NAME: MEGAT MUHAMMAD IKHWAN BIN MEGAT ZAINAL ABIDIN

MATRIC CARD: 2021100825

CLASS: KAM2284D
LECTURER NAME: DR MOHAMED SAMSUDEEN SAJAHAN

ANSWER QUESTION 1
Performance appraisal is a formal process where the employer evaluates their

employees about their performance in a period of time like 3 or 6 or 12 months. The

performance appraisal must be conducted so the employer will have a record of their

employees whether their employees deserve to get more salaries, training, identify their

strength and weakness and so on. Hence from performance appraisal it will lead to

performance standards which the employers will look does the employees fulfil the

requirement or not. It must be in the scope of that workers who must be in job related and not

other of his/her scope of work. In public sector, there are some performance standards that

can be practiced by them.

First performance standards are strategic relevance. To become a successful

company, the employer which is top level management must have a clear vision and strategic

goals on what are they want to achieve for the company. It will be in short term and long-

term plan. A clear vision and goals will help give a guideline for the employer and employees

on what they need to achieve and know what are the task that they need to do. The individual

in the organization must have a standard of goals to their own task so the task can be done in

time. If the employer or employees didn’t have their own vision, hence they cannot perform

well on their duty or task, and they didn’t fulfil the performance standards that wanted by the

company. If the employer and employees have a clear vision and goals, the company will run

effectively and efficiency and can get more customer. For example, the public sector

department which involved under Ministry of Health Malaysia have a clear vision and
mission which is to improve the quality of life of people in Malaysia hence the

performance standards will look by the data and statistics does the Malaysia citizens is

healthy or didn’t.

Second performance standard that can be established is criterion deficiency.

Under this point, the standards of the employer and employees in the organization can be

determine by their contribution. The employees who have been appointed by the employer to

work under that organization must perform well in the organization so their contribution can

be recognized by their employers. From that individual contribution the employer will know

well about their employees whether this kind of employees are fulfilled with the criteria

needed by that organization or not. Hence from the contribution the performance standard can

be done by looking at their performance, doing a benchmark, does they achieve the goals or

target and so on. If the employees fulfil and achieve the benchmark that has been set up by

the organization, he/she deserved to receive a bonus or something else that will benefit

him/her and if the employees show a bad performance, the employer will determine whether

he/she can be send for a training, deduction of their wages, termination or so on depends on

the employer itself. From the contribution of that employees, we can relate with the first

performance standard which is achieve strategic goal. It is because when the employees finish

their task without any damages, the goals of the organization can be achieved easily. For

example, teacher who work under Ministry of Education Malaysia must have a

contribution in term of education in Malaysia so the standards of that teachers can be

determine with their contribution towards education.

Third performance standards that can be designed is criterion contamination.

Under this point it means that, the performance standards will be analysed by their scope of

job and the performance outside of their scope of job cannot be counted. The employer

usually will do performance appraisal of that employees and they cannot make the standards
achieve if the external factors influence their decision and works. The external factors can

become in term of economics, political and natural risk. Hence if the organization has set up

the goals standards that need to be achieved by the employees, but the country face economic

problems and the goals cannot achieve, the performance capability of that workers cannot be

reduced. This is because it is out of their control, and they cannot do anything because it is

outside of their jurisdiction work. For example, all public sector in Malaysia must achieve

goals and vision that has been set up by previous government which is Barisan Nasional

(BN) which the goals and mission is “Transformasi Nasional 2050” (TN50) but after the

Pakatan Harapan won the general election in 2018 the mission and vision of the public

sector has been changed which is to achieve the “Wawasan Kemakmuran Bersama

2030”. From this we can see that the policy changes between the government have changed

the policy of public sector in Malaysia and the performance standards must be suitable with

the current policy of that government.

Fourth is reliability (consistency). The standard that will be determine by the

employer must be relevant and can be measure by them. This is because if the performance

standards that have been set up by employers are unrealistic, how the employees can fulfil

their job and task because they cannot do such thing. The employees will measure their

employees with measurable such as using graphic rating scale, mixed standard scale, forced

choice and so on. The employer must be consistent in doing performance standard and all

employees must be treated and appraise equally from the employer. The employer cannot be

bias because the standard will determine the employees for the next period of time and

suitable for their job. When the measure has been done by the employer, they will have a

meeting or discuss with the employees to give their feedback about the employees. If the

employees meet the standards needed, the organization can give them award or benefits for

them. For example, the public sector in Malaysia use Key Performance Indicator (KPI) to
determine the standards of that workers. Hence from this the standards of KPI will be

measure every month and usually after 3 months, the feedback will be given whether the

employees fulfil the standards or not.

The performance standards can be achieved by the organization if the employers and

employees work together to make it happen. All public sector in Malaysia and also the

worldwide must have a responsibility in performing their job so the goals can be achieved

easily, and the performance standards are in positive ways. The employees also will feel that

the employers are recognized their contribution in the organization hence they want to stay

more longer because they know their work are efficient and effective. In conclusion, the

performance standards and performance appraisal must be done by the employer so they will

determine the employees is fit with the job or not.

NAME: MEGAT MUHAMMAD IKHWAN BIN MEGAT ZAINAL ABIDIN
MATRIC CARD: 2021100825
CLASS: KAM2284D
LECTURER NAME: DR MOHAMED SAMSUDEEN SAJAHAN

ANSWER QUESTION 2

All organization and company all around the world have discipline policy in their own

company. This is because the discipline policy is to promote a discipline and commitment of

employees and can reduce the misconduct from the employees. The Human Resources

Department in the organization will play their roles to formulate and create organization

disciplinary policy. Beside that, discipline is one of the practices for the employees to follow

and obey the rule that have been decided in the organization and if they failed, they can be

punished. There are four roles that can be done by organisation discipline management unit in

creating a discipline culture.

The first roles are by creating organization rules. The organisation discipline

management unit can create rules that will control the behaviour of their employees in the

organization. The rules that create by that unit must be reasonable, logic and can be follow by

all level of management in the organization. If the rules that created are not reasonable hence

how the employees want to obey to that rule. From the creating organization rules, the

employees will understand what dos and don’ts in the organization. Hence, they will know if

they are doing something that illegal, the unit discipline management can take action towards

them. The organization rules will control the behaviour of the employees and the rules must

be applied to all people and cannot be bias. Usually, the new employees who will work in

that organization will signed an agreement with the employers about the rules, so it means

they understand the rules applied in the organization. The rules usually name as regulation or
in Malay we call it “Pekeliling”. For example, company Malaysia Airlines practices the strict

attendance policy which this company are concern about the employees whose absence in

work without give reasonable causes.

Second is the discipline management unit can investigate those employees who

have breach of their duty. Before action can be taken straight away, one body must do the

investigation whether is it real the employees have breached their duty or not. This is because

sometimes the action that been taken is without having a consultation with the employees

even though the employees have their rights to defence themselves. The body who

responsible to investigate it will check the background of the incident such as the locations,

time, date and so on. Beside that, they will call the employees and plaintiff to interview on

the particular incident that cause unsatisfied from both parties. They will act neutrally without

bias towards any parties because if the bias happened it will lead to another problem. The

investigation conduct will take times and after the final report been settle, the decision will be

made whether action can be taken or not to the employees regardless of what incident that

have happen. This can create a disciplinary culture because the employees know that the

employer also follow the rule before taking any action to the employees hence the employer

show a leader towards their employees and their employee will follow the positive vibe or

action from their employer. For example, in 2020 the developer construction project

Lebuhraya Bertingkat Sungai Besi-Ulu Kelang (SUKE) has doing internal investigation

towards their employees who have been accused of breach of duty regarding the incident

SUKE that cause people died.

Third the unit discipline management can use progressive discipline approaches

towards the employees to create a discipline culture. The employer will look at the

performance of the employees and if that kind of employee’s breach of duty, they can take

progressive discipline towards that worker. Usually there are some processes that can be
taken by the employers which is the first one by giving oral warning. This method can be

done with called that employee and told him/her about what the unit discipline unsatisfied

with his conduct and give a talk. If this approaches not success, second approach will be

taken with given written warning. The envelope of that written warning at first will be in

yellow and if the employees didn’t change his/her behaviour the unit discipline management

will send it in red it means that there are serious. If this also didn’t work, the unit discipline

has no other choice but suspend that employee from work and didn’t give wages and salary

while the investigation will be conducted under suspension. After the suspension been

conduct and been found that the employees breach his/her duty, the organization will

terminate him/her from the organization because he/she no longer can commit to the

discipline policy of the organization. For example, McDonald’s United Kingdom in their

employee handbook have stated some progressive discipline regarding the conduct and

misconduct of their workers because some problems that faced by the company in

previous 2016-2017 and this can be seen previous years which many employees have

been terminate even though the pandemic covid-19 because McDonald’s United

Kingdom have strict rules and progressive discipline.

Fourth role is the unit discipline management can create and provide safe

workplace. The employer is responsible to provide a safety workplace for the employees

because they are the ones who work for the organization and the goals, vision, mission can be

achieved by the employees who performed their duty well. If the workplace safe, the

employees will fell that there is safe, and they can act according to the law, rules and

regulations without doing misconduct action. If the workplace is not safe, the employees will

act wildly because the nature of behaviour surrounding of them shape their behaviour. The

discipline culture itself must be lead and bring by the employer so the employees will want to

work for them and stay any longer. The employees who follow the rules and regulation will
leave the organization if the organization didn’t provide safe workplace because of the

minority employees who doing something that out of normal behaviour and this are not

accepted. The incident such as didn’t report misconduct, sexual harassment, didn’t wear

protective equipment and so on are the example of unsafety workplace that can lead the

employees left the organization. The unit discipline management also can appoint officer who

will do inspection at least twice a month of the safety workplace in the organization. Officer

of inspection will do a checklist on the organization whether it fulfil requirement or not and if

not, action will be taken towards the organization. For example, according to Fox News in

2017, ACCO Brands Corp has been listed as one of the safe workplaces because they

are fulfilling all the requirement needed as an employer for the employees to create the

discipline culture. The ACCO Brands Corp safe workplace has led them attract many

people to works with them in this has bring benefit for the organization, employer and

also the employees. They provide enough safety equipment, took serious report

regarding problems in the organization and this are criteria that has been followed by

The ACCO Brands Corp to become one of the companies that achieve discipline culture

with provide safety workplace.

From this essay, we can see that discipline is one of the important elements that need

to be practices not just by the employees but also the employers and top-level management

itself. They must show a good conduct so the employees will act also like them and follow

their action. If the discipline didn’t been practice, many problems will occur, and this

situation are not good for the organization. The behavioural will be control with introduction

of discipline policy and it is also rights for the employees for the employees to have a policy

that will determine their safety in the organization. In conclusion, the unit discipline

management can take some action in the organization to create a discipline culture in the

organization. If this action didn’t been taken who else want to do it.