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Positive discipline focuses on the negative behaviours of employees to encourage improvement.
Positive discipline focuses on the negative behaviours of employees to encourage improvement.
False
Minor misconduct refers to serious violations of an organization's rules.
Minor misconduct refers to serious violations of an organization's rules.
False
Retrenchment is one type of employee termination.
Retrenchment is one type of employee termination.
True
Major misconduct can be defined as a big mistake, such as forgery.
Major misconduct can be defined as a big mistake, such as forgery.
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Progressive discipline involves issuing penalties that increase in severity for repeated offences.
Progressive discipline involves issuing penalties that increase in severity for repeated offences.
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Industrial discipline consists solely of punishments for rule violations.
Industrial discipline consists solely of punishments for rule violations.
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Employee grievances can be addressed through a formal grievance procedure.
Employee grievances can be addressed through a formal grievance procedure.
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Absenteeism due to minor illnesses is never penalized in a workplace setting.
Absenteeism due to minor illnesses is never penalized in a workplace setting.
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Promotions in an organization are solely based on seniority, disregarding qualifications and performance.
Promotions in an organization are solely based on seniority, disregarding qualifications and performance.
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Seniority is calculated from the date of an employee's appointment in the organization.
Seniority is calculated from the date of an employee's appointment in the organization.
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Grievance procedures are informal processes for resolving employees’ complaints.
Grievance procedures are informal processes for resolving employees’ complaints.
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Unresolved grievances can arise from unfair pay and benefits.
Unresolved grievances can arise from unfair pay and benefits.
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Managers do not require training to handle grievances effectively.
Managers do not require training to handle grievances effectively.
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Employers can transfer employees without a legitimate business reason.
Employers can transfer employees without a legitimate business reason.
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Dangerous working conditions can lead to employee grievances.
Dangerous working conditions can lead to employee grievances.
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Merits such as honesty and interpersonal relationships are considered for promotions.
Merits such as honesty and interpersonal relationships are considered for promotions.
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Transfers can negatively affect an employee's terms and conditions of employment.
Transfers can negatively affect an employee's terms and conditions of employment.
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Psychological costs associated with employee transfers can impact both the employee and their family.
Psychological costs associated with employee transfers can impact both the employee and their family.
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Personal and sexual harassment are not recognized as causes of grievances.
Personal and sexual harassment are not recognized as causes of grievances.
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Formal promotion opportunities do not need to be perceived as fair to motivate employees.
Formal promotion opportunities do not need to be perceived as fair to motivate employees.
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The primary criteria for employee promotion can include both seniority and merit.
The primary criteria for employee promotion can include both seniority and merit.
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Employers are responsible for covering the financial costs related to employee transfers.
Employers are responsible for covering the financial costs related to employee transfers.
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Informal promotions involve a transparent decision-making process.
Informal promotions involve a transparent decision-making process.
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Employees can request transfers for personal reasons, including to overcome boredom.
Employees can request transfers for personal reasons, including to overcome boredom.
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Progressive discipline involves using less severe steps when an employee fails to correct a problem.
Progressive discipline involves using less severe steps when an employee fails to correct a problem.
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Negative discipline focuses on enforcing rules through coercive measures.
Negative discipline focuses on enforcing rules through coercive measures.
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In a fair disciplinary system, employees are often unaware of the rules and can be punished unexpectedly.
In a fair disciplinary system, employees are often unaware of the rules and can be punished unexpectedly.
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Counseling is the first step in a typical progressive discipline process.
Counseling is the first step in a typical progressive discipline process.
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Penalties for misconduct in a disciplinary system only include verbal warnings.
Penalties for misconduct in a disciplinary system only include verbal warnings.
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A transfer is defined as a lateral move within the same organization, either to another job or department.
A transfer is defined as a lateral move within the same organization, either to another job or department.
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The main objective of using punitive discipline is to encourage employees to self-correct their behavior.
The main objective of using punitive discipline is to encourage employees to self-correct their behavior.
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Termination is the least severe action in the progressive discipline process.
Termination is the least severe action in the progressive discipline process.
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All employees in the private sector have the right to challenge the termination of their employment contracts.
All employees in the private sector have the right to challenge the termination of their employment contracts.
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Employees can challenge their termination without any formal proceedings.
Employees can challenge their termination without any formal proceedings.
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Reinstatement of an employee is guaranteed after a dispute is raised.
Reinstatement of an employee is guaranteed after a dispute is raised.
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The Industrial Court decides whether an employee was dismissed with just cause.
The Industrial Court decides whether an employee was dismissed with just cause.
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Compensation for dismissal typically includes back wages for the time between dismissal and the Court decision.
Compensation for dismissal typically includes back wages for the time between dismissal and the Court decision.
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The compensation formula for dismissal is one month’s wages for every two years of the employee's service.
The compensation formula for dismissal is one month’s wages for every two years of the employee's service.
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The Director General of Industrial Relations can directly reinstate an employee after a dispute.
The Director General of Industrial Relations can directly reinstate an employee after a dispute.
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Employees may agree to withdraw their claim during the conciliation process.
Employees may agree to withdraw their claim during the conciliation process.
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An employee can resign without any reason.
An employee can resign without any reason.
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Fixed-term contracts are not valid without a genuine business reason.
Fixed-term contracts are not valid without a genuine business reason.
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An employee cannot file a claim if their fixed-term contract is not renewed.
An employee cannot file a claim if their fixed-term contract is not renewed.
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The minimum retirement age according to the act is 55 years.
The minimum retirement age according to the act is 55 years.
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Redundancy can occur due to mergers and acquisitions.
Redundancy can occur due to mergers and acquisitions.
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Employers are required to retrench employees even when alternatives exist.
Employers are required to retrench employees even when alternatives exist.
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Employees are allowed to stay home to look after dependents when resigning.
Employees are allowed to stay home to look after dependents when resigning.
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Reducing costs is an option employers can take to avoid retrenching employees.
Reducing costs is an option employers can take to avoid retrenching employees.
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Study Notes
MGT340 Topic 7: Disciplinary Systems and Termination of Service
- Learning Outcomes: Students should understand types of discipline (positive, progressive, and negative), evaluate penalties in disciplinary systems, identify common employee problems and develop strategies to address them, and describe different types of employee termination (resignation, fixed-term contract expiry, retirement, redundancy, and retrenchment).
7.1 Types of Discipline
- Discipline: A person's state of self-control and orderly conduct.
- Industrial Discipline: Rules in an industrial establishment for maintaining control and order.
- Positive Discipline: Focuses on positive aspects of employee actions, rewarding wanted behaviors and outcomes.
- Progressive Discipline: Uses increasingly severe steps when an employee fails to correct undesirable behavior after reasonable opportunities.
- Negative Discipline: Also known as enforced discipline, employees are forced to obey rules and regulations, with penalties for violation.
7.2 Penalties in a Disciplinary System
- Fair and Just System: Employees should know the rules and what they can and cannot do.
- Consequences for Misconduct: Punishments serve to change unacceptable behavior and warn others.
- Possible Penalties: Oral warnings, written warnings, suspension without pay, demotion or downgrading, and dismissal.
7.3 Dealing with Employee Problems
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Transfer: A lateral move of an employee to another job, department, or site,
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Reasons for employee transfer: employers transfer employees to fill vacancies, solve people problems, or provide employee training. Employees may request transfers due to personal reasons, the desire to learn new things, or boredom.
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Promotion: Re-assignment of an employee to a higher-level position within the organization, motivate employees.
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Formal Promotion: Similar to internal recruitment process
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Informal Promotion: The decision-making process relating to promotion is kept secret.
- Promotion criteria may include seniority and merit.
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Grievance Handling Procedures: Formal process for hearing and resolving employee complaints.
- Effects of unresolved grievances: Employee resignation, depression, poor quality of work, high absenteeism
- Causes of grievances: Unfair pay, benefits, personal/sexual harassment, dangerous/uncomfortable working conditions, unjust disciplinary action.
- Process steps: Workers raise grievance with immediate supervisor, move to Head of Department, and if necessary, to CEO (Only in unionized environments, move to Industrial Relations for conciliation).
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Absenteeism: Absence from work when expected to attend (late for work, taking extended breaks or being away from workstation without permission).
7.4 Types of Termination
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Resignation: Voluntary termination of employment
- Employees should follow the notice requirements defined in the employment contract.
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Expiry of Fixed-Term Contracts: Fixed-term contracts end at a predefined time.
- Employees may challenge non-renewal if the reason is not considered legitimate.
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Retirement: Usually voluntary termination of employment often related to age requirements.
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Redundancy and Retrenchment: Termination of employment by an employer who has excess employees due to external/internal restructuring events.
- Avoiding Retrenchment: Employers' steps to avoid lay-off include internal re-deploying, and voluntary separation schemes.
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Description
This quiz covers key concepts related to employee discipline, including positive discipline, misconduct, and grievance procedures in the workplace. Understand the different types of employee terminations and the significance of progressive discipline for managing workplace behavior. Test your knowledge on how organizations handle employee grievances and the impact of policies on workplace culture.
