Identification of Level of Mastery
My score for the assessment for disciplining others was 21; this is out of a score of 24. All in all, I believe that I did well; among my strengths are my ability to warn employees before action is taken, and more. My punishments are both impartial and strong when dealing with repeat offenses, and I wish to understand the cause of that infraction. However, I could use some work when dealing with my need for formal versus informal discussion, as well as delays in confronting the employee. I could also stand to make sure that my tone is serious when dealing with a misbehaving employee, so I make my disapproval clear.
Practical Application of Skills
Disciplining others has a tremendous amount of value in the workplace. For one, it allows managers to keep their employees in line and on task, maintaining control over those who work under them. Furthermore, it permits higher quality work to come from a disciplined, skilled workforce when there is some semblance of order present.
Personal Goals
Ideally, I want to have a perfect score of 24 - as a leader, it is my responsibility to take care of my people and discipline others. I want to be able to exert control and focus over my people without breeding resentment and having them hate me. My biggest problems lie in making my disapproval clear to a misbehaving employee, so I wish to practice my tone and my ability to facilitate clear discussion with said employee in future encounters. Within a month, I would love to be able to reassess myself and have a perfect score of 24.
References
Robbins, S.P. (1989). Training in Interpersonal Skills: TIPS for Managing People at Work.
Upper Saddle River, NJ: Prentice Hall.
