Here is the situation at work that requires disciplinary action by you as the manager:

Employee #1 is a clerical worker in a large office. Everyone in the office must have access to these files (old school paper files with documents in them) to do their work. The employees all know that they must return the file when finished so others can have access if the need to look at the file. Workers should have just one file at their desk at a time. As manager you notice that today Employee #1 has five files on their desk and another worker is searching for one of the files that is currently on #1s desk. When you as manager question #1 about the large number of files #1 replys that the heavy workload has caused him to have so many files out at one time. You have discussed this situation before with the worker and now that the violation has occurred again, it is time for you as manager to schedule a formal disciplinary meeting. You will use the discipline model detailed in this assignment to discipline #1 at the upcoming meeting.

DISCIPLINE MODELWrite up the following steps of the discipline model on the blank Discipline Model Worksheet included in this assignment. This is a different discipline situation than too any files out but it provides good examples of things you can say when completing the blank worksheet. Feel free to use any of the ideas here, modified to fit the file situation, when completing your worksheet.Step 1: Refer to past feedback. Begin the interview by refreshing the employees memory. You have talked to employee about this before. . . Be specific about the actions I noticed you had 5 file on your desk yesterday . . . Prior Coaching Example Statement (different situation) Two days ago when we talked you told me that you would use your legs, rather than your back, to lift boxes. Why are you still using your back? Rule violation Why are you breaking the safety rule and using your back, rather than your legs, to lift the box?Step 2: Ask why the undesired behavior was used. Giving the employee a chance to explain the behavior is part of getting all the necessary facts before you discipline. If you used prior coaching and the employee committed to changing the behavior, ask why the behavior did not change. If the behavior had changed, discipline would not be needed. Again, be sure to describe specific critical incidents to support your contention that behavior has not changed at all or has not changed enough to be at standard. Explain the problems caused by having too many files on your desk at one time.Step 3: Give the discipline. Assume there is no good reason for the undesirable behavior & give the discipline. The discipline in this case will be a verbal warning. For example: Prior coaching Because you have not changed your behavior, Im giving you a verbal warning. ACTION: Show employee the Written Warning Form and make it clear that future violations of the file rule will result in a written warning being put in the employees personnel file (a very serious action)Step 4: Get a commitment to change and develop a plan. Example: I need to hear from you now that you will do your best to work with only one file at a time on your desk going forward. Can you agree to that? Tell the employee that you will be taking special care to notice the number of files he/she has on their desk at one time. Advise the worker that you will be checking in with them a couple of times a week to see how things are going.Step 5: Summarize what has just happened and what you have told the employee at this discipline session and make it clear that you believe the employee can successfully follow the office file use rules in the future, but that you will be watching and the next violation will result in a written warning followed by suspension and dismissal if the problem continues.

The Role Play: Find a family member, significant other or your pet and practice disciplining them for having too many files out at a time, using this completed discipline worksheet as a guide. If you cant find a volunteer or a pet, just use your imaginary friend and discipline him/her. When finished with discipline role play . Step 1: Refer to past feedback. Begin the interview by refreshing the employees memory. Step 2: Ask why the undesired behavior was used. Give the employee a chance to explain. Step 3: Give the discipline. Assume there is no good reason for the undesirable behavior & give the discipline. The discipline in this case will be an oral warning. Step 4: Get a commitment to change and develop a plan of action going forward.Step 5: Summarize what has just happened and what you have told the employee at this discipline session.