Organizational Theory And Behaviour - Punishments In Workplaces

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Critically analyze and discuss why punishment is a management tool that continues to be used in the workplace despite increasing concerns about its effectiveness. Table of Contents Abstract 3 Executive Summary 4 Introduction 5 Research background 5 Research Method 5 Discussion 7 Punishment as a tool 5 Limitations of Punishment 5 Acceptable Alternatives to Punished Response not Provided 5 Punishment as a Temporary Suppressant 5 Behavioral and Emotional Responses to Punishment 5 Negative Emotions 5 Punishment in Traditional Workplaces 5 Punishment in Modern Workplaces 5 Effective use of Punishment to modify work behavior in Modern Workplaces 5 Increasing the Effectiveness of Punishment 5 Recommendations 15 Motivation 5 Rewards 5 Negative Reinforcement 5 Progressive Disciplinary System 5 Paid Disciplinary Suspension 5 Performance Appraisal 5 Conclusion 15 Bibliography 17 Abstract This paper aims to address the increasing concerns on whether punishment should be used as a disciplinary tool in the workplace. Through a review of existing literatures on organizational behaviors, concerns regarding punishments include generation of negative emotions and bitterness towards the punishments, avoidance and fear as the only motivator to curb undesired behaviors and activities. Negative feelings and bitterness towards the punishments meted out could likely represent the rejection of the employees against learning from their mistakes. Hence, employees might develop an avoidance behavior towards the mistakes or undesired behaviors they had committed or displayed in order to avoid repeated punishments. Punishment often works by instilling fear in employees therefore it could only be used as a temporary measure to curb undesired behaviors or activities. This paper also contains discussion on how punishments can be more effective

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