Continuing our exploration of the popular opinion of sanctions in the workplace, we’ll take a closer look at what it means to be an implementer of disciplinary action. This is another reason that the disciplinary culture within the Philippine’s industries still retains a number of negative connotations.
DISCIPLINARY ACTION IS A RESPONSIBILITY, NOT A TOOL.
In the past, authority figures have used the fear of punishment as a way to exert control or influence over others in the workplace. It might seem impossible for sanctions to be used for personal agenda that may conflict with the values of the organization, but there are a number of factors that make this possible.
The most commonly used factor is an authority figure’s establishment of dominance within a certain circle. Circles can vary in size, from small teams to entire departments. Dominance is established when the leader asserts the finality of her or his decision-making capability.
Another factor is the lack of awareness among employees of the policies and procedures related to disciplinary action. Without such knowledge, members of an organization are unable to distinguish legitimate and duly processed disciplinary actions from arbitrary ones.
A related factor is the unavailability of information regarding the company’s disciplinary policy and process. Without any means of learning about this important component of their workplace, employees are left in doubt of the way that things actually work.
These factors promote dependence on, and eventually blind obedience to, the team member with the most influence: the authority figure. With their monopoly of information on the way sanctioning works in the workplace, they can use their disciplinary authority to increase their power over the rest of the team. They can do this primarily through employees’ fear of being sanctioned precisely because these employees have little knowledge of what things to avoid.
To counter this kind of culture, the entire organization must have access to adequate and correct information on the disciplinary process especially the core dos-and-don’ts. A significant part of this information dissemination is the disciplinary authority’s duty. They have the responsibility to initiate an awareness campaign. This is also a way for them to prove that they genuinely care for the organization’s people, that they have no intention of leaving employees in the dark for easier manipulation.
And when it comes to such a point, disciplinary authorities must also issue sanctions in a responsible way. Being in that position is a duty to the entire organization that must not be twisted into a tool for personal interests.