There are two approaches to managing employee behaviour and performance at the office: progressive discipline and positive discipline. These approaches rehabilitate and prevent problems that could lead to work disruption and loss of efficiency. Both failure modes pay equal attention to correcting undesired behaviour and improving performance. The difference is in their underlying philosophy, disciplinary policies, and outcomes.
Progressive Discipline
Progressive discipline is a traditional procedure that starts by giving a minor consequence and then gradually increases the severity of the consequences the more times an offence has been committed (Emser, 2023). This process may follow a plan that includes words of advice, written warnings, suspension, and even termination. The emphasis is on procuring the penalty from the worker for his actions and consequently applying such penalties through the fear of being punished.
In reinforcing order and obedience, Ashton will focus on progressive discipline forms. Such a process means informal talks, possible reports with a warning and termination when a behaviour does not turn around. While many organizations use this as a norm, progressive discipline can also make the working environment more intimidating as staff members dread the thought of different kinds of discipline.
Positive Discipline
Negative discipline, on the one hand, is the mainstream belief that employees are more influenced by encouragement, support, and constructive feedback than punishments. It is concentrated on training, counselling, or helping employees become aware of the nature of their behaviour and then allowing them to correct it. The aim is to develop a friendly workplace whereby employees are shown respect and cooperation. Consequently, they feel motivated and pull their weight to perform best.
Firstly, Ashton’s mild discipline intervention strategy begins with clearly identifying the particular good or bad behaviour or performance issue to be tackled. It illustrates such processes as close attention to detail, surveying relevant feedback, and evaluation (Sanchez, 2022). Then, the manager schedules a face-to-face meeting with the employee to discuss the issue candidly, focus on finding the root cause, and work together towards solutions.
After that, the manager and the employee work together to set attainable goals and ensure they are specific, measurable, achievable, relevant, and time-series-based (SMART). During the improvement process, the manager consistently provides feedback, coaching, and training sessions, during which trainees are approached regularly to check their progress.
Positive reinforcement and recognition constitute a significant facet of Ashton’s discipline design. As workers progress towards their goals, recognition is given for their work, and success is celebrated. The role of positive reinforcement is to encourage positively equivalent traits and sustain the efforts of an employee to succeed.
Then, periodic appraisals are made to verify the success of the applied and to analyze the strategies put in place (Stevens, 2018). This is done based on the feedback and corrections so that the employee is kept on track for proper development and continuous improvement.
This all-around method of discipline development encourages the participation of people; therefore, everyone’s opinion can be heard, collaboration takes place, and respect gets to a mutual level. It helps employees develop self-assurance, and they can identify the areas they need to focus on, thus enabling them to perform at their optimum.
Implementing a positive discipline process can lead to several benefits for both the employee and the organization:
Improved Morale and Engagement
Positive discipline helps to create a culture where employees will endeavour and be motivated and feel valued, respected, and encouraged, which is what positive discipline helps to develop. When backup and guidance are given to the managers while the punishment is being looked at as a last option, employees can better assimilate and like their contributions (Sanchez, 2022). This recognition of particular employees instils confidence and imparts energetic qualities among them. By making workforce members feel their contribution and motivation, the employees pave the way to a more committed workforce, leading to a better work environment filled with productivity.
Enhanced Performance
Training and talent development are essential to the positive discipline model that allows employees to learn, mature as professionals, and develop their ideas for solving organizational problems. First line: Managers are the core and top of the company’s success; they work with employees to detect and pinpoint improvement areas (Ragins & Dutton, 2017). Second line: Lastly, managers set measurable objectives, which may be translated into improved performance. This is, therefore, a vital aspect of the company’s organizational structure since the employees’ skills are improved, often leading to improved performance and productivity. As employees are given more responsibility for carrying out their tasks and realizing their goals, they contribute more productivity to the achievement and the successful organization.
Stronger Relationships
Positive discipline creates the space for trust, respect, and better teamwork. Managers show that they value their employee’s growth and development process by all means through a managerial stance that engages in an emphatic and sincere attitude towards resolving performance issues (Sanchez, 2022). This strengthens the partnership by bringing yet understanding and collapsing the communication. Through constant interaction with their managers, it is easy for the workers to express themselves without feeling vulnerable and ask for feedback from their supervisors; thus, a culture of cooperation and transparency internal to the company is created.
Reduced Turnover
Workers will possess a greater sense of participation, recognition, and even dedication when their jobs become rewarding, and they are less likely to look for work elsewhere. Through positive discipline, we foster a work environment in which employees feel like they are part of something special, increasing their desire to continue working for the organization. Organizations can minimize turnover rates and secure competent employees through investments in staff training and development and fostering solid relationships. This reduces recruitment and training costs and contributes to organizational longevity and professionalism. In summary, positive discipline ensures that the culture becomes more pleasant for the workers inclined to progress and remain in the organization.
In such cases, when it comes to the store manager dealing with a disciplined employee, a positive discipline approach would assist the staff member by providing them with the required help to overcome their performance issues. This may be done in various ways, such as supplementary training or coaching, constructive counselling and counselling, and praising improvements observable in the volunteers’ performance. Adopting a constructive and action-oriented attitude to performance tackles the manager, who will foster positive feelings and motivation in the leader that they will perform even better; thus, success for both the leader and the company is achieved.
In positive discipline, what matters the most is taking responsibility for making amends rather than blaming a particular mistake on someone’s shoulder. Positive discipline thus lets the employees build initiative and take ownership of their actions to produce positive outcomes. This means improving the employee’s morale and, ultimately, their ability to function correctly in the workplace. They are, therefore, more productive because they feel valued, motivated, and empowered. They are more likely to succeed at their given tasks.
References
Emser, D. (2023). Positive Discipline Cross-Cultural Examples for Transforming and Empowering Collaborative Teams in the Workplace. The Journal of Individual Psychology, 79(2), 157–175.https://muse.jhu.edu/pub/15/article/904857/summary
Ragins, B. R., & Dutton, J. E. (2017). Positive relationships at work: An introduction and invitation. In Exploring positive relationships at work (pp. 2-24). Psychology Press.https://www.taylorfrancis.com/chapters/edit/10.4324/9781315094199-2/positive-relationships-work-belle-rose-ragins-jane-dutton
Sanchez, L. (2022). Purposeful Adoption of Positive-Based Discipline Model Due to Generational Differences and Social Climate.https://shsu-ir.tdl.org/bitstream/handle/20.500.11875/4167/2036.pdf?sequence=1
Stevens, A. (2018). Positive discipline is a part of effective classroom management.https://scholarworks.wmich.edu/cgi/viewcontent.cgi?article=3982&context=honors_theses
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