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Employee discipline, separation, and conflict

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Write a 3-4 (1200 words) page paper on legal risk incorporating the issues of discipline, separation, and conflict. Separation can include voluntary and involuntary separation, cost of separation, reasons for dismissal, and wrongful discharge. Conflict can include dispute resolution & the negotiation process. Incorporate two to three articles of interest and write a synopsis of the articles.
In your 3-4 page paper address:
~ Topic summary (discipline, separation & conflict)
~ The relevance of the articles to HR risk management
~ Identify challenges and opportunities for HR professionals
~ Burning questions or considerations that you have regarding this issue
~ Your reactions to what was presented in the articles

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In accordance with BrainMass standards, his is not a hand in ready paper but only background help.
Step 1
Employee discipline refers to the employee learning that promotes self-control, dedication, and orderly conduct in relation to employees. Discipline in a limited sense from HR perspective means punishment of employees. In the context of employment discipline means administering an unpleasant stimulus such as an oral warning, a written warning, suspension, or dismissing the employee. For example, if a supervisor complaints about absenteeism of an employee to the HR, the HR manager calls in the employee and gives her an oral reprimand.
Separation is called negative recruitment which may be in the form of resignation, discharge, dismissal, suspension, or lay-off. It is the end of the employment relationship. The employee no longer works for the company. Every organization must have comprehensive separation policies and procedures to treat departing employees equitably and ensure smooth transition for them. Exit interviews conducted at the time of leaving the organization provide a great deal of information about the organization. For example, it is an exit interview that reveals that a certain supervisor is vituperative. Some companies feel that separation is the process of informing the employee of the termination, completing paperwork for continuation of benefits and retrieving company property from the employee. However, separation is any event that separates the employer and the employee.
Employee conflict is defined as the disagreement between the employer and the employee. In a broad sense employee conflict can refer to any clash in the workplace. It can be between the employee and the employer, or between the employee and other employee(s). It is important to deal with employee conflict in a timely manner to maintain a healthy work environment. It is important to resolve employee conflicts because if these are not dealt with appropriately can lead to larger issues which may become unmanageable.

Step 2
Articles of Interest:
The first article of interest is:
A Respectful Way to Discipline Employees: Retrieved on ...

Solution Summary

This solution explains issues of discipline, separation, and conflict. The sources used are also included in the solution.

See Also This Related BrainMass Solution

HR Management: Developing an Ethics Policy

You are the newly hired Human Resources Manager for Thompson-Pritchett, Inc., a customer service and sales organization that has been in operation for two years. You were hired to develop a fully functioning Human Resources department which will provide enhanced HR services for the 150 employees and the leadership team. Over the past two years, the human resources functions have been spread among several individuals within the organization, including an administrative position which processed paperwork and the management team which typically handled their own human resources issues.

The CEO recognized the need to bring in an HR professional who will provide more strategic support for the organization to help them with their aggressive expansion goals. You are aware that there may be initial resistance from the management team; therefore, you plan to schedule one-on-one meetings with each manager, where you will get to know their leadership styles, department functions, as well as their needs and challenges. You also plan to hold communication sessions with employees to introduce yourself and discuss your role in helping them with HR needs they may have. You realize that trust is earned, and it may take some time for the management team and employees to feel comfortable with you. You are prepared for this!

Before you can begin addressing organizational issues, it will be important to engage in an organizational analysis to find out where things currently stand. This process consists of familiarizing yourself with the company background and assessing existing challenges and issues. Part of this process may include what is referred to as SWOT analysis-identifying the strengths, weakness, opportunities, and current threats with regard to human resources areas. This type of analysis provides the foundation from which to begin to formulate recommendations.

The critical areas in which you intend to focus initially include staffing, policy review, training, performance management, pay practices, benefits, career development/recognition, and retention. You are aware that with the HR functions spread among several individuals within the organization, procedures and policies are inconsistent within the organization. Through the centralization of these functions under the "HR umbrella," consistency should be restored.

You are very much aware that any initiatives you recommend must be tied to the corporate goals and designed to support the CEO's vision for the company. If you are to successfully align yourself as a true business partner, you will need to be prepared to provide financial data and other concrete figures to support your recommendations. For example, in your brief time with the company you quickly recognized an issue with employee turnover. You know that in presenting recommendations for addressing turnover, you will need to show the financial benefit to the company and how a reduction in turnover can lead to an increase in productivity and reduced expenditures. Demonstrating the return on investment for your recommendations will be key.

Additionally, with all strategies and policies you recommend, you will keep in mind the culture and ethical values of the company and how you can help to support those values through your recommendations. HR policy can either detract from or enhance company performance. You intend to demonstrate, through your recommendations, that you are a strategic business partner focused on helping the company to achieve its goals and remain competitive.

You realize this will be a challenge and know that effective communication and relationship building will be critical and will help to facilitate the changes to be made. You have considered what will be required, and you are prepared and eager to make a difference!


1. Corporate ethics have been the focus of increased attention in recent years. Many companies have looked to their HR team to develop a comprehensive ethics policy. You have been asked to develop an ethics policy for Thompson-Pritchett, Inc. After meeting with the CEO, you learn that she would like the policy to cover the following: gifts from vendors, use of confidential information, and conflicts of interest. You take your challenge to an HR networking group. Share your thoughts on the value of an ethics policy to ensure legal and ethical standards are maintained. What measures do you feel should be taken to ensure the policy is enforced? Do you feel there are issues to be considered with implementing an ethics policy? If so, what are they?

As a second step of this assignment, develop a sample policy to be presented to the CEO. Come to a consensus on the parameters of the policies and a communication plan.

2. Delegate parts of the policy and communication plan.

I need help, ideas and suggestions to get me started. I am lost in terms of where to begin. Any help would be appreciated.

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