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Discipline Without Punishment: The Proven Strategy That Turns Problem Employees into Superior Performers Hardcover – May 15, 1995


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Product Details

  • Hardcover: 256 pages
  • Publisher: AMACOM; 1ST edition (May 15, 1995)
  • Language: English
  • ISBN-10: 0814402763
  • ISBN-13: 978-0814402764
  • Product Dimensions: 6.2 x 0.9 x 9.2 inches
  • Shipping Weight: 1 pounds
  • Average Customer Review: 4.5 out of 5 stars  See all reviews (6 customer reviews)
  • Amazon Best Sellers Rank: #1,347,879 in Books (See Top 100 in Books)

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4 of 4 people found the following review helpful By A Customer on August 18, 1999
Format: 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.
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2 of 2 people found the following review helpful By Louis Scaruffi on October 15, 2004
Format: 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.
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3 of 4 people found the following review helpful By Amazon Customer on January 26, 2006
Format: 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.
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