Alternative Discipline in Federal

SAMPLE EXCERPT:

Within the new mechanisms of Alternative Discipline, the tradition modalities that do not consider time management will all be abandoned. This means that more benefits will accrue to the individual citizens and the government as a whole (United States, 1968). Productivity also exists within the aspect of time keeping. The various commotions within the Alternative Discipline will ensure increased and effective production by the supervisors. These dockets have been delivering dismal results even with increased performance among workers. With an increase in supervisor productivity, the process of deciding officials and witnesses will be made easier (Congress, 2009).

With the presence of Alternative Discipline, the relationship between the supervisor and a disciplined employee will be raised to higher stakes unlike when traditional discipline was used. Traditional discipline was often mired with cases of recklessness, delays, redundancies, and other negative precepts (U.S. Government Printing Office, 2003). Nonetheless, Alternative Discipline will ensure that there is a totally reduced negative impact on the relationship between the two entities. Moreover, Alternative Discipline will reduce in the amount of funding received from the agencies. The employees will be kept on jobs while productivity will be lifted higher. This means that the status of the employees will be given an upper hand since productivity is directly proportional to their compensatory measures within the Federal Government (Shi, 2007).

Alternative Discipline in the Federal Government is a critical idea, which has to be taken with maximum consideration. Alternative Discipline is a more improved and effective mode of discipline within the Federal Government human resource, unlike the past traditional method. With this regard, it is equitable to introduce and embrace Alternative Discipline in the Federal Government human resource (Holley et al., 2009).

References

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