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According to Niles $(2020),$ there are two types of discipline approaches, progressive and positive. The progressive discipline approach has $5$ typical steps: an oral warning from a supervisor, an official written warning in their file, a second written warning which may include a suspension warning, a temporary suspension in which they may also be notified of possible termination, and then finally termination. The positive discipline approach has $4$ steps: counseling, written documentation, decision$-$making leave, and finally termination. This process is much more involved with the employee. First, the supervisor will have a face$-$to$-$face counseling session with the employee to inform them of the organizational policies and rules. If the employee doesn$$t correct their action after the first step, they will participate in another face$-$to$-$face counseling session to ensure understanding between the employer and employee This session would also include a written reprimand filled out, signed by the employee, and placed in their file. The third step is decision$-$making leave where if the employee still doesn$$t change their behavior they are asked to stay home from work and have a meeting with the supervisor the next day. This may include the creation of an action plan for how the employee will remedy the behavior that is placed in their file. The final step is termination if the employee still cannot correct their behavior and follow the action plan.

Okolie & Udom $(2019),$ explain that discipline in the workplace comes from the employer's need to manage and control the employees to meet and obtain the company objectives. The US workforce has been dominated by progressive discipline as the common approach explains Miller $(2014).$ The problem with the progressive form of discipline is that it is often viewed as negative and demeaning to the employees and just used to get them to quit or eventually fire them. Miller $(2014)$ suggests a new approach to the progressive disciple approach that involves taking a positive approach. This positive approach supports the employee by highlighting their achievements and actively communicating with them on what can be done to improve performance.

I believe that the positive approach of discipline is the better avenue to approach employees as it is more personal and seen as less offensive to them. It has very similar aspects to the progressive approach in that they both include oral and written warnings and some time off from work if needed. But the positive approach comes alongside the employees to help them understand what they are doing wrong, what the company$$s goals and policies are, and what needs to be done to ensure everyone's needs, including the employees, are being met. Proverbs $10$:$17$ says, $$Whoever heeds discipline shows the way to life, but whoever ignores correction leads others astray$($New International Version, $1973/2011).$ As followers of Christ, we are called to discipline ourselves and have self$-$control over our actions. When we don$$t follow these paths of correction, we are also setting a bad example for those watching us for direction.