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An Evaluation of Workplace Penalties
An Evaluation of Workplace Penalties
Order ID 53003233773 Type Essay Writer Level Masters Style APA Sources/References 4 Perfect Number of Pages to Order 5-10 Pages Description/Paper Instructions
An Evaluation of Workplace Penalties
The effectiveness of workplace penalties in deterring misconduct is a subject of ongoing debate among scholars and practitioners. While penalties such as fines, suspension, and termination are commonly used to discourage workplace misconduct, some argue that punishment may not always be an effective deterrent. In this article, we will explore the effectiveness of punishment in deterring workplace misconduct, including the limitations of punishment and the importance of positive reinforcement.
The Limits of Punishment
Punishment, in and of itself, may not always be an effective deterrent to workplace misconduct. Several factors may limit the effectiveness of punishment, including the following:
Limited Deterrent Effect: Punishment may not always deter employees from engaging in misconduct. For example, an employee who is motivated by personal gain may still engage in misconduct, even if they are aware of the potential punishment.
Negative Consequences: Punishment can have negative consequences, such as demoralizing employees and damaging the trust between employees and management. Punishment may also lead to resentment, retaliation, and decreased job satisfaction.
Limited Impact on the Root Cause: Punishment may not always address the underlying causes of workplace misconduct, such as poor job design, inadequate training, or organizational culture. This means that even after an employee is punished, the underlying conditions that led to the misconduct may remain, making it more likely that similar misconduct will occur in the future.
Positive Reinforcement as an Alternative
One alternative to punishment is positive reinforcement, which involves rewarding employees for ethical behavior. Positive reinforcement can create a workplace culture that values ethical behavior and motivates employees to act ethically. Positive reinforcement can also help to address the root causes of workplace misconduct, by focusing on the underlying conditions that may lead to misconduct.
Examples of positive reinforcement include:
Recognition and Rewards: Recognizing and rewarding employees who exhibit ethical behavior can motivate employees to continue acting ethically.
Incentives: Incentives, such as bonuses or promotions, can motivate employees to achieve ethical goals and follow ethical procedures.
Training: Providing training on ethical behavior and best practices can help employees understand what is expected of them and develop the skills needed to act ethically.
Ethical Leadership: Ethical leaders who lead by example and model ethical behavior can inspire employees to act ethically.
The Importance of a Comprehensive Approach
Punishment and positive reinforcement are not mutually exclusive, and both can be used to create a comprehensive approach to preventing workplace misconduct. An effective approach to preventing workplace misconduct should incorporate the following elements:
A clear code of conduct and policies that establish expectations for ethical behavior.
Training programs that help employees understand the code of conduct and policies and how to apply them in their work.
A strong ethical culture that values ethical behavior and encourages employees to act ethically.
A comprehensive system of controls and monitoring that detects and prevents misconduct
A system of positive reinforcement that recognizes and rewards ethical behavior.
A system of punishment that is fair, consistent, and proportionate to the offense.
Evaluation of the Effectiveness of Penalties
Research on the effectiveness of workplace penalties is mixed. Some studies suggest that penalties can be effective in deterring misconduct, while others suggest that the impact of penalties is limited. A 2013 study by the Association of Certified Fraud Examiners found that the threat of punishment was a significant deterrent to workplace misconduct. However, the same study found that a lack of internal controls and poor organizational culture were the leading factors contributing to workplace misconduct.
Other studies have found that penalties may not always be effective in deterring workplace misconduct, particularly if the penalties are not severe, certain, or timely. One study found that employees were less likely to engage in misconduct if they believed that their coworkers would disapprove of the behavior. This suggests that creating a
An Evaluation of Workplace Penalties
RUBRIC
QUALITY OF RESPONSE NO RESPONSE POOR / UNSATISFACTORY SATISFACTORY GOOD EXCELLENT Content (worth a maximum of 50% of the total points) Zero points: Student failed to submit the final paper. 20 points out of 50: The essay illustrates poor understanding of the relevant material by failing to address or incorrectly addressing the relevant content; failing to identify or inaccurately explaining/defining key concepts/ideas; ignoring or incorrectly explaining key points/claims and the reasoning behind them; and/or incorrectly or inappropriately using terminology; and elements of the response are lacking. 30 points out of 50: The essay illustrates a rudimentary understanding of the relevant material by mentioning but not full explaining the relevant content; identifying some of the key concepts/ideas though failing to fully or accurately explain many of them; using terminology, though sometimes inaccurately or inappropriately; and/or incorporating some key claims/points but failing to explain the reasoning behind them or doing so inaccurately. Elements of the required response may also be lacking. 40 points out of 50: The essay illustrates solid understanding of the relevant material by correctly addressing most of the relevant content; identifying and explaining most of the key concepts/ideas; using correct terminology; explaining the reasoning behind most of the key points/claims; and/or where necessary or useful, substantiating some points with accurate examples. The answer is complete. 50 points: The essay illustrates exemplary understanding of the relevant material by thoroughly and correctly addressing the relevant content; identifying and explaining all of the key concepts/ideas; using correct terminology explaining the reasoning behind key points/claims and substantiating, as necessary/useful, points with several accurate and illuminating examples. No aspects of the required answer are missing. Use of Sources (worth a maximum of 20% of the total points). Zero points: Student failed to include citations and/or references. Or the student failed to submit a final paper. 5 out 20 points: Sources are seldom cited to support statements and/or format of citations are not recognizable as APA 6th Edition format. There are major errors in the formation of the references and citations. And/or there is a major reliance on highly questionable. The Student fails to provide an adequate synthesis of research collected for the paper. 10 out 20 points: References to scholarly sources are occasionally given; many statements seem unsubstantiated. Frequent errors in APA 6th Edition format, leaving the reader confused about the source of the information. There are significant errors of the formation in the references and citations. And/or there is a significant use of highly questionable sources. 15 out 20 points: Credible Scholarly sources are used effectively support claims and are, for the most part, clear and fairly represented. APA 6th Edition is used with only a few minor errors. There are minor errors in reference and/or citations. And/or there is some use of questionable sources. 20 points: Credible scholarly sources are used to give compelling evidence to support claims and are clearly and fairly represented. APA 6th Edition format is used accurately and consistently. The student uses above the maximum required references in the development of the assignment. 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Structure of the Paper (worth 10% of total points) Zero points: Student failed to submit the final paper. 3 points out of 10: Student needs to develop better formatting skills. The paper omits significant structural elements required for and APA 6th edition paper. Formatting of the paper has major flaws. The paper does not conform to APA 6th edition requirements whatsoever. 5 points out of 10: Appearance of final paper demonstrates the student’s limited ability to format the paper. There are significant errors in formatting and/or the total omission of major components of an APA 6th edition paper. They can include the omission of the cover page, abstract, and page numbers. Additionally the page has major formatting issues with spacing or paragraph formation. Font size might not conform to size requirements. The student also significantly writes too large or too short of and paper 7 points out of 10: Research paper presents an above-average use of formatting skills. The paper has slight errors within the paper. This can include small errors or omissions with the cover page, abstract, page number, and headers. There could be also slight formatting issues with the document spacing or the font Additionally the paper might slightly exceed or undershoot the specific number of required written pages for the assignment. 10 points: Student provides a high-caliber, formatted paper. This includes an APA 6th edition cover page, abstract, page number, headers and is double spaced in 12’ Times Roman Font. Additionally, the paper conforms to the specific number of required written pages and neither goes over or under the specified length of the paper.
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