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Essay text:
But through performance management we hopefully should never to use the disciplinary procedures, and if we do it should be used as a corrective procedure rather than firing somebody. This is only used as a last resort to fire people from their job, but we try to avoid this procedure as much as we can.
When we are in a role of importance we have to set boundaries so that the team know from the start that there is a line they cannot cross at anytime.
Manager's view of a disciplinary:
To correct behaviour and performance
Set an example to the team
To sack someone properly
To maintain discipline
Waste of time ? paperwork
Hope they will leave
Last resort
Scare tactic/threat
Kick ass (not literally)
Change performance
Staff view of a disciplinary:
To scare me
To highlight what I've done badly
To make sure lazy staff are pulled into line
To maintain all aspects of my job role
To ensure I follow procedures
The first step to losing my job
For highlighting petty offences
Route we should follow when doing disciplinary
Suspend and investigate (to decide if there is a case
Do the interview (to help decide on the outcome)
Come to decision on what's happened
Always give them the right to appeal
If after step 1 and 2 there are discrepancies, repeat step 1 again until you have all the facts
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