Solve a Problem
PHL/458

Determining Disciplinary Action for Employees in the Workplace
My role as manager requires me to observe all loss prevention issues and perform the necessary disciplinary action associated with them. When observing employee issues and assessing the disciplinary action previously taken in the past, I noticed the course of action for offenders was limited. You simply were reprimanded once and fired if the problem persisted. I initially thought this was unfair to our employees because every problem did not warrant the same disciplinary action. After critical examination of possible solutions to the disciplinary process within our company, I concluded management should implement better training for its employees. This would help in our attempts to maximize production and minimize employee mistakes. After evaluating this argument and eliminating other possible solutions and assumptions, I decided this resolution would be best for our company as well as our employees. By providing extensive training to our employees, we would cut down on employee errors and correct mistakes that have been previously made in the past.
While starting the process of implementing the new training for our employees, I realized the solution of providing training was a good idea for our company and its employees; however, this solution did not completely solve the original problem of the actual disciplinary action that would be used when an employee made a mistake on the job. This realization forced me to refine my previous solution to the company’s disciplinary problems and look for a better solution that would solve the issue of employees being fired after two infractions on the job.
According to Ruggiero (2009), there are three steps in refining ideas or solutions to problems. Because refinement can spell the difference between success and failure, you should approach it very seriously. Yet there is no reason to be frightened by the task. It usually requires no special gift or talent. Rather, it is achievable by anyone who is willing to work hard and patiently. Three steps are involved: working out the details of the solution, finding imperfections and complications, and making improvements. ("Refine Your Solution to the Problem").
My first step in working out the details to my original solution was to simply add a verbal and written warning process. Instead of an employee being fired after two infractions, I proposed the company first give a verbal warning. The next infraction would be followed by a written warning as well as specific training in regards to the infraction being made. If the employee were to make another mistake, it would then be up to management to then terminate the employee.
The second step used in refining the solution to my problem was to find imperfections and complications. I realized my idea of implementing more training, verbal and written warnings must first be presented to the other managers who worked with me as well. I realized my ideas may be met with negative feedback from both co-workers as well as the employees who worked with us as well. I decided because the positive effect my idea would have on the company would outweigh the negative feedback, I would next focus my attention on the presentation of my idea.
The last step was to make improvements to my original idea. I decided to present my solution in an open forum with both staff and management and have an open dialog to welcome suggestions presented by anyone present. I presented my solution and was surprised to not receive the negative feedback because there would be change. Our employees as well as my other co-managers accepted the new solutions; they were made into policies within our employee handbook and implemented in ninety days.
By providing training as well as verbal and written warnings before termination, the employees were given a chance to correct their mistakes. They were also provided with the proper training to avoid the same mistake in the future. This ended up being beneficial to the employees as well as the company. The company gradually reduced the turnover rate of its employees and increased production which increased profit. The employees gained a sense of better job security instead of being fearful of immediate termination after a mistake.

Reference: Ruggiero, Vincent R. (2009). The Art of Thinking. A Guide to Critical and Creative Thought, Ninth Edition (9th ed.).