Chapters Summary Essay Example | Topics and Well Written Essays - 500 words

Chapters Summary - Essay Examplen, design of to the lowest degree pressure, deterrence from the use of severe measures until inevitable, and specific and detailed description of execution of instrument problem to the employee. Managers must have full aw areness of the problem to use the disciplinary process effectively. First the manager diagnoses the problem together with the employee, and after coaching job and feedback, if the desired improvement is not seen, actions become unilateral from bilateral, thus causing the manager to decide what eventually needs to be through to halt the consistent poor execution of instrument of the employee. Progressive discipline involves least use of force to solve performance problem, but in case of failed solution of cooperative problem, consequences are applied. The three phases of progressive discipline process imply identification and cooperation, cooperative consequences in the case of tenaciousness of performance problem, and unilater al consequences. Identification and cooperation includes identification of problem and preparation of plan to solve it. Cooperative consequences include identification and application of consequences. Unilateral consequences include taking severe action in case of assiduity of problem remaining within the labor agreement constraints.Commitment and a different mindset is postulate to manage performance. Good management aims at adding value instead of speeding up the processes to get everything done quickly. Common managerial objections include existence too busy to take more work, not being clear on the managers job, considering the system dreadful, dissatisfaction of the employees with the appraisal process, tendency of employees to benefit from the cooperative surface of the manager and the power being shifted from the managers hand into the employees as a result, considering the process of performance appraisal useless until used for rewarding employees, lack of acknowledgment of the imperfection of any pay for performance system, fear of the manager to lose