Page 387 - Intro Predictive Maintenance

378 An Introduction to Predictive Maintenance

negative reinforcement can be used to increase the frequency of favorable
behavior.
Extinction involves the absence of positive consequences or removing previ-
ously provided positive consequences because of undesirable behavior. For
example, employees may lose a privilege or benefit, such as flextime or paid
holidays, that already exists.
Punishment involves providing a negative consequence because of undesir-
able behavior. Both extinction and punishment can be used to decrease the
frequency of undesirable behavior.

Discipline
Discipline should be viewed as a condition within an organization where employees
know what is expected of them in terms of rules, standards, policies, and behavior.
They should also know the consequences if they fail to comply with these criteria.
The basic purpose of discipline should be to teach about expected behaviors in a
constructive manner.

A formal discipline procedure begins with an oral warning and progresses through a
written warning, suspension, and ultimately discharge. Formal discipline procedures also
outline the penalty for each successive offense and define time limits for maintaining
records of each offense and penalty. For instance, tardiness records might be maintained
for only a six-month period. Tardiness before the six months preceding the offense would
not be considered in the disciplinary action. Preventing discipline from progressing
beyond the oral warning stage is obviously advantageous to both the employee and man-
agement. Discipline should be aimed at correction rather than punishment.

One of the most important ways of maintaining good discipline is communication.
Employees cannot operate in an orderly and effective manner unless they know the
rules. The supervisor has the responsibility of informing employees of these rules, reg-
ulations, and standards. The supervisor must also ensure that employees understand
the purpose of these criteria. If an employee becomes lax, it is the supervisor’s respon-
sibility to remind him or her and if necessary enforce these criteria. Employees also
have a responsibility to become familiar with and adhere to all published requirements
of the company.

Whenever possible, counseling should precede the use of disciplinary reprimands or
stricter penalties. Through counseling, the supervisor can uncover problems affecting
human relations and productivity. Counseling also develops an environment of open-
ness, understanding, and trust. This encourages employees to maintain self-discipline.

To maintain effective discipline, supervisors must always follow the rules that employ-
ees are expected to follow. There is no reason for supervisors to bend the rules for
themselves or for a favored employee. Employees must realize that the rules are for
everyone. It is the supervisor’s responsibility to be fair toward all employees.