Sort order. Start your review of Creating Effective Organizations. Sep 05, Chandler rated it liked it. In a 10 star rating I would have given this book a 6. It is more of a textbook read but there is a lot of fascinating information related to organizational behavior. It is filled with research studies and real examples. It was a text from a class that I actually enjoyed reading.
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Actions Shares. Embeds 0 No embeds. No notes for slide. Mismanaging it may force the organization to deal with more difficult problems like union strike, costly lawsuits or demoralization. If such problems are not contained , they may lead to bankruptcy or disintegration of the organization. It is the development of self- control. It is a condition necessary for orderly behavior.
It is often the result of undesirable act and applied to avoid its possible recurrence.
Creating Effective Organizations by David J. Cherrington
DPP are important in the sense that they provide some sort of guideline in taking disciplinary action against an employee. It helps the disciplining superior prevent false accusations of employee harassment. In setting up a system of preventive discipline , employees are encouraged to maintain self discipline. Communicate Rules - employees should know and understand the rules and their rationale so that they may intelligently adhere to them. Be sure of facts -proofs must be established by the supervisor to show that a violation or offense has been committed.
Assure the privacy of disciplinary action 4. Be prompt - promptness does not mean that the supervisor should immediately reprimand the employee even in public. Avoid entrapment - a trouble making employee should not be forced into position which provokes him into an act of insubordination and thus create an opportunity of dismissing or separating him.
The New Rules of Talent Management
Avoid double jeopardy -once the penalty has been imposed ,an employee should not be punished again for the same offense even if additional evidences come up making the offense graver and the original penalty lesser. Do not use demotion as penalty -demoting an employee for purely disciplinary reason destroys the morale and confidence of the employees. Restore or develop the normal relationship with the employee as quickly as possible after punishment. Remember to give credit -a supervisor should be alert in giving the employee due credit or recognition for good suggestions , work well done , setting good examples , cooperation to fellow workers, commendable initiative or performing better than was expected.
- Vicarious Sacrifice, Grounded in Principles of Universal Obligation (With Active Table of Contents).
- Where We’re Seeing the Biggest Changes;
- The Tale of Tom Tiddler?
- Secondary navigation?
- Happily Ever Laughter;
It uses penalties or threat penalties to make employees obey rule, regulations and standards of the organization. Under the corrective discipline,a disciplinary action is imposed when a breach of discipline is committed.
Examples of disciplinary action are reprimand ,and three - day suspension without pay. Seriousness of the problem 2. Repeat violation 3. Nature of the violation 4. Mitigating factors 5. Effectiveness of organizational communication 6.
Management backing A clear statement of the disciplinary problem. Gathering of related facts.