Discipline

Is Not A Dirty Word! Or Is It?

A wee yarn…
 We are storytelling organisms. For thousands or
years, this is how we transmit, share, and create
knowledge and rapport.…Encourage the telling of
stories and subjectivity. Use your own personal
experience, or stories from pop culture, e.g. movies,
TV, novels, non-fiction.
Identify Employee’s Behaviour
 Usually employees do not co-operate
because they want something
 The first step of Cooperative Discipline is to
find out exactly what the employee wants
 Usually their actions have one of the three
intention:
1. Power
2. Revenge
3. Avoidance of Failure
Power:

These employees
aren’t likely to
comply with
company rules or
management
requests. They will
challenge and argue
with managers until
they think they’ve
had the "last word."
Revenge:

 Some students want to lash out at their

managers or management to get even
for real or imagined hurts.
 may sometimes threaten physical harm
or get indirect physical revenge by
breaking, damaging, or stealing. They
also may try to manipulate you into
feeling hurt or guilty.
Avoidance of Failure:

 Some employees feel inadequate because

they believe they can’t live up to expectations.
 To compensate, they behave in ways that
make them appear inadequate, by
procrastinating, not completing their work, or
pretending to have a disability.
Deal With the Misbehavior
Immediately
 Does every misbehavior or non cooperation
really have one of these three goals? Of
course not; yet these three goals can help you
classify the misbehaviors more than 90
percent of the time.

 After you have categorized the misbehavior,

you’ll want to choose specific interventions for
dealing with that type of behavior. Give these
strategies a try:
Power:

 Avoid direct confrontation by agreeing with the

employee or changing the subject.
 Acknowledge the employee’s power and state your
actions: "You’re right, I can’t make you finish the tasks,
but I’ll be collecting the reports at the end of the class."
 Change the mode, do something unexpected, or
initiate another task discussion on a topic of interest.
 Use time-out by giving a choice: "You may sit quietly,
keep your hands and feet to yourself, and complete
the assignment, or you may go to time-out in Mr.
Weber’s room. You decide."
Revenge:

 Revoke a privilege, such as

not allowing the employee to
use play equipment.
 Build a caring relationship by
using affirmation statements
that give the message:
"You’re okay, but your choice
of behavior is not."
 Involve hr personnel or
management if necessary.
Avoidance of Failure:

 Acknowledge the difficulty of the assigned task, but remind the

employee of past successes he had doing similar tasks.
 Modify instruction, and materials.
 Teach the employee to say "I can" instead of "I can’t" by recognizing
achievements.
 Provide tutors or ask the employee to assist/help someone else,
perhaps a new joiner or a junior, to help build self-confidence.
Provide some encouragement
 Remember the Pygmalion
Theory? Review this!
 Encouragement techniques
are neither time-consuming
nor difficult to learn. Commit
to using them daily and your
employees will feel like
valuable members of the
organization. Strategies for
encouraging employees fall
into three categories:
Capable: Employee need to feel capable of completing their work in a
satisfactory manner. How?
 Create an environment where it’s okay to make mistakes.
 Build confidence by focusing on improvement and on past successes.
 Make your learning objectives reachable for all employees.
 Use those Anecdotal Notes positively while being UBER conscious of the
Pygmalion Theory!

Connect: Employees need to believe they can develop positive

relationships with Managers and Management. How?
 Be accepting of all employees, regardless of past misbehavior.
 Give attention by listening and showing interest in their activities outside the
organization.
 Show appreciation by praise or written notes.
 Use affirmation statements that are specific and enthusiastic about a
student’s good behavior or abilities.
 Build affectionate relationships with simple acts of kindness.
"We can't teach the
employees on to their
behavior we used to
have. Or those we wish
we had. We must teach
the employees we do
have."
- Linda Albert
Thank you!