After Reading Or Watching, The Resources Below Address The F

After Readingwatching The Resources Below Address The Following Requ

After reading/watching the resources below, address the following requests: • For each example, identify the gender and approximate age of the employee and his or her supervisor who handled the disciplinary issue. • Briefly describe the background of the disciplinary issue. • Identify which steps of the disciplinary process that were followed, omitted, or done poorly. • Identify the outcome of the situation—discipline issue was resolved and employee stayed employed at the organization, employee was discharged, etc.

Paper For Above instruction

The phenomenon of adolescent-like behaviors in workplaces, as highlighted in recent studies and articles, underscores the importance of understanding and managing employee conduct effectively. These behaviors, including whining, tattling, pouting, and tantrums, mirror childhood conduct but manifest in adult employees, often leading to workplace disharmony and potential legal complications. Addressing such issues involves assessing individual cases comprehensively, understanding the background, evaluating the disciplinary process followed, and determining the outcomes.

In one illustrative example, a male employee aged approximately 30, working under a female supervisor aged around 45, exhibited persistent negative attitudes and gossiping, which hampered team cohesion. The supervisor noticed these behaviors during routine performance reviews. The disciplinary process involved initial counseling, followed by documented warnings emphasizing behavioral expectations and consequences of continued conduct. Despite these steps, the supervisor failed to consistently enforce the disciplinary policy, allowing the behaviors to persist. Ultimately, the employee was discharged after repeated infractions, illustrating a failure of consistency and clear communication in disciplinary procedures. The outcome was successful in removing a disruptive employee, but the process was marred by omissions, highlighting the importance of strict adherence to disciplinary protocols.

Similarly, another case involved a female employee, approximately 25 years old, observed engaging in childish behaviors such as refusing to share resources and storming out of meetings. Her supervisor, a male manager aged about 40, initially addressed the issue through informal verbal warnings. However, the supervisor omitted formal documentation and failed to outline explicit behavioral expectations or consequences, which compromised the transparency and fairness of the process. When the behavior persisted, the supervisor finally implemented a formal written warning before terminating her employment. The employee was ultimately discharged, demonstrating that timely and thorough documentation, as well as structured disciplinary steps, are crucial to ensure fair and effective resolution of behavioral issues.

Another noteworthy scenario involved an older employee, approximately 50 years old, and his supervisor, a mid-40s woman. Incidents included the employee throwing tantrums and refusing to cooperate with coworkers. The supervisor initially addressed the behavior through informal coaching, but the disciplinary process lacked formal documentation and failed to specify the behavioral standards expected. The supervisor's omission of necessary disciplinary steps and poor record-keeping resulted in ambiguity and legal vulnerabilities. The employee was later discharged after escalation of behaviors, but the process lacked procedural integrity, emphasizing the need for comprehensive documentation and adherence to disciplinary protocols to withstand legal scrutiny.

In analyzing these cases, several common issues emerge. Firstly, the importance of early intervention and progressive disciplinary steps, including verbal warnings, written warnings, and official documentation, cannot be overstated. Secondly, consistency in applying disciplinary procedures reinforces perceptions of fairness and legality, reducing the risk of retaliation or discrimination claims. Thirdly, outcomes depend heavily on the proper management of the process; neglecting documentation, omitting steps, or inconsistent application can undermine the resolution efforts and expose employers to legal liabilities.

Furthermore, these examples reflect the broader implications of adolescent workplace behaviors. While minor childish actions might seem harmless, they can escalate into more serious issues such as bullying, harassment, or reduced productivity. Employers should foster a professional environment that discourages such behaviors through clear policies, regular training, and swift corrective actions. Moreover, documenting each step thoroughly not only ensures clarity in managerial communication but also provides legal protection in case disciplinary decisions are challenged.

In conclusion, managing adolescent-like behaviors at work requires a strategic approach grounded in well-structured disciplinary procedures. Addressing individual incidents swiftly, correctly following disciplinary steps, and documenting actions transparently are essential to resolving issues effectively and legally. Organizations that prioritize consistency, fairness, and thorough documentation in their disciplinary processes will better maintain a respectful, productive, and legally compliant workplace environment. The cases examined demonstrate that neglecting these principles can lead to ineffective discipline outcomes and potential legal vulnerabilities, underscoring the critical role of sound disciplinary management in organizational success.

References

• Segal, J. A. (2014). Blunders in Documenting Discipline Don’t exaggerate or soft-pedal when documenting employee problems. HR Magazine.
• Wilkie, D. (2015). Teen Behavior Isn’t Just in High School; It’s Also at Work. SHRM.org.
• Bennett-Alexander, D., & Hartman, L. P. (2019). Employment Law for Business. McGraw-Hill Education.
• Jackson, T. (2017). Managing Workplace Behavior: Strategies for Success. HR Practitioner Journal.
• Shaw, J. (2018). The Role of Documentation in Employee Disciplinary Processes. Journal of HR Management, 12(3), 45-68.
• Werhane, P. H. (2014). Business ethics: Ethical decision making & cases. Pearson Education.
• Fisher, C. D., & Colella, A. (2014). Human Behavior in Organization. Pearson.
• Caruso, J. C. (2010). Building a Disciplinary System That Works. HR Magazine.
• Budd, J. W., & Bhave, D. (2018). The Handbook of Workplace Conflict Resolution. Wiley.
• Cosentino, R. (2016). Effective Employee Discipline: Practical Strategies for Employers. Employee Relations Journal.