Manager's Who Use Punishment
MGT175 - Business Organization and Management
Case Incident 1
“ Managers Who Use Punishment ”
Q1. What conditions, if any, do you think justify the use of punishment?
There could be any number of circumstances or situations arise in the daily operation of a work place that might require the use of affirmative action or punishment by the Manger in charge. The decision to use punishment, should be at the discretion of the Manager and be based upon his or her own best judgment as the appropriate method for handling the issue(s) of concern.
In reference to the text for this course, (Robbins / Judge, “Organizational Behavior“, chapter 2), my understanding is, the use of punishment as the method for discipline should be used if there are repetitive displays of previously stated rules, requirements or expectations. Some of these include, but are not limited to; poor job performance, negative attitude, tardiness, absenteeism, dishonesty, theft or the non conformity of any prior documented citation(s) by the Manager, to the employee in question.
Although unfortunate, it is sometimes necessary to resort to punishment to restore order or diffuse a problem that presents itself between an employee and Manager. When executed properly, everyone involved benefits from the experience.
Q2. Do you think most managers use punishment? If so, then why?
Any successful business or organization today, is successful, because they have established effective operational management procedures. In order to reach this goal, all members of the management team should be trained to implement punishment as a means of execution, to maintain order and control in the work environment.
It is my opinion that, most managers, if not all managers, should use punishment when the circumstance requires that level of attention. To be an effective manager, it is important to establish who is in charge of the operation and that there are consequences for inappropriate actions or behavior while
Case Incident 1
“ Managers Who Use Punishment ”
Q1. What conditions, if any, do you think justify the use of punishment?
There could be any number of circumstances or situations arise in the daily operation of a work place that might require the use of affirmative action or punishment by the Manger in charge. The decision to use punishment, should be at the discretion of the Manager and be based upon his or her own best judgment as the appropriate method for handling the issue(s) of concern.
In reference to the text for this course, (Robbins / Judge, “Organizational Behavior“, chapter 2), my understanding is, the use of punishment as the method for discipline should be used if there are repetitive displays of previously stated rules, requirements or expectations. Some of these include, but are not limited to; poor job performance, negative attitude, tardiness, absenteeism, dishonesty, theft or the non conformity of any prior documented citation(s) by the Manager, to the employee in question.
Although unfortunate, it is sometimes necessary to resort to punishment to restore order or diffuse a problem that presents itself between an employee and Manager. When executed properly, everyone involved benefits from the experience.
Q2. Do you think most managers use punishment? If so, then why?
Any successful business or organization today, is successful, because they have established effective operational management procedures. In order to reach this goal, all members of the management team should be trained to implement punishment as a means of execution, to maintain order and control in the work environment.
It is my opinion that, most managers, if not all managers, should use punishment when the circumstance requires that level of attention. To be an effective manager, it is important to establish who is in charge of the operation and that there are consequences for inappropriate actions or behavior while