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.