Abstract
This paper contrasts competing paradigms of a key issue in the employee-employer relationship: the application of the concept of progressive discipline. In a review of both the arbitral jurisprudence in the unionized sector, and the organizational behavior literature, the author illustrates two very different perspectives regarding the application of discipline in the workplace: one view is embodied in arbitral law and focuses on the corrective effects of discipline, while the other is embodied in behavior modification theory and emphasizes its negative effects. The notion of discipline is then discussed in a broader perspective by highlighting some current trends in human resource management, as well as alternative approaches to dealing with employee misconduct.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
