Learning goal 16 Learning Goals Last One Finally 16 I will be able to explain a progressive employee discipline system HOTSTOVE https wwwyoutubecomwatchv uHMtsuVnYY Employee Discipline Systems ID: 288248
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Slide1
Employee Discipline Systems - HOTSTOVE
Learning goal 16 Slide2
Learning Goals (Last One, Finally!)
16. I will be able to explain a progressive employee discipline system (HOTSTOVE)
https://
www.youtube.com/watch?v
=_
uHMtsuVnYYSlide3
Employee Discipline Systems
Progressive Discipline
Unacceptable work (e.g., absenteeism, lateness, lying, or sexual harassment)
Some types of
misbehaviour
are more severe than others.
The disciplinary action administered to an employee should vary according to:
how significant
how often the
behaviour
occurs.
The “ultimate” penalty of being fired, should only be used in the case of the most severe infractions or for repeated occurrences of minor infractions
.Slide4
The Hotstove Rules
Immediacy
Forewarning
Consistency
ImpartialitySlide5
Immediacy
Characteristic: If you touch a hot stove, it burns you immediately, not some time later. Implication for leadership practice
: Conversations about performance should take place immediately after the event that triggers them, not be left until later.
Forewarning
Characteristic
: As your hand approaches a hot stove, you can feel the heat; so you are forewarned that if you touch it you will get burnt.
Implication for leadership practice
: People must know in advance what performance and
behavioural
standards are required of them. Slide6
Consistency
Characteristic: Whenever you touch a hot stove, it always burns you; it doesn’t burn you at some times and not others. Implication for leadership practice
: For performance conversations and any resulting actions to be effective, these must take place in a consistent fashion, not in an ad hoc way.
Impartiality
Characteristic
: Whoever touches the stove will be burnt. It is the act of touching the stove that leads to the painful effect, not some characteristic of the person; and it doesn’t burn some people and not others.
Implication for leadership practice
: Effective and felt-fair performance conversations focus on the act, not the individual. These are also carried out in an impartial way, not based upon personality or position. Slide7
Watch the video and answer the questions
https://www.youtube.com/watch?v=moH1DctkozwWas Peter disciplined using the HOTSTOVE method?
What steps did they skip?
How would you have handled the situation using HOTSTOVE?Slide8
Last Role Play
One person in the employee and one person is the employer.
You’re on the Hot Stove. One person in your partnership did something wrong at work and needs to be disciplined.
You need to discipline your employee using the rules of the Hot Stove.
Your Role play must show
The employee making the mistake
The employer disciplining the employee.Slide9
Possible problems with “hot stove” rules and Progressive Discipline
The focus is on past behaviour.
There is a risk that employees are disciplined in a punitive way.
They do not build commitment into their jobs.
Employees are not likely to feel better about the job or the company.Slide10
Your Turn
How Do You Think Controlling Fits Into?
Leading
Planning
Organizing