflect what you would put in writing for presentation to the employee and for inclusion in their personnel file).
Even after Positive and Disciplinary action, if employee doesn't improves, disciplinary action to the level of termination has to be taken. This involves several warnings, keeping him on Performance Improvement Plan (PIP) and others. It has been noticed that disciplinary action like PIP has certainly helped them to improve.