lOMoARcPSD|61746433
Performance Management Employee and Labor Relations
Organization
MGMT 7073 - Human Resource Management
University of Cincinnati
lOMoARcPSD|61746433
Employee Discipline
When looking at workplace discipline supervisors are typically the
ones who are responsible for maintaining corrections on behavioral
deficiencies to ensure employees follow guidelines that are set in
place by the organization. There are no perfect employees and at
times, disciplinary actions are needed in order to correct behaviors.
There are two approaches to employee discipline, punitive and non-
punitive. There are some similarities between the two approaches,
however they are both geared to guide and lead an employee in the
right direction to ensure a previous infraction is not repeated
(Campbell, Fleming, & Grote, 1985). Most common employee
problems will come from misconduct or incompetence, neither of
these behaviors are most likely not to be intentional.
Punitive
Punitive discipline is considered the traditional means of discipline.
This practice has been a tradition since the 1930’s, it has also been
known as ‘progressive discipline’ (Watson, 2014) . With this
discipline, you should not take privileges or incentives away nor
require them to work extra hours or difficult shifts. These practices
have a record of not working, examples of this kind of discipline
range from punishing a child for bringing home a bad grade from
school, or altercations within the workplace that ultimately end with
jail time or loss of job. According to Campbell et al, (2015),
supervisors can possibly face apathy, hostility, reduced output along
with an uncomfortable work environment. The problem with punitive
discipline is it an adversarial method and creates “labor vs.
management”, or better known as “us vs. them”, this can cause a
lOMoARcPSD|61746433
counterproductive work environment, a supervisor can and will be
known as the “bad guy”, most supervisors do not see this type of
discipline a being corrective. It can be preserved as being made to
jump through hoops in order to terminate an employee (Watson,
2014).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
lOMoARcPSD|61746433
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
lOMoARcPSD|61746433
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
lOMoARcPSD|61746433
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
lOMoARcPSD|61746433
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
lOMoARcPSD|61746433
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
lOMoARcPSD|61746433
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
lOMoARcPSD|61746433
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
lOMoARcPSD|61746433
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
lOMoARcPSD|61746433
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
lOMoARcPSD|61746433
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
lOMoARcPSD|61746433
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
lOMoARcPSD|61746433
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
lOMoARcPSD|61746433
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
lOMoARcPSD|61746433
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
lOMoARcPSD|61746433
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
lOMoARcPSD|61746433
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
lOMoARcPSD|61746433
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
lOMoARcPSD|61746433
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
lOMoARcPSD|61746433
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
lOMoARcPSD|61746433
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
lOMoARcPSD|61746433
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
lOMoARcPSD|61746433
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
lOMoARcPSD|61746433
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
lOMoARcPSD|61746433
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
lOMoARcPSD|61746433
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
lOMoARcPSD|61746433
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
lOMoARcPSD|61746433
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
lOMoARcPSD|61746433
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
lOMoARcPSD|61746433
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
Non-Punitive
lOMoARcPSD|61746433
This approach is meant to represent a more realistic, more adult and
more positive way of encouraging a disciplined work force, the
system is set to recognize that workers must be the real source of
discipline. In order for this for this to work, the system needs to be
linked with a consistent manner that is set with the human resource
management programs (Campbell et al, 2015). There are steps that
need to be taken in order to implement this type of discipline. The first
step with this discipline is to issue an oral reminder: this is where a
meeting takes place with the offender to talk about the issue at hand.
The goal of this meeting is to solve the problem at hand. This is an
alternative to warning of more serious actions to come, instead,
management needs to remind the employee they have a responsibility
to meet the reasonable standards of their performance and behavior.
The meeting should be documented well and be kept in a working file,
it should be explained to the employee that although it is the first step
of the discipline process and will not be kept in the employee’s
permanent file unless the problem persists or arises again. If the
problem come about again, then the second step of a written reminder
comes into play. The manager will need to meet with the employee
again in a serious manner, however this must be done without threats.
The conversation should include business reasons why it is important
to follow the rules and standards that are put in place while discussing
their failure to follow the original agreement, they then discuss again
an agreement to help solve the issue and work towards an action plan.
After the meeting, the manager then needs to puts together a written
memo that is sent to the employee and then it is placed in the
employee’s personnel file. In both meetings, an agreement should be
lOMoARcPSD|61746433
determined with the employee being in agreement with the discussion
of the change that needs to be made. The employee is more likely to
improve their performance and or behavior and if performance and
behaviors are not improved per the agreement, then another meeting
should take place with the focus being on the problem and their failure
to abide by the agreement, finally, if the employee does not agree to
expectations it should be documented and placed in the permanent
file, this will become justifications for termination. Unlike in the
punitive approach of the employee feeling as if it’s them vs
management, causing overtime, being short staffed and over worked
due to punishments being leveled, the non-punitive approach allows
the employee to have the chance to improve their behavior before a
termination takes place. This allows, for unnecessary overtime,
shortage of staff as well as may increase productivity (Campbell et al,
2015).
Performance Management
An effective performance management is an ongoing process, not a
one-time thing. To be effective there are steps that need to be taken.
The first step that needs to be taken is to define performance
outcomes, from there employee goals, behaviors and actions need to
be developed in order achieve the outcomes. Support needs to be
given as well as ongoing performance discussions. In the fourth step
the performance should be evaluated which leads to step five where
improvements that are needed are identified that leads to step six that
provides consequences for the performance results steps five and six
both lead back to step one. Continuous evaluation of the effectiveness
of the performance management will aide in monitoring the needs that
lOMoARcPSD|61746433
may need to be improved on or changed. It is critical for organizations
to execute their talent management in order to identify strengths and
weaknesses and drive an employee engagement as well as link
appropriate training and developments, they need to offer good
performance with incentives and or pay (Noe, et al, 2019).
Employee and Labor Relations
When employees are part of a union, filing a grievance needs to be
done by following a process that has been outlined in the collective
bargaining agreement. They are handled in systematic way and have
several steps which starts with an informal review. Sometimes this
could be as easy as an employee meeting with a supervisor, the union
employee and the union steward in order to discuss the issue at hand.
If this issue cannot be resolved then there are other steps that need to
be taken that may involved a review by management, written
responses and appeals. If a grievance cannot be resolved at the
company level then an arbitration could be the final step, at this time
an arbiter will be selected to hear the case at hand, issues can range
from dissatisfaction with work assignments to unfair treatment within
the workplace (Mayhew, 2019). When an employee is a nonunion
member the complaint process simpler, however, it can follow some
of the same processes as a union member. It begins with a meeting
with the employee, supervisor and an HR staff member the goal is to
resolve the employee relation issues. If an issue cannot be resolved
unlike a union member, a nonunion member can choose to file a
complaint with a federal agency such as U. S. Equal Employment
Opportunity Commission (EEOC) or a state fair employment agency.
One needs to remember if filing with a federal agency such as the
lOMoARcPSD|61746433
EEOC it must fall under a low that is enforced by that agency, such as
Title VII of the Civil Rights Act of 1964 (Mayhew, 2019). There are
a few things that can be done to improve nonunion complaint process.
There could be standardized guidelines across all industries. It’s been
my experience in most cases a stern talking to without any action
taken will not improve a situation. I feel having a Performance
Improvement Plan in place would help put in place a commitment in
order to help improve employee performance, this would put a
standard plan in place with no grey areas (SHRM, 2020).
References
Campbell, D. N., Fleming, R. L., & Grote, R. C. (1985). Discipline
without punishment--at last. Harvard Business Review, 63(4), 162.
Retrieved from: https://eds-b-
ebscohostcom.ezproxy.snhu.edu/eds/pdfviewer/pdfviewer?
vid=2&sid=1ad61ed5-11ab-4ed5-8e91d588dd4596c4%40pdc-v-
sessmgr01
KCY AT LAW. (2019). Discipline in the Workplace. Retrieved from:
https://www.kcyatlaw.ca/discipline-in-the-workplace/
Mayhew, R. (2019). Difference Between a Unionized Vs. a
Nonunionized Workforce. Retrieved from:
https://smallbusiness.chron.com/difference-between-unionized-vs-
nonunionizedworkforce-22350.html
SESCO Management Consultants. (2020). A Positive Approach to
Employee Discipline. Retrieved from:
https://sescomgt.com/resources/articles/a-positive-approach-
toemployee-discipline/98
lOMoARcPSD|61746433
Society of Human Resource Management, (2020). How to Establish a
Performance Improvement Plan. Retrieved from:
https://www.shrm.org/resourcesandtools/tools-and-samples/howto-
guides/pages/performanceimprovementplan.aspx
Watson, T. (2014). Discipline Without Punishment: A Best Practices
Approach To Disciplining Employees. Retrieved from:
https://www.watson-training.com/blog2/46-discipline-
withpunishment-a-best-practices-approach-to-disciplining-
employees.html
