Employee discipline stages
Reprimand was unpleasant. However, the rebuke was no less difficult. Moreover, when a reprimand is a longtime employee of the company should know the rules. Rebuke new employees easier because it usually does not cause conflict. Instead they can feel better knowing what should not be done. Reprimand is a disciplinary process to be followed to maintain the regularity of work. Following some tips reprimand without causing conflicts.
a. Don’t reprimand without preparation.
You must have a reason and accurate information. Without it, you will be considered applicable to arbitrary. As soon as you get it, determine the time and place to discuss this issue. But do not look for another kesalahanorang just because you feel like calling it.
b. Do it in person.
Do representative of it on others. Talk face to face. From person to person, but do not enter into the heart. Choose a place that protects privacy.Be professional. Do not make him feel humiliated in front of others.
c. Give a reprimand in a state of calm.
Calm yourself. Do not be reprimanded in a state full of emotion. Anger can actually make things worse. More people will trust you if they feel you're trying to help.
d. Focus on the issue.
Discuss the behavior, not the person. For example, do not say, "You're late again. You're lazy." But say, "The delay was not acceptable to you." Also, do not interfere confused with other things that you do not like about that person. Focus on the fault at that time.No need to rehash the already past. This could give the impression you are a vindictive.
e. Give them the opportunity to speak on the matter.
Dig the point. Listen carefully so that you can find solutions for themselves. Once again, show the attitude to help them, not punish them.
f. Enforce regulations to be consistent, firm and fair
Warning will have been longer if you are being fair and firm on all employees. If you just reprimanding certain people, while others who also made the mistake to be reprimanded, then you will be labeled unfair and favoritism.
Reprimand was unpleasant. However, the rebuke was no less difficult. Moreover, when a reprimand is a longtime employee of the company should know the rules. Rebuke new employees easier because it usually does not cause conflict. Instead they can feel better knowing what should not be done. Reprimand is a disciplinary process to be followed to maintain the regularity of work. Following some tips reprimand without causing conflicts.
a. Don’t reprimand without preparation.
You must have a reason and accurate information. Without it, you will be considered applicable to arbitrary. As soon as you get it, determine the time and place to discuss this issue. But do not look for another kesalahanorang just because you feel like calling it.
b. Do it in person.
Do representative of it on others. Talk face to face. From person to person, but do not enter into the heart. Choose a place that protects privacy.Be professional. Do not make him feel humiliated in front of others.
c. Give a reprimand in a state of calm.
Calm yourself. Do not be reprimanded in a state full of emotion. Anger can actually make things worse. More people will trust you if they feel you're trying to help.
d. Focus on the issue.
Discuss the behavior, not the person. For example, do not say, "You're late again. You're lazy." But say, "The delay was not acceptable to you." Also, do not interfere confused with other things that you do not like about that person. Focus on the fault at that time.No need to rehash the already past. This could give the impression you are a vindictive.
e. Give them the opportunity to speak on the matter.
Dig the point. Listen carefully so that you can find solutions for themselves. Once again, show the attitude to help them, not punish them.
f. Enforce regulations to be consistent, firm and fair
Warning will have been longer if you are being fair and firm on all employees. If you just reprimanding certain people, while others who also made the mistake to be reprimanded, then you will be labeled unfair and favoritism.
There are several levels and types of sanctions that are generally applicable labor violations in a oranisasi namely:
1) Sanctions misdemeanors, by type:
• an oral reprimand,
• Written warning,
• written the statement is not satisfied.
2) The sanctions violations were, by type:
• The delay raises,
• Decrease in salaries,
• Delays promotion
3) The sanctions violations, by type:
• Decrease the rank,
• Exemption from office,
• Dismissal,
Why is discipline employees is the one factor to achieve organizational success?
Discipline is essential for the growth of the organization, used primarily to motivate employees in order to discipline ourselves in carrying out work either individually or in groups. Besides useful discipline to educate employees to comply with and enjoyed the regulations, procedures, or policies that exist, so it can produce good performance.
Lack of knowledge about the rules, procedures, and policies are a leading cause of disciplinary action. One effort to overcome these party leaders should provide an orientation program for nurses / midwives on the first day of their new work, because the nurse / midwife can not be expected to work well and dutifully, if rules / procedures or policies are not known, unclear, or not run as it should. In addition to providing orientation, leadership must explain in detail the rules are frequently violated regulations, the following rationale and consequences. Similarly, rules / procedures or policies are changed or updated, should be shared with staff through active discussion.
Disciplinary action should be done, if given education efforts have failed, because no one is perfect. Therefore, each individual is allowed to make mistakes and must learn from those mistakes.Disciplinary action should be implemented wisely in accordance with the principles and procedures according to the level of offense and classification.
Examples of discipline within the organization:
1. Come on time or better to come a few minutes before the hour for work
2. Running a SOP (Standard Operational Procedure) which has been established
3. Completing assigned tasks on time or before the boss predetermined deadline.
4. Uses work time to complete all the work, not to chat with other employees.
5. Take advantage of a break as much as possible, and return to work after a break up.
6. Not accumulate with delaying work to do it
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