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Member You - Discipline - It Is Vital To Get The Punishment/Improvement Balance Just Right
Fasteners are the pervasive and unseen force holding our industrial world together. Only gravity can claim a greater responsibility for keeping things together. When one speaks of fasteners, one refers to all manner of screws, bolts, anchors, Velcro, threaded bars, and so on. Fasteners hold two or more objects in place, with the aim of allowing zero movement. A fastener joins two things as one. You might sometimes wonder: why don’t people just build things as one piece in the first place? Why use the middleman of
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to d
What’s a cosmic 2 x 4 you ask? It’s actually a phrase that’s been used in the ‘new age/ metaphysical’ world for the past 15 years or more. It refers to the lessons we learned the hard way when we didn’t listen to our intuition.In the process of our intuitive development, we learn to listen more deeply and follow the guidance that comes from within. Because conscious awareness is building during that time, whenever we choose not to listen and go against our intuition, the lessons learned seem t
‘Problem people’ key facts:
• The behaviour is the problem, not the person
• Seeing people as a problem can be dangerous and destructive, in relationships and in managing people
• It is vital to separate out the person from the problem
A problem person is someone whose behaviour does not meet the normal standard we expect. It follows, therefore, that we will need to be clear what the standard expected is. We will look at this shortly.
Defining Discipline
Dictionary definitions of discipline mention:
• Instruction
• Maintaining order
• Mental training
• A system of rules
• Controlling behaviour
Is Discipline Punishment?
The view of discipline as punishment may originate from childhood associations, and the view that discipline is all about a ‘wrong’ to be ‘corrected’.
A balance needs to be struck between viewing discipline as punishment or improvement.
The Improvement/Punishment Balance
To punish is to:
• Cause the offender to suffer
• Inflict a penalty
• Chastise
• Give a penalty for wrongdoing
• Reprimand
• Correct
To improve is to:
• Make better
• Use for good purpose
• Become better
• Progress
• Be more prosperous
The Improvement/Punishment Balance
Conclusion:
The key aim of discipline at work is to encourage unsatisfactory employees to improve. (The word discipline derives from the Latin Verb discere. This means to teach or mould.) Keeping the focus on improvement, means having a view that discipline is about trying to gain, and not using blame.
When Is Punishment Valid?
You should use punishment as a final sanction only, when everything else has failed. Remember, the prime objectives have to relate to gaining improvement.
Key Facts
Discipline is:
• Conforming to a system of rules for conduct
• Ways and norms and expectations of behaviour
• Sometimes hidden in peoples/companies’ beliefs and values
• Usually accepted as necessary by the majority
• Sometimes imposed by mandatory legislation
• Visible when relationships between a company and an employee are unsatisfactory to the company
• One of the measures that helps employees keep to the standards expected
• A way to help employees improve
• A way companies can deal fairly with those who do not keep to the standards
Prime Objectives
The prime objectives for disciplining need to be concerned with:
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to di
Marketing shouldn’t be limited to advertising companies. Finding a job or enhancing your current position requires good self-marketing skills. What is self-marketing? Basically, self-marketing is communicating your benefits to potential or current employers. Think of yourself as a “product” and explain to employers what differentiates you from other “products.”Why is self-marketing important? Landing a job or improving your current position requires effectively selling your skills, abilities, and knowledge
• Instruction
• Maintaining order
• Mental training
• A system of rules
• Controlling behaviour
Is Discipline Punishment?
The view of discipline as punishment may originate from childhood associations, and the view that discipline is all about a ‘wrong’ to be ‘corrected’.
A balance needs to be struck between viewing discipline as punishment or improvement.
The Improvement/Punishment Balance
To punish is to:
• Cause the offender to suffer
• Inflict a penalty
• Chastise
• Give a penalty for wrongdoing
• Reprimand
• Correct
To improve is to:
• Make better
• Use for good purpose
• Become better
• Progress
• Be more prosperous
The Improvement/Punishment Balance
Conclusion:
The key aim of discipline at work is to encourage unsatisfactory employees to improve. (The word discipline derives from the Latin Verb discere. This means to teach or mould.) Keeping the focus on improvement, means having a view that discipline is about trying to gain, and not using blame.
When Is Punishment Valid?
You should use punishment as a final sanction only, when everything else has failed. Remember, the prime objectives have to relate to gaining improvement.
Key Facts
Discipline is:
• Conforming to a system of rules for conduct
• Ways and norms and expectations of behaviour
• Sometimes hidden in peoples/companies’ beliefs and values
• Usually accepted as necessary by the majority
• Sometimes imposed by mandatory legislation
• Visible when relationships between a company and an employee are unsatisfactory to the company
• One of the measures that helps employees keep to the standards expected
• A way to help employees improve
• A way companies can deal fairly with those who do not keep to the standards
Prime Objectives
The prime objectives for disciplining need to be concerned with:
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to d
Do you want to teach children and adults with physical and mental disabilities?Do you want to provide direct guidance and assistance to individuals with learning difficulties, especially for those who cannot participate in the phase of normal education?If your answer is yes, then having a degree in special education is the next step in achieving your goals.The special education degree is a set of specialized educational and institutionalized training methods and programs required by individual
• Use for good purpose
• Become better
• Progress
• Be more prosperous
The Improvement/Punishment Balance
Conclusion:
The key aim of discipline at work is to encourage unsatisfactory employees to improve. (The word discipline derives from the Latin Verb discere. This means to teach or mould.) Keeping the focus on improvement, means having a view that discipline is about trying to gain, and not using blame.
When Is Punishment Valid?
You should use punishment as a final sanction only, when everything else has failed. Remember, the prime objectives have to relate to gaining improvement.
Key Facts
Discipline is:
• Conforming to a system of rules for conduct
• Ways and norms and expectations of behaviour
• Sometimes hidden in peoples/companies’ beliefs and values
• Usually accepted as necessary by the majority
• Sometimes imposed by mandatory legislation
• Visible when relationships between a company and an employee are unsatisfactory to the company
• One of the measures that helps employees keep to the standards expected
• A way to help employees improve
• A way companies can deal fairly with those who do not keep to the standards
Prime Objectives
The prime objectives for disciplining need to be concerned with:
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to d
You know that no matter what the accounting gurus tell you that a sale does not take place until the payment for your product or service is safely in your bank account. That is why it is SO important that you develop, implement and maintain an effective accounts receivable collection process.Accounts receivable represent sales that have not yet been collected as cash. You sell your products or services without collecting cash, instead relying upon your customers' promise to pay within the time parameters that you
Discipline is:
• Conforming to a system of rules for conduct
• Ways and norms and expectations of behaviour
• Sometimes hidden in peoples/companies’ beliefs and values
• Usually accepted as necessary by the majority
• Sometimes imposed by mandatory legislation
• Visible when relationships between a company and an employee are unsatisfactory to the company
• One of the measures that helps employees keep to the standards expected
• A way to help employees improve
• A way companies can deal fairly with those who do not keep to the standards
Prime Objectives
The prime objectives for disciplining need to be concerned with:
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to d
Powerful crawler equipment with a blade is called a bulldozer. Even though any heavy engineering vehicle is known by the term “bulldozer”, practically the term refers only to a tractor with dozer blade.Earlier tractors were used to plough the fields and the first bulldozer was adapted from this tractor. During the First World War a bulldozer was used as an armoured tank because of its versatility in grounds which were soft.A big thick metal plate is fixed on the front of the bulldozers for use in ear
• Improving, correcting, preventing, re-aligning
• Bringing about conformity to standards
• Encouraging improvement, and higher levels of performance
In Summary: Misconduct Offences
Offences can always be categorised as either performance issues or relationship/behaviour issues.
Work performance issues are about:
• Poor attendance and absence
• Poor careless work output
• Failure to follow rules, such as health and safety
Work relationship issues are about:
• Refusal to obey reasonable instructions
• Disruptive behaviour
Misconduct offences normally lead to disciplinary action, whereas the following gross misconduct offences normally lead to dismissal.
Gross Misconduct Offences
Again, these offences can be categorised as either performance or relationship issues.
Work performance issues are:
• Gross negligence causing loss, damage
• Serious disregard of health and safety legislation
• Deliberate damage to company property
Work relationship issues are:
• Theft, fraud
• Assault, fighting
• Conduct prejudicial to the company’s reputation
• Serious incapability due to alcohol, illegal drugs
• Gross insubordination
Copyright © 2006 Jonathan Farrington. All rights reserved
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