Discipline refers to the actions imposed by an organization on its employees for failure to

follow the organization's rules, standards, or policies. Traditional approaches to discipline, based

on punishment, are known to promote adversarial relationships between leaders and followers. A

more effective approach now being used by many companies recognizes good performance and

encourages employee commitment to the organization and its goals. Once employees see the

discrepancy between actual and expected performance, the burden is on the employee to change.

Even with more positive approaches to discipline, organizations still need to have some form of

disciplinary procedure, whether formal or informal, that carries successively stiffer penalties for

repeated or more serious offenses.

Most employees want to do a good job. Sometimes, however, it's necessary to let workers

know their behavior needs improvement. For most managers, the preferred approach is

progressive discipline, in which employees get a chance to address the problem. Under this

model, an employee who doesn't respond appropriately faces increasingly severe sanctions that

range from reprimands, to suspension, and eventually, termination of employment.

What should Herb Say to Sal?

From my point of view, first of all, he asked him what is discipline in live in organization

or ask him why he involved in these types of activities and he punished him and give him the

lesson on discipline and tell him to research on the topic of discipline to stay in organization

because a man learn from mistakes.

Should Herb fire Sal?

 No, Herb should not fire to Sal because he is talented person or give him to chance and

tell him to if he found again in this types of activities he should fire or also I should call to police

and handled him to corps.

Should Herb report the incident?

No. Herd should give him warning and would not report the incident.

How does this case relate to the concept of progressive discipline?

According to the type of discipline, this case depends on the issue facing the employer. If

the problem is knowledge or skills based, allowing time to correct the deficiency is a reasonable

response. However, you need not wait for employees to address behavioral issues like constant

tardiness. If the worker doesn't correct the problem, you can get his attention with a stiffer

punishment.