Summary of Discipline Without Punishment

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Rating

8 Overall

9 Applicability

7 Innovation

8 Style


Recommendation

For CEOs, human-resource staff members and anyone who influences the development of an organization’s disciplinary system, this book is a must-read. Managers, supervisors and small-business owners also will benefit from Dick Grote’s guidance on implementing a nonpunitive approach to improved performance. getAbstract appreciates the thoughtfulness and detail of his suggested disciplinary system, as well as his advice on incorporating this system into your daily management practices.

In this summary, you will learn

  • Why a positive approach to improving employee performance works better than a punitive disciplinary system;
  • How the “Discipline without Punishment” system works; and
  • How to deal with common problems in disciplinary discussions.
 

About the Author

Dick Grote, HR expert and consultant, taught management at the University of Dallas Graduate School for 20 years. He also wrote Forced Ranking, The Performance Appraisal Question and Answer Book and The Complete Guide to Performance Appraisal, as well as numerous articles.

 

Summary

Taking a Positive Approach

The traditional progressive system of disciplining employees is punitive and antiquated. It frequently makes matters worse by creating and enforcing policies and penalties based on the actions of a small number of problem employees. Imposing disciplinary policies on everyone, instead of just the troublemakers, impels managers to focus on a few bad apples instead of the majority of good employees. This degrading tactic capitalizes on fear to keep employees in line. It will produce the desired short-term results, but the long-term results – excessive terminations, resentment, bad morale – are counterproductive.


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