Post on 17-Dec-2015
transcript
Positive Discipline
TECHNICAL COLLEGE SYSTEM OF GEORGIASTATEWIDE IMPLEMENTATION TEAM
Agenda
What is Positive DisciplineWhy Change?Traditional Progressive DisciplineAdvantages for employeesComparison of SystemsFuture Training and Development
It began with a potato chip!
Positive Discipline
Grote, Dick. (2006). Discipline without punishment: The proven strategy that turns problem employees into superior performers (2nd ed.). New York: American Management Association.
What is Positive Discipline?
Provides for recognition of good performance exhibited by the majority of our employees.
A system that provides a way of solving employee performance and conduct problems by focusing on an adult to adult relationship.
Requires employees to take responsibility for their own behavior.
What is Positive Discipline?
Innovative Process for addressing performance in the work place.
Is not punitive in natureEncourages communication
Why change?
Traditional “Progressive Discipline” system
Reflects 1930”s labor vs. management assumptions
Goal is COMPLIANCE, not COMMITMENTDid not reinforce a positive changeOften results in disharmony and the
lack of trust in the workplace
What's wrong with the old system?
All 33 colleges and the central office potentially address discipline issues differently
Minimal level of communication focused on what is being done right
Conflicts with organizational valuesManagers solve employee problems
instead of employees taking responsibility for problems
What’s the advantage for employees?
1.More frequent recognition of job well done.
2.Confidence that managers/supervisors will confront workers who do not share the same work ethics and commitment.
3.Employees will be treated equitably and fairly in the discipline process.
What’s the advantage for employees?
4.Supportive of a high performance environment.
5.Provides reference guide (matrix) for movement though the process for both managers and employees – no surprises.
6.Managers given discretion to manage and provide feedback to staff.
Comparison of Systems
Informal Discipline Transactions
Positive contacts
Performance Improvement Discussions (PID)
Formal Discipline Transactions
Reminder 1
Reminder 2
Decision Making Leave (DML)
Termination
What is a Decision Making Leave?
A Decision Making Leave (DML) is a one-day disciplinary suspension with pay.
It is the final step of the Positive Discipline procedure.
What is a Decision Making Leave?
On the “Decision Day” the employee must decide:
Either:1. SOLVE the immediate problem and
COMMIT to maintaining a fully acceptable performance in every area of the job or
2. RESIGN, and find more satisfying work elsewhere.
Why Suspend?
Allows a “cooling-off” period.Communicates the seriousness of the
issue.Demonstrates management resolveProvides time to thinkPreviews unemploymentSends a message to othersAccepted by third parties as “sufficient
notice”
Why pay while on suspension?
Changes supervisory role from adversary to coach
Demonstrates organization’s good faith
Eliminates money as an issuePreserves relationshipsReduces anger, hostility and the
potential risk of workplace violence
DML Concerns and Myths
Paid time off while suspended rewards misbehavior
Employees won’t take it seriously – employees will take advantage of DML to get a “free day off”
It’s too gentle/soft/tolerant/permissive
It won’t be upheld by third parties
Good employees will resent it
Supervisors won’t be satisfied unless they get their “pound of flesh”
DML Concerns and Myths
What is the bottom line?
The Technical College System of Georgia is not implementing Positive Discipline because there are numerous disciplinary issues prevalent in our technical colleges and central office operations.
TCSG feels this approach fits the vision of how an organization that values respect, self-esteem and individual responsibility deals with the inevitable issues of organizational life.
What happens if we don’t change?
Inconsistency in treating performance issues continues throughout Technical College System of Georgia (Several colleges – one agency)
Decisions and appeal processes unknown to employees until day of action
Employees may or may not be asked to help in resolving situations
Implementation Timeline
Implementation targeted for: January 2008
Additional communication will be providedTraining will be provided to managers in
November and DecemberAwareness sessions planned for employeesManagers will be tasked with
communicating the new program to their employees
Implementation Success
Learn about the processAsk questionsBe optimisticCommunicate the program to
your staff
Quote
The only person who likes and welcomes change is a wet
baby. The rest of us have to adapt and accept the only
thing that is constant in life -- change.
MORE DETAILS COMING SOON…
Stay Tuned...