this my essay. i need help to include counterclaims on current essay

Punishment has no place in the workplace

Punishment is also described as "the associated infliction of an undesired or unpleasant outcome on an existing person or group that co-exists for the same period as an existing response to an existing behavior or condition" (Reiss, 1981). In the workplace, punishment is often used to correct employee behavior. However, it happens that there is evidence that punishment is not an existing effective technique related to employee behavior. A study by Skinner (1969) found that employees who were punished made mistakes and were more likely to make more mistakes than employees who were not punished. You are likely to get angry and less productive. Punishment in the workplace turns out to be something unacceptable. While this turns out to be a common occurrence from, it seems important to note that punishment is not an existing efficient method related to human resource management or productivity enhancement. The punishment is ineffective because it belongs at the same time as an existing management method, which will have other reasons.

That also applies to the recumbent, the punishment doesn't address the underlying reasons that lead to an existing employee not meeting expectations. Aside from the fact that it's possible for an existing current employee not to meet expectations, it only happens at the same time, probably because they don't understand what it takes to be available for the same amount of time as an existing expected employee who belongs to him or lacks the essential skills to fulfill these expectations (Wenzel, 2009). The punishment also ignores the fact that he exists as a person with these challenges. Instead, in cases when expectations are not reached, the associated salary is simply docked. This does not assist the employee in understanding what must exist as a given alongside an existing personal expectation or in developing the skills required. To live up to these expectations.

Second, punishment has the potential to create anger as well as resistance among employees. On top of that, the if employees believe that they are being unfairly reprimanded, they may resent their managers as they struggle to obey their directions. This has the ability lead to conflict at the same time as it has the potential to decreased productivity.

Third, punishment has the capacity to demotivate people. In addition to the danger that employees are repeatedly reprimanded, they may feel demoralized and lose motivation. This may result in even lower production.

Fourth, punishment might result in obedience rather than commitment. In addition to the possibility that employees are simply following with commands out of fear of punishment, they are unlikely to do so while a current employee is totally engaged to their task. This response has the potential to result in errors as well as mishaps at the same time.

Fifth, punishment has the potential to cause an internal surge of bad behavior. This character exists because punishment frequently results in resentment and has the potential to result in future undesirable behavior. Furthermore, when employees are penalized, they frequently believe that they are being treated unfairly, which may lead them to feel justified internal of collaborating internal of unwanted behavior.

Sixth, punishment is often applied within am existing discriminatory manner. This is because employees belonging to marginalized groups are more likely to engage in punishable behaviour than employees who belong to majority groups. This occurs because punishment is frequently based on personal [prejudice and preconceptions rather than objective criteria.

Seventh, punishment has the ability to create a hostile work environment. This happens to be because punishment often leads to conflict as well as tension between employees and the managers. In addition, punishment has the ability make employees feel devalued as long as they are unimportant, which can lead to decline in the same sense that affect morale.

Finally, punishment has the potential to have negative effects on existence in addition to morale. Employees can be discouraged by the prospect of continued punishment. This could result in even worse production. constructive approaches to achieve desired behavioural change in the workplace. While one existing example was found, positive reinforcement or rewards exist as more success as punishment in achieving desired behaviour change (Geller, 2008). Additionally, an existing happy work environment is more likely to encourage employee engagement and retention than an existing negative, punitive one. Finally, unmotivated, and disgruntled employees are more likely to leave their jobs, leading to high turnover rates, while at the same time costing the organization that will be responsible for recruiting and training new employees.

In general, punishment becomes an existing effective management technique. It does not address the root causes that cause an existing employee to perform below expectations. It has the potential to simultaneously arouse the anger of employees who will belong to the same crowd belonging to the time. This resistance has the potential to demotivate people. It has the potential to lead to conformity rather than commitment. Also, it could negatively affect morale in. Avoid sanctions if you have a desire to improve productivity at work.