Author Question: How would a manager use the progressive disciplinary action approach? How would the use of this ... (Read 118 times)

ssal · **on:** Jul 6, 2018

How would a manager use the progressive disciplinary action approach? How would the use of this approach prevent employees from being surprised if they are terminated?

What will be an ideal response?

Question 2

Compensation designed to assist laid-off employees as they search for new employment is known as ________.

A) COBRA
B) premium pay
C) severance pay
D) workers' compensation

shewald78 · **Reply #1 on:** Jul 6, 2018

Answer to Question 1

Answer: Progressive disciplinary action is intended to ensure that the minimum penalty appropriate to the offense is imposed. The goal of progressive disciplinary action is to formally communicate problem issues to employees in a direct and timely manner so that they can improve their performance. Its use involves answering a series of questions about the severity of the offense. The manager must ask these questions, in sequence, to determine the proper disciplinary action. Termination is the most severe penalty that an organization can impose on an employee; therefore, it should be the most carefully considered form of disciplinary action. When the decision is made to fire a worker, the employee should not really be surprised at the decision since he or she should have been given explicit warnings and counseling prior to being fired. The worker should have been advised of specific steps he or she needed to take to keep the job. Support should have been provided to show what needed to be done. The worker also should have been given a reasonable period of time to comply with the supervisor's expectations.

Answer to Question 2

Answer: C