Element 5: Appropriate Application of Consequences
The Relationship Between Behavior and Consequences
Employees perceive consequences for their behaviors as either positive recognition or negative discipline. Either way, the consequences of performance should be proportionate to the impact that behaviors have on the company.
The severity of the consequences employees and managers face depends on two main factors:
- The impact of the action: If an employee does really well in following safety rules, they might get praised or rewarded by their bosses. But if someone breaks a safety rule for the first time and it doesn't cause much trouble, they might just get a warning. However, if an employee keeps breaking important safety rules and it could lead to someone getting hurt, they might be punished more severely, even possibly losing their job.
- The responsibility of the employee or manager: A manager's actions have a bigger impact than those of a regular employee because they have more responsibility. Therefore, both positive recognition and disciplinary actions for managers should be more significant. For example, if a manager does really well, recognition and rewards should be more significant. But if a manager ignores a safety rule, employees might think that rule isn't important or just optional. In effect the mandatory rule is transformed into an optional guideline. In this instance, it's appropriate to discipline the manager. However, should employees later break the same safety rule, they should not be disciplined until management clearly states that compliance with the safety rule is mandatory.
Consistent Application of Consequences
To foster trust between management and workforce, it's imperative to maintain fairness in the application of accountability across the organizational hierarchy and functions. Employees must believe that the same rules apply to everyone.
Employees, supervisors, and managers should be held to the same standard. Employees should be evaluated fairly, objectively, and consistently. If employees believe that they are the only ones being held accountable, they'll view the system as biased. This perception can undermine the very foundation of any accountability framework.
Knowledge Check Choose the best answer for the question.
2-12. If supervisors or managers violate company safety rules _____.
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