What is hot stove rules?

This rule states how to impose disciplinary action without generating resentment or annoyance in them. The central idea of the principle is that rational and effective employee discipline can be maintained by punishing employees for breach of discipline in ways similar to touching a hot stove.

Which of the following is not a characteristic of the hot stove rule of discipline?

Q.Which of the following is not a characteristic of the Hot Stove Rule of Discipline?
B.consistency
C.forewarning
D.secrecy
Answer» d. secrecy

Why is the hot stove rule important?

It is supposed to help a manager perform disciplinary action without making an employee feel resentful or bitter. Hot stove rule draws parallels to feelings you get after touching a hot stove. When you see that the stove is red, you immediately know it is burning hot, and if you reach it, you will get hurt.

What is the hot stove rule quizlet?

What is the hot-stove rule? The hot stove rule states that all disciplinary action must have an immediate response with advance warning, consistent action, and impersonal application.

Which of the following is not a characteristic of academic discipline Mcq?

The correct option is B) Not all Disciplines are created equally.

What are the types of discipline?

The three types of discipline are preventative, supportive, and corrective discipline.

Which statement best describes how a well designed system of progressive discipline applies the hot stove rule?

Which of the following statements best describes how a well-designed system of progressive discipline applies the hot-stove rule? It involves consequences that are consistent and objective.

Which statement characterizes a progressive discipline system quizlet?

Which of the following statements characterizes a progressive discipline system? It fulfills the purpose of discipline by teaching employees what is expected of them.

What is approach to disciplinary action that ensures that the minimum penalty that is appropriate imposed?

Progressive disciplinary action is intended to ensure that the minimum penalty appropriate to the offense is imposed.

What is one of the elements of the hot stove rule of disciplinary action?

The “Hot-Stove Rule” of Douglas McGregor gives a good illustration of how to impose disciplinary action without generating resentment. This rule draws an analogy between touching a hot stove, and undergoing discipline. When you touch a hot stove, your discipline is immediate, with warning, consistent, and impersonal.

Which of the following is an element of the hot stove rule of disciplinary action quizlet?

The Hot Stove Rule refers to waiting until both the employee and the manager “cool down” before ever taking disciplinary action.

Which statement accurately describes the initial deterrent against breaking a rule according to McGregor’s Hot stove rules?

Which statement accurately describes the initial deterrent against breaking a rule according to McGregor’s Hot Stove Rules? Feedback: All employees must be forewarned that if they break a rule, they will be punished or disciplined.

Which of the following is not a grievance concerned with supervision?

__________________ refers to all types of relationship between all the parties concerned withindustry.
Q.Which of the following is not a grievance concerned with supervision?
B.Rigidity in the interpretation of rules and regulations
C.Ambiguous job instructions

Which of the following is an example of concurrent control?

One example of concurrent control is fleet tracking. Fleet tracking by GPS allows managers to monitor company vehicles. Managers can determine when vehicles reach their destinations and the speed in which they move between destinations.

What is the first step in the performance management process?

The performance management process begins with the planning stage. HR and management need to define the job itself, including a comprehensive description, long and short-term goals, identify key objectives and develop a clear metric for how those objectives and goals will be assessed.

What are the 5 fair reasons for dismissal?

A run-down of the most common reasons to dismiss an employee.
  • Failure to do the job. Perhaps the most obvious (and arguably fairest) reason would be an employee’s failure to do their job properly. …
  • Misconduct. Another common reason for dismissal is misconduct. …
  • Long term sick. …
  • Redundancy.

What are the four types of termination?

Involuntary termination. Voluntary termination. Wrongful termination. End of a work contract or temporary employment.

Can an employee be dismissed without warning?

It is therefore possible to dismiss even on a first offense and without any prior warnings having been issued, but that will depend on the severity of the offense, the circumstances under which it was committed, and the provisions of the employer’s Disciplinary Code.

Can an employee be dismissed without a disciplinary hearing?

In terms of our labour legislation, an employer cannot just dismiss you without a fair and impartial disciplinary hearing. Generally, employees can be dismissed for one of three reasons, namely misconduct, incapacity and operational requirements. In your case, the dismissal is for alleged misconduct.

Can you dismiss an employee immediately?

An employer can dismiss an employee without giving notice if it’s because of gross misconduct (when an employee has done something that’s very serious or has very serious effects). The employer must have followed a fair procedure. When an employee is dismissed for gross misconduct, they: leave immediately.

How long is a warning valid for?

Final written warnings are generally quite lengthy in validity. Most companies will stipulate in their disciplinary policies that final written warnings will remain for anything from 9 to 12 months.