TUGAS MANAJEMEN SUMBER DAYA MANUSIA

PROGRESSIVE DISCIPLINE

Disusun oleh :

WIDIANTO AFRIZAL

LITA KUSNAWATI

ELANG SEJATI

ISMAIL HAKIM

NASHWA NUR JAUZA

SAMUEL FERNANDES SITOMPUL

PROGRAM STUDI MANAJEMEN DIVISI KAMAR

SEKOLAH TINGGI PARIWISATA BANDUNG

2019
 PROGRESIVE DISCIPLINE

Discipline is often through of as management response to an employee’s improper

The term disciplined, as used in the military (e.g., disciplined squad or platoon is one I
which soldiers follow orders and perform in a way that enhances the ability of the unit to achieve
its objectives), as also appropriate to the hospitality industry .

Positive discipline is used to encourage desired behavior. Negative discipline is used to

Managers use direct instruction, written directions, employee manuals, role modeling,
and often company traditions to relay their expectation about employee behavior. Intentional and
repretitif non compliance with standard should result in prestablished consqunces that are
identified in a progressif discipline programme.

A consistently apllied progessive discipline programme lets employees know, in advance

Proposed disciplinary procedures must be developed, reviewed and revised and input
from legal counsel is required as a final step before they are adopted. Then, policies, procedures,
and necessary documents must be developed and used in communicating with employees.
Follow up tasks include evaluation, revision (if necessary) and the possibility of addressing
unanticipated issues. Finally, information from the progressive discipline process must be
managed as it is entered and maintained in workers personnel records.
 A commonly used four step progressive
discipline program includes (1) documented oral
warning,(2) Written warning, (3) Suspension and
(4) dismissal. Coaching to correct behavior may
come before the documented oral warning
escpecially if a one time occurrence does not
create significant difficulties (e.g., an initial
violation of a policy regarding use of solid-toed
shoes in the kitchen).

Documented Oral Warning

The first (mildest) step in this form of employee discipline is the documented oral warning.

The written record of an oral warning should include the employee action that caused the
warning, the that of the incident and of the oral warning, and the name of the supervisor issuing
the reprimand.

Some managers believe that an initial discipline activity should not become part of the
employee’s permanent personal file but, instead, should be maintained in a separate manager’s
file. The property’s progressive discipline programme should explain how oral warnings must be
documented so all employee receive identical treatment.

To illustrate this initial progressive discipline steps, assume that Sam, a new cook in a
hospital, has been late twice in the past week and has been coached about the problem by Ajay,
his supervisor. Ajay meets privately with Sam to explain why punctuality is important
Ajay and Sam should mutually develop and agree on an appropriate solution, and Ajay should
tell Sam about the consequences of further late arrivals. Hopefully this will resolve the
problem.If not, the next step in the progressive disciplinary process will be necessary.

Written Warning

A written warning is a document that becomes 17, Part of an employee's permanent file.
The content of a written warning is similar to that of the oral written warning. It should include
the employee's name, date of the incident the name of the supervisor issuing the written warning,
and the plan to prevent further occurrences. It also typically permits the employee to provide his
or her own version of the incident. Signatures of the supervisor and the affected employee are
required.
The written warning step must be done correctly to protect the organization if the
employee later challenges the legality of the progressive disciplinary process. The employee
behavior leading to this step should relate to that exhibited in the first step. Managers should
remember that the courts generally view the term progressive discipline as discipline "related to
the same issue!'
Returning to the example of Ajay and Sam, assume that Sam neglected to properly label
and date a pan of food before placing it in the cooler and that this action resulted in loss of the
product. It would not be appropriate to issue a written warning to Sam for this behavior, because
it does not relate to his late arrivals. Because this is a first offense, a documented oral warning
would be appropriate.

Suspension
Suspension is the third step in the progressive discipline process, and it should be undertaken if
the previous steps have not resolved the performance problem. A suspension may be for any period
deemed appropriate by management. Suspensions, however, should be applied consistently : If one
employee is suspended for a specific period for a particular behavior, then all other employees suspended
for the same behavior should be suspended for the same length of time.
 An employee’s suspension, with or without pay, is a serious step. It should signal that the
employee’s behavior is clearly not acceptable and that he or she is in danger of losing the job. If the
employee’s behavior is not corrected after this step, dismissal is likely.

Dismissal

Dismissal is the final step in the progressive discipline process and should be implemented only
for continued serious infractions. Unfortunately, in some cases this step may be management’s only
alternative. In the context of a progressive disciplinary program, dismissal represents not only a final step
in the process but also a failure on the part of both the employee and the employer.

From an employee’s perspective, dismissal means that even after repeated warnings, the
organization’s behavioral expectations were not met. From the employer’s perspective, dismissal means
that the manager was unable to persuade the employee to modify his or her behavior sufficiently to
maintain the job.

Case Study Questions

1. Do you think Allisha should support Michelle’s recommendation that Lani be suspended? Why or
Why not? Because Allisha as F&B Director of Foxwoods Country Club.
2. Do you believe Michelle is following a progressive disciplinary process? Why or Why not?Yes,
She follows the rules step by steps.
3. What do you think is happening in this situation? How would you address it if you were
Allisha?recommendation following the rules at the Hotel, Standard Operational Procedure about
Progressive Discipline because Progressive Discipline on Human Resource is important