Which of the following is NOT a principle to follow when disciplining an employee?

The principle that is not appropriate to follow when disciplining an employee is one that suggests a harsh, ultimatum-like approach, such as advising the employee to "shape up" or face termination. This perspective emphasizes a punitive measure rather than fostering a constructive and supportive disciplinary process.

Effective discipline should focus on correcting behaviors and improving performance, rather than issuing threats or ultimatums. The other principles presented advocate for a more balanced and fair approach to employee discipline. Ensuring consistency in policy application helps maintain fairness and minimizes the risk of perceived discrimination among employees. Documenting all disciplinary actions is essential for maintaining a legal record of events and protects both the employee and employer in case of disputes. Involving a third-party mediator, when necessary, promotes an objective perspective in resolving conflicts and may lead to more positive outcomes for both the employee and the organization.

By avoiding a confrontational stance and promoting clear communication, support, and documentation, disciplinary measures can be more effective and constructive.