ind out what went wrong, and get them back on track (Blanchard & Johnson, 1983). The reprimand is for those employees who know better and have not accomplished the agreed upon task.
As with the praise, there are three points to be aware of when reprimanding an employee. The first point, of course, is to do it immediately, so that the employee understands that there are negative consequences for negative actions. The second point is to be specific. The manager is not trying to make out the employee to be a bad person. The manager is merely trying to point out a wrong action that needs to be corrected. The third point is, again, to let there be a moment of silence so that the employee feels, and understands, the importance of correcting their mistake (Blanchard & Johnson, 1983).
These three principles of management are fairly simple to carry out in theory, and I think that they would help to build an efficient and productive team. Blanchard and Johnson (1983) refer to delegating projects, letting the employees take responsibility and become a team in accomplishing company tasks. However, I think the difficulty lies in the every day running of business. This is the type of theory that needs to be in effect from the top management on down the line, or there may be misunderstandings