ate disciplinary action. The sooner the discipline is imposed, the closer it is connected to the violation. This enables the employee to associate the discipline with the offence rather than with the dispenser of the discipline. This is important, because you do not want your employees to associate your actions with you. You want them to know that what they did broke the organization's rules. As the manager, it is your duty to penalize. You are there to help them and guide them to perform to the best of their abilities to the betterment of the association. Your discipline has nothing to do with the manager/employee relationship; it merely establishes standards to work by. As the dispenser of the discipline, you should react as soon as possible to the violation. When touching a hot stove, one gets burned; likewise, when committing an offence, if the response is immediate, the chances of it happening again are slim. Keeping the discipline immediate, and fair results in a positive work environment. Now that you have immediately acted upon the violation, it is vital that you keep this method consistent. Appropriate disciplinary action should be taken each time the violation occurs. Managers should be consistent with their discipline and take the same action each time an infringement occurs. If the manager is not consistent, the organization will lose ethics and standards, the quality of work will decline, and the employees will lose respect and honor for you, the manager. The productivity of your team will disintegrate, especially if you do not implement the same disciplinary style consistently. Consistency lets the employee know that there is no room for slacking, so to speak, and standards will be adhered to. Keeping your stance with the employees is critical in business. Management is insignificant without the employees. A manager should always try to maintain the quality of the work. It is the manager's duty to analyze each situation a...
