Please answer the two questions below in detail regarding the Tool Kit scenario
ID: 345978 • Letter: P
Question
Please answer the two questions below in detail regarding the Tool Kit scenario on "how a manager can provide effective contingent punishment. A manager should take these steps provided in Tool Kit 9.2.
Tool Kit 9.2 How to Provide Contingent Punishment
Meet privately. Never punish in public.
Describe the undesirable behavior (poor customer contact, not meeting sales goals, bypassing safety policies).
Explain the problems the undesirable behavior is causing (low employee satisfaction, customer complaints, lost sales).
Allow questions and opportunities for clarification.
Explain consequences if the undesirable behavior does not change (probation, formal discipline procedures, termination).
Provide examples and time for questions regarding desired behaviors.
Monitor behavior and reward desirable behavior.
Follow through with the appropriate response to behavior (aversive consequences if the behavior has not changed, or positive outcomes if the behavior has changed).
1. Application (15 Points) Tell how you see yourself applying the Tool Kit. You must be specific and give details as to how you would apply it and what the results could be. Give specific examples of how you have seen this issues play out in your work life. (or personal life where appropriate.)
2. Reflection (5 Points) Thinking about this Tool Kit, write a well-thought out reflective statement about how this assignment could influence your personal, academic, and professional leadership and managerial development. In other words, “how will you apply it going forward/”
Explanation / Answer
1. I would start with 2 examples of 2 different organizations, to make the scenarios more clear.
Example1.a This is about an organization in India that is private held, it's an recruitment firm, that hire for it's clients, so this is the case, what actually happened, Through college placements they hired a Recruiter, proper training was given to her, proper induction was done, but she anyways was not performing, also, apart from performance, the issue that the management considered( in this case) was her discipline, that organization had clear policy of not using of personal phones at the workplace, of urgnet the employees can go out attend the call or use the phone, even if not urgent ever if the employee feels like taking a break out, he/she could walk out for a couple of minutes with theirs phones to refresh.
So, this girl was not performing and was continuously using her personal phone, after giving multiple warnings, she was not at all stopping to do.
In her last warning she was clearly told that she is given 1 month to change this behaviour, as it was depleting the discipline of the organization she would be fired if continued to do and she did not take that seriously, the result is that she is not employeed anywhere as of now.
Example1.b This is about a government organization in India, this a very big oil refining company in the oil and crude industry and stands in one of the best brands in world, so here is the case, in the refining plant, what employees generally do their is if there is no supervisor for the day, as the plants are automatically held, they just need to switch on and off the switchs of the machines, so employees used to sleep in night shifts. So 1 fine day ( night to be more specific) a employee came at his time and he did not checked the plant level and slept off, he was sleeping the whole night, and the crude oil of around 80lakhs overflew from the container, this was a very big loss of the Company, the employee went through several management meet ups and inquiries and was given a warning for the future that if any such thing repeated he would be terminated. ( He worked with the organization for whole of his professional career and retired from their only)
Coming to the question, I would plan a proper written procedure of following the ttol kit and would rotate it on mail to employees, I would not entertain any Misbehave in the organization and definitely not such a huge loss( example1.a) I would terminate the employee in any such such immediately else, I would monitor give training according and chance to improve too. If the behaviour does not change I'll not straight away terminate the employee rather would 1st demote him/ her even after this it's not change, I'll then terminate the employee.
2. Clearly this tool kit, of applied by individuals can help them grow in their respective field as it would not only give them a regular check but also a proper way as to the solution, I personally would apply it after at least working on any particular thing for a good 4-6 months of time and would create checkpoints and standards of performance of my own, if any Gap tmis their I'll monitor myself and will go about the change in rescheduling the daily activities and hence so the productivity and performance will incease.