EMS Delivery Models

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Please find below my partial research (nos. 1-4) to assist you in responding to your homework.

Since it is already due soon, I am submitting it partially and continuing on the last number, which I will add when I update this posting soon.

1. Distinguish between problems related to conduct compared to performance and how to most effectively apply progressive discipline concepts.

An employee is said to have performance problems when he has the interest and willingness to do the tasks properly but he is incapable of doing the job well because he doesn't have the enough knowledge and experience in doing it the best that he can. In short, performance problems are related to tasks that an employee 'can't' do because of his incapacity or inability to perform the job. The employee lacks the ability, skill, or capability to perform well because of ill health. There are various ways of treating performance problems but most of those lacking the ability, knowledge and skills are given training and support but those with ill health can be dismissed because of his incapability to work due to his being very unwell to do it. Organizations and companies can extend benefits and support such as sick pays or retirement to help the employee.
Conduct problems relate to those involving breaking of rules, regulations, policies or direction. The employee has the ability to do the work well but he 'won't' do it due to lack of interest, willingness or motivation to perform the tasks well. Examples of conduct problems that require disciplinary action are not showing up for work without informing the office, failure to follow procedures, tardiness, and negligence of duty. These types of problems require disciplinary measures depending on the gravity of the offence. Corrective action needs to be applied but only after making sure that the problem was really a conduct related problem and not a performance related one.

According to Indiana University Human Resources, "Progressive discipline is the process of using increasingly severe steps or measures when an employee fails to correct a problem after being given a reasonable opportunity to do so. The underlying principle of sound progressive discipline is to use the least severe action that you believe is necessary to correct the undesirable situation. Increase the severity of the action only if the condition is not corrected." Among the guidelines are: thorough investigation prior to administering the discipline; proper documentation; a step maybe repeated to correct a problem; goal should be to modify the wrong behavior or for performance improvement; availability of HR for consultation anytime; and flexibility in administering the disciplinary procedure.

Traditional progressive disciplinary processes are good for conduct problems but not that appropriate in dealing with work performance problems that are way below standard because of the employee's incapacity or incompatibility to the work tasks. ...