1. MGNT 6
Aizell A. Bernal BSBA 3
Dr. Sande

2. Outline
A. Employees are Human
1. Pride in Work
2. Acceptance by Fellow Employees
B. Problems of Employees
1. Counseling
2. Guidelines to Follow
C. Problem Employees
D. Disciplinary Actions
1. Discipline Defined
2. Use of Disciplinary Rules
3. Employee Behavior

3. Outline
4. Absenteeism
5. Tardiness
6. Alcoholism
7. Gambling
E. Disciplinary Program
1. Reminder
2. Reprimanded
3. Written Warning
4. Suspension
5. Dismissal
6. Corrective Action
7. Important Guidelines to Observe

4. Every human being is the most important person in the
world
 Every slight to his personal importance, every wound to his
pride, every insult to his dignity will find some way to express
itself.
 The slight may be unintentional, the wound purely
accidental, the insult resulting from mere carelessness; but
the effect on the employee will be felt and will seek to make it
heard.
The employee wants his pride and dignity respected.


5. Pride in Work

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Every self-respecting man takes pride in his
work.
Pride in one’s work is a basic expression of
individual dignity.
It is one of the most useful characteristics for
management to cultivate and develop.
Pride in one’s work is a universal trait which
runs through the whole gamut of industrial
effort and it is not the sole property of those in
top management

6. Acceptance by Fellow
Employees



He wants and needs the acceptance and
approval of his fellow employees.
If
the group, with or without union
intervention, has agreed to restrict production
to an agreed level, most employees will
participate in controlling output, in order to
retain the approval of fellow employees.
Some employees seek to reinforce their sense of
importance by seeking to become union
stewards, because employees will come to them
for help.

7. Problems of Employees
Two kinds of Problems
1.
Personal problems of employees relate to
money, financing, mortgages, income tax, legal
matters, personal or family health, housing,
education of children and others.
2.
Job-related problems relate to supervision,
opportunities
for advancement,
transfer,
relocation, wages and retirement.

8. Problems of Employees
The following are employees’ concerns
about their jobs, the company and the
future.
They feel inadequate.
They feel neglected.
They feel insecure.

9. Counseling


Counseling is a means of getting people to do
the right things in their job and in their
personal lives.
Two techniques in counseling
1. Directive Counseling approach someone
gives advice and guidance.
2. Nondirective counseling approach the
counselor gives neither advice nor guidance but
assists the other person to work out solutions to
their own problems.

10. Guidelines to Follow
1.
2.
3.
4.
5.
6.
7.
8.
Make the employee feel welcome and
comfortable.
Let him talk.
Hear the problem.
Get the pertinent facts.
Don’t take sides.
Help him gain insight into his problem.
Let him suggest the solution.
Conclude the visit.

11. Problem Employees
Problem
employees
are
simply
employees with problems.
 Their problems are employee have little
or no control over the situation.
These are the people in the workforce
who have developed certain physical,
emotional, or psychological ills.


12. Disciplinary Action
Areas of leadership, communication
and motivation, is the need for discipline
in the industrial organization.
 Effective
personnel administration
requires maintenance of discipline
without which the organization is bound
to fail.


13. Discipline defined
Three concepts of discipline
1.
As training – efforts of the individual in training
himself at self-control for his development.
2.
As sine qua non to orderly behavior - condition
toward proper behavior in an organization and among
his work group.
3.
As judicial due process – this implies negative type of
discipline in that its use involves restraints or
punishment. Discipline is positive when it prompts the
individual to observe, and adopt such ways and means
deemed necessary to the attainment of the goals and
objectives of the organization to which he is a member.

14. Use of Disciplinary Rules

The use of discipline which must be communicated to all the members of the
organization entails the adoption of a program that shall not only provide
corrective action but is designed to prevent the need for such action.

Examples of a good disciplinary program
a. Punching the time card for another worker.
b. Bringing intoxicating liquor into the plant, or working under the influence of
intoxicating liquor.
c. Smoking or non-smoking designated areas.
d. Habitual tardiness or absenteeism.
e. Refusal to obey reasonable orders given by proper authorities in the company.
f. Sleeping at work
g. Falsifying a time card, material order, or job ticket.
h. Appropriating company properties for one’s personal use.
i. Destruction of company property or the property of other employees.

15. Employee Behavior

may affect the interests of the organization
and as such must be looked into with
thoroughness and dispatch in order to
prevent their severe repercussions and the
necessary remedial measures be instituted
as warranted under the circumstances.

16. Absenteeism
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When an employee fails to report for work, some
time is invariably lost until it is determined that
he/she is absent.
Its rate is highest among single men, next highest
among married women than single women.
Married men have the lowest rate of absenteeism.
Workers under 20 years old have the highest rate of
absenteeism.
It is not only employees who suffer the cost of
absenteeism in terms of reduced income rather the
company also suffers in terms of idle machines,
interruption of flow of work, and reduced
production.

17. Tardiness


Two basic approaches used in dealing with the
problem of tardiness:
1. Attempts to control through
a. Punishment
b. Reward
2. Acceptance
A reward and punishment method means that
offenders are punished for being docked, or the
non-offenders are rewarded in some way over
and above their usual pay.

18. Tardiness
A typical punishment plan consists of three
interrelated steps such as:
1.
Confront the employee with the facts based on his
time record. Ask reasons or causes behind.
2.
If the employee seems not to care, it is time for
another interview. This will make the employee
aware of his repeated behavior and that
management is determined to impose certain
punishment.
3.
If this doesn’t work, an oral reprimand, a written
warning, suspension and discharge may follow
next.

19. Alcoholism


United States
- Established the Alcoholic Anonymous, designed to
combat the growing problem of excessive
consumption of alcoholic drinks which affects
health, job performance, attitude and their behavior.
Philippines
- A growing number of men were observed to be
addicted to alcohol especially with beer, which is
responsible for their lawlessness many a time,
reduced vitality and caused trouble in the family,
not to say broken homes and neglected children.

20. Gambling
Compulsive gambling
 Is
a progressive behavior disorder that
psychiatrists look upon as a serious emotional
illness.
 Is an insidious illness, progressive in its nature
without cure.
Compulsive gamblers
 Have lost their ability to control their urges to
gamble
 Is not necessarily a weak person or a bad one
rather, he is a sick person who needs help.

21. Gambling
Consequences of gambling
 Financial losses
 Daily emotional strain
 Divorce
 Neglected children
 Broken home
 Loss of sleep
 Poor work performance
 Bad debtors

22. Disciplinary Program
Different offenses call for different disciplinary actions.
The following steps or actions constitute their
disciplinary actions:
 Reminder
 Reprimand
 Written warning
 Suspension
 Dismissal
 Corrective action
 Important guidelines to observe

23. Reminder
The employee concern should be
told of his performance and
reminded that unless he improves
his
work
performance,
management may be forced to take
stern measures against him.

24. Reprimand
Whenever reprimand or criticism is
necessary on the part of company
authorities, it should not be couched in
profane language. It should not in any way
be intended to hurt the feelings of the
erring employee but merely to make him
aware of his mistake so as to prevent its
repetition. This should be done in private.

25. Written Warning
What applies to reprimand
doubtless applies also to
written warning. In the case of
written warning, a record is
kept in the 201 files of the
erring employee.

26. Suspension
It becomes necessary to suspend
the erring employee for a
certain period of time to
impress upon him the severity
of his mistake or its frequency.

27. Dismissal
When the employee is incapable
of reform in spite of number of
chances given to him by
management, it might be
necessary to terminate his
services.

28. Corrective Action

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Corrective action is a better term than disciplinary
action.
It implies an attempt to cure a fault in work
production or attitude that an employee has
developed.
The following procedure is recommended for best
results in administering discipline:
1. Identify the problem, get all the available facts and
make certain there is common agreement on the
specifics on both sides.
2. Get an explanation, evaluate the logic, consider the
circumstances.

29. Corrective Action
3. Discuss the situation, point out the problem it is
creating; try to gain understanding.
4. Explore alternate solutions, select the most feasible
one, and obtain concurrence.
5. Explain the new course of action to all who are
involved and proceed only when unanimity has
been reached. Then install the action, monitor its
progress from the sidelines and check and follow
up occasionally.
6. Commend the individual who provoked the
problem when he responds to the correction.
Express appreciation to all who cooperated for
their understanding in effecting the improvement.

30. Important Guidelines to
Observe
DO

Respect the dignity of the individual and talk with him privately.

Get all available facts before doing anything.

Listen to all sides of the story.

Give the employee a chance to be heard.

Be specific on any charges that are being made.

Be tactful, courteous and reasonable.

Make certain that reprimand is deserved.

Be thorough in explaining the action you contemplate.

Make your decision promptly.

Be firm but fair.

Show how the situation can be prevented from recurring.

31. Important Guidelines to
Observe
DON’T
 Humiliate the employee.
 Threaten
 Be sarcastic
 Lose your temper
 Use profanity
 Forfeit the initiative by procastinating
 Fail to provide all the time it takes.
 Be apologetic
 Pass the buck expecting someone else to do your
work.
 Practice amateur psychology.

32. Thank You! 