Read Discipline Without Punishment: The Proven Strategy That Turns Problem Employees Into Superior Performers by Dick Grote Free Online
Book Title: Discipline Without Punishment: The Proven Strategy That Turns Problem Employees Into Superior Performers|
The author of the book: Dick Grote
Date of issue: May 15th 1995
ISBN 13: 9780814402764
Format files: PDF
The size of the: 854 KB
City - Country: No data
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Reader ratings: 6.5
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The author astounds us with the brilliance of common sense. I don't mean that sarcastically. The suggestions made should be perfectly obvious, but, unfortunately are not followed by many organizations.
The basic thrust of the "Discipline without Punishment" system is to treat people with dignity, to provide regular, accurate and timely feedback, to recognize good performance when warranted, and to use discipline as a means to improve performance and salvage employees, rather than as a means of "going through hoops" to justify a termination.
Some of the most insightful points raised:
-it is IMPORTANT and DESIRABLE to discriminate based on performance. Doing so keeps away/drives away the bums, and attracts/keeps the best employees.
-all employee problems fall into 1 of 3 DISTINCT categories: attendance, performance or conduct. Doing this makes it easier to determine the appopriate disciplinary response.
-performance problems are always due to a lack of knowledge OR a lack of execution. If the former, provide training, if the latter, engage in performance improvement discussions.
-the purpose of any performance improvement discussion is to get the employee's commitment to change. If the problem continues, you now have two problems: the original infraction and failure to live up to the previous promise to change.
The author encourages organizations to adopt the “Discipline Without Punishment” system, an endeavor that the author presents as a major overhaul. Of course, he is going to say that, since his consulting firm can help implement the changes (for a hefty fee I am sure!). I look at it another way. I think that many of the ideas raised in this book can be incorporated into a company’s existing discipline system. The emphasis has to shift, however, from punitive measures, from treating employees like children, from “jumping through hoops” to justify a termination, to an honest, dignified, mature, collaborative effort to helping the employee take responsibility for her own improvements so she can become a fully productive member of the organizational family again.
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