Whats the difference in managing disciplinary issues between intentional misconduct and conduct due to negligence and lack of training in Malaysia?

Whats the difference in managing disciplinary issues between intentional misconduct and conduct due to negligence and lack of training in Malaysia?

In managing disciplinary issues it is vital to discern the difference between intentional misconduct and conduct due to negligence, and lack of training.

Intentional misconduct has the element of deliberate action that requires decisive disciplinary action.

As for negligence the understanding of underlying cause, severity and implications of a negligence behavior are vital.

For example a behavior of person who deliberately breaks a lock in the store,to get things out, should be differentiated from a person breaks a lock to save something or to meet an emergency need of guest.

On issues of negligence it is vital to distinguish a person who panics and multipliers a mistake and being new to the job, and person who has been long time in a job and yet negligent.

But than again there are cause and context . The zeal to punish without understanding the nature and complexity of a problem leads to victimization.

Many managers take black and white approach to solving disciplinary issues that invites action at industrial court.

The basic understanding of natural justice and the ability to discern grey areas is vital to maintain good industrial relations.

The continuous improvement of processes and human skills helps mitigate issues of misconduct.


Article by:

Mr. Ronald Benjamin – Human Resource ER/IR Specialist at WEIL HOTEL
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