Giving a problem employee a paid day off to think may seem a questionable tactic, but it's a key feature of this book's revolutionary "discipline without punishment" system. This guide retraces the traditional punitive approach to discipline with an affirmative one that makes employees personally responsible for their actions. It explores ways to build superior performance, and helps managers prepare and conduct better coaching sessions. Containing dialogue and specific guidance, the book shows readers how to: avoid confrontational, anger-provoking situations that can lead to bad relationships and even violence; salvage potentially good employees who've gone astray; implement a step-by-step disciplinary system; and recognize and reinforce good performance and improve productivity.
| |||||||||||||||
Book Description
Product Details
Would you like to update product info or give feedback on images?
|
More About the Authors
Discover books, learn about writers, read author blogs, and more.
Customer Reviews
|
Share your thoughts with other customers:
|
||||||||||||||||||||||
|
Most Helpful Customer Reviews
4 of 4 people found the following review helpful:
5.0 out of 5 stars
Excellent! Superb, easy reading.,
By A Customer
This review is from: Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers (Hardcover)
Grote's writing style is easy and captivating. Puts discussing difficult issues with employees into perspective. Highly recommended for any supervisor or manager that will deal with a difficult employee situation.....and guess what....eventually you will! A must read. Being used in our training program for future supervisors.
2 of 2 people found the following review helpful:
5.0 out of 5 stars
Tried and tested,
By
This review is from: Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers (Hardcover)
The system and principles laid out in Grote's book make sense. Traditional systems of discipline are largely ineffective because of their punitive nature. And because traditional systems are adversarial, they are often shunned by managers who (understandably) want to avoid conflict. The book is easy to read and uses examples of realistic dialogue between supervisor and employee. As a Human Resource Management practitioner, I highly recommend this book.
2 of 3 people found the following review helpful:
4.0 out of 5 stars
A more effective way to address problem behavior in the workplace,
By
This review is from: Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers (Hardcover)
For over sixty years the system for dealing with unsatisfactory work performance has remained the same. When a problem appears, a manager will talk to an employee informally. If the problem continues, the employee receives a verbal reprimand, followed by a written warning. Then, various punishments are applied to the offender including probation, unpaid suspension and eventually, dismissal. This traditional system is based on the idea of progressively worse punishment. Managers see the discipline system as a way to dismiss employees. While he worked at Frito Lay, Dick Grote designed a new discipline system, with the goal of saving employees, rather than dismissing them.
This new system, called Discipline Without Punishment, was put into practice at Frito Lay with phenomenal results, and has since been implemented at hundreds of companies. Discipline Without Punishment starts with the notion that good performance must be rewarded. When good behavior is not recognized, people have less reason to continue it. Mediocre performance may not require disciplinary action, but it shouldn't be rewarded. You should save recognition for those who try hard to do their best.
Share your thoughts with other customers: Create your own review
|
|
Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
Inside This Book
(learn more)
First Sentence:
For over sixty years, American organizations have been using a common procedure to handle lapses from organizational discipline. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
formal disciplinary transaction, disciplinary transactions, recognizing good performance, sixteen contacts, nonpunitive approach, disciplinary layoff, sixteen calls, good business reasons, disciplinary suspension, disciplinary discussion, disciplinary step, discipline system, further disciplinary action, discipline procedure, formal disciplinary action, nonmanagement employees, coaching session, ski magazine Key Phrases - Capitalized Phrases (CAPs): (learn more)
Discipline Without Punishment, Oral Reminder, Implementation Team, Written Reminder, Communications Task Force, Policy Task Force, Peer Review, Expected All, Immediate Dept, Julie Sonnenberg New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
For over sixty years, American organizations have been using a common procedure to handle lapses from organizational discipline. Read the first page Key Phrases - Statistically Improbable Phrases (SIPs): (learn more)
formal disciplinary transaction, disciplinary transactions, recognizing good performance, sixteen contacts, nonpunitive approach, disciplinary layoff, sixteen calls, good business reasons, disciplinary suspension, disciplinary discussion, disciplinary step, discipline system, further disciplinary action, discipline procedure, formal disciplinary action, nonmanagement employees, coaching session, ski magazine Key Phrases - Capitalized Phrases (CAPs): (learn more)
Discipline Without Punishment, Oral Reminder, Implementation Team, Written Reminder, Communications Task Force, Policy Task Force, Peer Review, Expected All, Immediate Dept, Julie Sonnenberg New!
Books on Related Topics | Concordance | Text Stats Browse Sample Pages:
Front Cover | Front Flap | Table of Contents | First Pages | Index | Back Flap | Back Cover | Surprise Me!
Citations (learn more)
This book cites 5
books:
1
book
cites this book:
- Discipline, Policies and Procedures by James R. Redeker in Front Matter (1), Front Matter (2), and page 133
- Coaching for Improved Work Performance, Revised Edition by Ferdinand Fournies on page 67
- Games People Play: The Basic Handbook of Transactional Analysis. by Eric Berne on page 120
- A Passion for Excellence: The Leadership Difference by Nancy Austin in Front Matter
- The Games People Play by Eric Berne M.D. on page 120
- The Benefits Performance Process by Matthew T. Sears in Back Matter
Books on Related Topics
(learn more)
|
What Other Items Do Customers Buy After Viewing This Item?
Tags Customers Associate with This Product(What's this?)Click on a tag to find related items, discussions, and people.
|
Sell a Digital Version of This Book in the Kindle Store
If you are a publisher or author and hold the digital rights to a book, you can sell a digital version of it in our Kindle Store.
Learn more
Customer Discussions
|
This product's forum
Active discussions in related forums
Search Customer Discussions
|
Related forums
|
Listmania!
|
|
