The problems that supervisors most commonly encountered among employees are absenteeism and tardiness, insubordination and uncooperativeness, alcohol and drug abuse, workplace violence, and theft. Often the most constructive way a supervisor can address a problem behavior is through counseling. Discipline, which is used to prevent employees from breaking rules and to quickly bring about a change in behavior, must be applied in a constructive way also.

Before administering discipline, supervisors need to have a clear understanding of the situation by knowing all the facts. Disciplining occurs in as many as four progressive steps: warnings, suspension, demotion, and dismissal. Supervisors must be careful to motivate and correct rather than to generate hostility and resentment. Supervisors must: follow organizational procedures, union requirements, and laws regarding fair employment practices. Please answer the below questions

2. List the rights of employees in the discipline process.
4. What are the important things to remember about criticizing constructively?
6. What are the benefits of giving an employee decision-making leave?

Employees may be resistant to change if they do not understand the reasons for the change. It is crucial for supervisors to listen to employees' questions and ideas about the change. Involve employees in making decisions about how to implement the change and point out the benefits of the change that employees will appreciate. Answer each of the below questions

2. Identify sources of change and explain why employees may resist it.
4. What is the primary reason that efforts for change within an organization fail?

Answer rating: 100% (QA)

Rights of employees in the discipline process Right to due process Employees have the right to be informed of the allegations against them and to have ... View the full answer