English Homework
matriceh1
week8.pptxAssignment 3: Justification Report – Presentation
Matrice Harvey
ENG 315 – Professional Communications
Professor Dr. Saraswathi Lakshmanan
February 28, 2016
A Proposal for the Implementing Disciplinary Policies and Actions Project
This presentation is a proposal for the Implementing Disciplinary Policies and Actions Project. Headed by Project Manager, Matrice Harvey.
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Welcome & Thank You for Attending this Presentation
Tricey’s Catering is very excited for the possibility of introducing two disciplinary write up forms. One being a Verbal Warning form to be documented when employees are issued a verbally notice for noncompliance. The second being a Write Up form; this is to be filed after numerous failed attempts to issue verbally warning. Tricey’s Catering is hoping as a result of these changes there will an alterations within the company’s ability in providing reliable, efficient work, and an equal workplace environment.
Tricey’s Catering is very excited for the possibility of introducing two disciplinary write up forms. We will be covering both the “Progressive Method” –a discipline plan where the penalties increase upon repeat occurrences. As well as the “Hot Stove Method” – When you touch a hot stove, your discipline is immediate, with warning, consistent, and impersonal.
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Tricey’s Catering currently does not have a specific plan of action for dealing with disciplinary actions of staff members. With the continual growth of the company and staff the company has faced the problem of personal responsibility of work produced and following company policies. To be able to resolve these growing concerns within the company problems must be detailed, identified and defined; and the Virginia Department of Agriculture and Consumers Services regulations must be followed, and a resolution must be provided.
Currently, Tricey’s Catering’s policy for kitchen etiquette, behavior, personal hygiene, and other work related issues are resolved with penalizing actions. However, even though this is stated on pages 20-22 of the employee handbook, there is no set system for managers to adhere to when dressing these issues. Our current actions start with verbal counseling, this method is has proven effective, however in business documentation of all infractions is of the utmost importance.
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The Proactive Method & Quick Reaction
The Proactive method involves developing an instructional class to be included during the hiring procedure.
The Quick Reaction method requires specific procedures and policies to follow when taking action against staff who do not follow company policy, and can include verbal warning and a write up.
In order to guarantee that all practices are fair, there are a few approaches to take: a proactive method, a quick reaction, and incorporating the rules in current environment. Documentation in this form will be filed in individuals personnel file within the company. These three methods will be implemented along with a progressive discipline plan. The progressive discipline plan, if approved, will be included in the employee handbook, this will provide a helpful tool for all employees.
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Implementing New Rules Into Current Work Environment
Requires training for all older employees, as well as documentation of training.
After training is complete employees will be asked to acknowledging their understanding of the training.
It is also important to put managers in the training course as well.
Training for current staff can be fulfilled by the same training given to new hirer in the proactive method. All current employees are required to acknowledge their participation and understanding of the training provided by providing their signature for company files. Managers should be required to have their own training session on how to properly use the new procedures. Setting up guidelines for implementing these procedure is important to ensure that the rights of the staff are not violated, and actions are taken in a professional way.
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Criteria
Training -Managers must first have an understanding of their responsibility with disciplining lower level staff members.
Awareness-Managers must make these procedures known before a problem is created. Discipline should start with verbal warning and end in termination. Managers must learn to identify problems in the early stages, address them, and make the employee accountable.
Consistency-Issues with employees must be addressed consistently to maintain success. For an employee to understand and meet the needs of the company, managers must be consistent in the way they handle employee issues. Consistently dealing with employee issues allows them to function in their job stress free because they know the process.
Follow-up-When a disciplinary action is taken on an employee, mangers must provide the employee with feedback on their progress correcting the issue. Managers cannot be completely effective unless there is a follow up. Feedback must be present in the process.
Reeducating-Managers need to perform performance appraisals, follow up meetings, or coaching sessions consistently for an employee that was issued disciplinary actions.
There are a few set criteria for managers when using and teaching these new polices. During training managers must first have an understanding of their responsibility with disciplining lower level staff members. Making expectations clear and employees aware is important before procedures can be used. Employees must be made aware of exactly what their roles and responsibilities are in the company. Only after the company has established expectations will managers be able to effective correct employee issues. After making employees aware of their infractions and issuing warnings and discipline, employees must be given the opportunity to correct issues in a positive manner through the process.
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Alternatives
Alternative A –“Hot Stove” Rule:
The “Hot Stove method of discipline provides employees with immediate feedback. This method relies on beforehand knowledge. Knowing beforehand what behavior are not tolerated in the workplace will help prevent disciplinary actions. Consequences must be applied consistently.
Alternative B – Progressive Discipline:
In progressive discipline, employees are subject to increasing, or advanced, disciplinary actions for misconduct. The idea is to take just enough action necessary to stop the behavior.
The “Hot Stove method of discipline provides employees with immediate feedback. If you touch your hand to a hot stove, it burns, in other words the effect is clear and immediate. You know beforehand Consequences must be applied consistently. If you touch the hot stove, you get burned no matter how many times you touch it, and no matter how long you hold it there. Consequences for employee actions must be the same, each and every time there is an infraction there must be disciplinary actions taken. A hot stove is no respecter of person, it only relies on your actions. If you touch it, you get burned. If anyone else touches it, they also will be burned. The consequences are not personal - the consequences are based only on the behavior of the individual.
In progressive discipline, employees are subject to increasing, or advanced, disciplinary actions for misconduct. Progressive discipline differs from Hot stove in a few ways. The idea is to take just enough action necessary to stop the behavior. Most progressive disciplinary systems involve four steps, and focuses on protect against wrongful termination lawsuits as well as employee rights. A progressive discipline system is a good way to properly discipline employees and deal with performance problems. Step by step protocols must be closely followed to ensure that any employee fired because of inferior performance was treated fairly and in accordance with your company’s policies.
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Evaluation of Alternatives
| Criteria | Alternative A (Hot Stove Rule) | Alternative B (Progressive Discipline) |
| Training | Encouraged | Required |
| Awareness | High Importance | High Importance |
| Consistency | High Importance | High Importance |
| Follow-up | None | Required |
| Reeducation | None | Highly Encouraged |
| Total Effectiveness | Moderate | High |
Both Alternatives fit the companies requirements and criteria. Each Alternative provides great options when researching disciplinary actions for our company. Both alternatives make it a priority to educate employees and make disciplinary actions are kept consistent throughout the whole process. Alteration A steps focus on making their process easy to understand by using a hot stove as a breakdown.
Alternative B has a more compassionate approach, and provides many chances for an employee to learn from the discipline. Oral reprimand, Written warning, Final written warning, Termination review, and Termination are the five stages that are required in Progressive discipline. Clarity is also stressed as an important factor in order to make employees aware of all the rules.
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Closing Comments
It is recommended That Tricey’s Catering takes the practices of training managers and employees from Progressive Discipline (Oral reprimand, Written warning, Final written warning, Termination review, Termination), and Implements them into our practices. I also feel that we should take some of the cut and dry Practices of the “Hot Stove” rule. However the use and integrating of these practice must be reviewed and decided on by the board. We all must keep in mind that the key to any work environment is the people working their, and even in discipline there should be love and understanding.
We all must keep in mind that the key to any work environment is the people working their, and even in discipline there should be love and understanding.
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