DisciplinaryEssay Preview: DisciplinaryReport this essayDisciplinary Day threeBy the end of the programmeWe will be able to handle disciplinary procedures with more confidence.Disciplinaries are perceived as a punishment, but they should be used for performance correctivness. (Gross misconduct not included in this)Through performance management you will be there to enhance performance and development, if this fails then you may have to use disciplinary procedures. But through performance management we hopefully should never to use the disciplinary procedures, and if we do it should be used as a corrective procedure rather than firing somebody. This is only used as a last resort to fire people from their job, but we try to avoid this procedure as much as we can.
I have used disciplinary processes in several areas and you know that. I have also used them to stop and take charge of some people’s livelihoods. They were just taking the piss, the community and their own livelihoods, their own needs and livelihoods. You will see in the final report that I had used very, very little disciplinary procedure. But I did use them on one occasion when I failed to complete performance. Then there is a specialised programme which I will talk about in the next post.When we were a team this day, some of us have also used disciplinary procedures on our team, and they usually give a great deal to our performance-management team, as I have mentioned. But they can be used as a ‘specialised process or one for ‘bad performance management’, or it can also be an appropriate process. We use them in different circumstances, but they need to be used at the right time for the best results from the team.In the first part of the programme you are going to talk about some of your own decisions. I should point this out. As you are learning how the program works as your team grows it may become necessary to do some ‘scrolling’ (the right and wrong times) or making ‘dynamical’ decisions depending on the need and desire of each team member and their position. For example, if you want to achieve the right goal, then you might be given an exercise. But there might be other choices you might want to make that you consider a good exercise, or some other decision you decide to make. For example, if you want to overcome your team’s weaknesses, then it is necessary to do something different to their strengths. But the right results have to be seen in the right circumstances with the right team members, which I think is the right thing to go for.In the second part I will talk more about some of your experiences and how the system is working better for each of us. I will also talk about your personal relationships, family life, work and family relationships. I am also starting to speak about all the social issues such as sexual harassment and violence you have experienced and also the mental health issues. I know this, we all know this, as the ‘I don’t want to go away’ part, as the physical issues are very difficult but it is all part and parcel of the program.The three points below all need to be taken into consideration so that you do not let this system affect your life. It may seem somewhat self-centered for you to take the blame yourself, but it does not necessarily mean that your life is in good hands. It is about being a positive team and being a good team player every day. I think the first step in doing this, of course, can be to listen to others who are going through something similar to you, ask them, speak up and act and give them a positive look. The next step may be to talk about all the things you need to do to improve the experience that you have had and to improve your performance-management team. And if your team
I have used disciplinary processes in several areas and you know that. I have also used them to stop and take charge of some people’s livelihoods. They were just taking the piss, the community and their own livelihoods, their own needs and livelihoods. You will see in the final report that I had used very, very little disciplinary procedure. But I did use them on one occasion when I failed to complete performance. Then there is a specialised programme which I will talk about in the next post.When we were a team this day, some of us have also used disciplinary procedures on our team, and they usually give a great deal to our performance-management team, as I have mentioned. But they can be used as a ‘specialised process or one for ‘bad performance management’, or it can also be an appropriate process. We use them in different circumstances, but they need to be used at the right time for the best results from the team.In the first part of the programme you are going to talk about some of your own decisions. I should point this out. As you are learning how the program works as your team grows it may become necessary to do some ‘scrolling’ (the right and wrong times) or making ‘dynamical’ decisions depending on the need and desire of each team member and their position. For example, if you want to achieve the right goal, then you might be given an exercise. But there might be other choices you might want to make that you consider a good exercise, or some other decision you decide to make. For example, if you want to overcome your team’s weaknesses, then it is necessary to do something different to their strengths. But the right results have to be seen in the right circumstances with the right team members, which I think is the right thing to go for.In the second part I will talk more about some of your experiences and how the system is working better for each of us. I will also talk about your personal relationships, family life, work and family relationships. I am also starting to speak about all the social issues such as sexual harassment and violence you have experienced and also the mental health issues. I know this, we all know this, as the ‘I don’t want to go away’ part, as the physical issues are very difficult but it is all part and parcel of the program.The three points below all need to be taken into consideration so that you do not let this system affect your life. It may seem somewhat self-centered for you to take the blame yourself, but it does not necessarily mean that your life is in good hands. It is about being a positive team and being a good team player every day. I think the first step in doing this, of course, can be to listen to others who are going through something similar to you, ask them, speak up and act and give them a positive look. The next step may be to talk about all the things you need to do to improve the experience that you have had and to improve your performance-management team. And if your team
I have used disciplinary processes in several areas and you know that. I have also used them to stop and take charge of some people’s livelihoods. They were just taking the piss, the community and their own livelihoods, their own needs and livelihoods. You will see in the final report that I had used very, very little disciplinary procedure. But I did use them on one occasion when I failed to complete performance. Then there is a specialised programme which I will talk about in the next post.When we were a team this day, some of us have also used disciplinary procedures on our team, and they usually give a great deal to our performance-management team, as I have mentioned. But they can be used as a ‘specialised process or one for ‘bad performance management’, or it can also be an appropriate process. We use them in different circumstances, but they need to be used at the right time for the best results from the team.In the first part of the programme you are going to talk about some of your own decisions. I should point this out. As you are learning how the program works as your team grows it may become necessary to do some ‘scrolling’ (the right and wrong times) or making ‘dynamical’ decisions depending on the need and desire of each team member and their position. For example, if you want to achieve the right goal, then you might be given an exercise. But there might be other choices you might want to make that you consider a good exercise, or some other decision you decide to make. For example, if you want to overcome your team’s weaknesses, then it is necessary to do something different to their strengths. But the right results have to be seen in the right circumstances with the right team members, which I think is the right thing to go for.In the second part I will talk more about some of your experiences and how the system is working better for each of us. I will also talk about your personal relationships, family life, work and family relationships. I am also starting to speak about all the social issues such as sexual harassment and violence you have experienced and also the mental health issues. I know this, we all know this, as the ‘I don’t want to go away’ part, as the physical issues are very difficult but it is all part and parcel of the program.The three points below all need to be taken into consideration so that you do not let this system affect your life. It may seem somewhat self-centered for you to take the blame yourself, but it does not necessarily mean that your life is in good hands. It is about being a positive team and being a good team player every day. I think the first step in doing this, of course, can be to listen to others who are going through something similar to you, ask them, speak up and act and give them a positive look. The next step may be to talk about all the things you need to do to improve the experience that you have had and to improve your performance-management team. And if your team
When we are in a role of importance we have to set boundaries so that the team know from the start that there is a line they cannot cross at anytime.Managers view of a disciplinary:To correct behaviour and performanceSet an example to the teamTo sack someone properlyTo maintain disciplineWaste of time Ð- paperworkHope they will leaveLast resortScare tactic/threatKick ass (not literally)Change performanceStaff view of a disciplinary:To scare me