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Hub You - Discipline - It Is Vital To Get The Punishment/Improvement Balance Just Right
Starting a new business can be a daunting task. There are hundreds of decisions to be made. Who, what, where, and when are not just for English class anymore. Another question that must be answered is What form will my business be? There are several factors to be considered and there are pros and cons for each type. In this article, I will try to briefly explain the differences between the business forms.Sole Proprietorship: Most people are familiar with this type of business
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 o
1) Picking a Business Just Because It PaysDavid Beckham will get paid a million dollars a week starting in August, Kobe Bryant makes more in a day than you do in a year, and Bill Gates could lose 99.9% of his value and still be 1000% more valuable than you. But that does not mean you should try out for Real Madrid, the LA Lakers, or start a new computer company. If you are white slow and fat, skip the dream of NBA glory and stick to your guns. If you are good with computers, start a business arou
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 ob
Started in 1998 by Janet Wilson, Empowerism has become one of the Internets more successful businesses. This success didnt happen by accident. There are some guiding principles that have contributed to make this particular business plan work better than most.Do you remember the old saying that if you give a man a fish you have fed him for today, but if you teach him how to fish, you have fed him for a lifetime? Well that philosophy is exemplified in the Empowerism Business Plan. They know that in orde
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 o
Greatness, power, global recognition, yeah it can happen but for anyone or everyone? Say that you start some internet marketing campaign or simply something like a starting a local restaurant, the universal rule applies to everyone and everything.This is a certain psychological aspect you must maintain to advance and get rich or at least make a decent about of money/respect/fame etc. I assume everyone knows this and can relate it to the idea of positive thinking or the so called "laws" of attraction well
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 o
If you are ready to work at home, the first step is to not to quit your current job yet. Unless you don't have a job, and then you are ready to begin. Many people would love to find the perfect work at home job. The truth is that there is no perfect work at home job. What there is are a lot of jobs, opportunities and ways to make money working from home available.With the advent of computers, a work at home job has become a reality for many people. Computers have made it possible for nearly anyone to find a
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 o
Ladies and gentlemen.If you are like most people, you are finding it more difficult to pay your bills as easily today as you did a few years ago. After all, gas prices are much hire. Commuting costs are higher. Food prices are increasing. Health, life and auto insurance costs are increasing. The cost of you morning coffee is higher. Lunch at your desk costs more. Your morning newspaper costs more.And your salary is increasing by 4 or 5% per year.Do you want to increase your earnings by more th
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 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 companys reputation
Serious incapability due to alcohol, illegal drugs
Gross insubordination
Copyright © 2006 Jonathan Farrington. All rights reserved
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