Does Disciplinary Action Reduce Operator Errors?

Q

qualitytrec

#51
OK, then can't disciplinary action be used to calibrate the level of "concern" without becoming debilitating if presented properly? Or, is disciplinary action to be considered always debilitating? If one thinks so, I am not buying it. Not all forms of disciplinary action revert to the use of a whipping post.
I do not think so, tho I realize that many "use" it that way.
Disciplinary Action is always a negative thing (it is negative for the one giving it and the one getting it, at least typically). It should only be used when the person can be shown to be the problem (driving a fork lift under the influence, not showing up to work because of being noncommitted, falsifying information, spending too many hours socializing instead of working, spending too much time on the cove;), etc...)
Disciplinary action is not a motivator to do a job better in a poorly designed system. If someone is going to be disciplined it should not be because the system is not poke-yoke but because the worker is not behaving in a socially responsible manner.:whip:

Disciplinary action should be part of a resource system to separate dead wood from those who just need some coaching.:2cents:

FWIW,
Mark
 
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bobdoering

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#53
It should only be used when the person can be shown to be the problem (driving a fork lift under the influence, not showing up to work because of being noncommitted, falsifying information, spending too many hours socializing instead of working, spending too much time on the cove;), etc...)
I am agreeing with that.

Disciplinary action is not a motivator to do a job better in a poorly designed system. If someone is going to be disciplined it should not be because the system is not poke-yoke but because the worker is not behaving in a socially responsible manner.
A system that is designed to utilize human skill rather than pure mechanical processes is not necessarily poorly designed. In fact, it offers opportunity for employment. That being the case an intervention of some sort will be required.

Disciplinary action should be part of a resource system to separate dead wood from those who just need some coaching.
There is no strict delineation from disciplinary action to coaching - it also is a continuum. What may seem like coaching to the supervisor may still be interpreted by the employee as disciplinary action. That's just the way it is...
 

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#54
OK, then can't disciplinary action be used to calibrate the level of "concern" without becoming debilitating if presented properly? Or, is disciplinary action to be considered always debilitating? If one thinks so, I am not buying it. Not all forms of disciplinary action revert to the use of a whipping post.
As I stated in my paper, carefully designed and applied disciplinary action can, when appropriate, help budge the levels of concern, but they should be last in consideration. The process should be addressed first, culture (a very close) second, and personal behavior only when it's been isolated as true root cause. Deming's point was directed at people who rush to discipline when discipline isn't the problem.
 

Jim Wynne

Staff member
Admin
#58
I acknowledge when culture should be addressed last, as it can be the longest to fully implement and affect the outcome.
It may not be an issue of fixing anything when it comes to company culture; if you're in a position where it's negatively affecting employee performance and you can't do anything about it, you can only what you can do, which might include inappropriate disciplinary measures.
 

bobdoering

Stop X-bar/R Madness!!
Trusted Information Resource
#59
It may not be an issue of fixing anything when it comes to company culture; if you're in a position where it's negatively affecting employee performance and you can't do anything about it, you can only what you can do, which might include inappropriate disciplinary measures.
Yes, and that may be the link to the thread concerning upper management support.
 

Jen Kirley

Quality and Auditing Expert
Staff member
Admin
#60
It may not be an issue of fixing anything when it comes to company culture; if you're in a position where it's negatively affecting employee performance and you can't do anything about it, you can only what you can do, which might include inappropriate disciplinary measures.
That's correct, and that's why progress gets confounded in so many well meaning improvement efforts - and why so many good QA efforts fail, leading them to be maligned as the latest ice cream flavor.
 
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