Second is a written warning, which is when the employee is informed of the misconduct on paper. This document is usually signed by both the employee and the supervisor. Third is a disciplinary layoff, where the employee is suspended without pay and given time to think on whether or not they want to continue to be a part of the team or leave. And fourth is termination, which is only done when the other three steps don't correct the problem. One way to satisfy employee's needs for achievement, recognition, and responsibility is to give them a task and the authority to carry it out.
Authority is one of the most important positive morale boosters given to employees by supervisors.
If an employee is given the authority to complete a task, that employee must be willing to take on new challenges and strive to be more productive. A supervisor should always look for new and different ways to expand their employees' activities. In addition, the supervisor needs to keep in mind that in order to ensure that the employee does what they wanted them to do, the task needs to be clearly communicated. Because communication is involved within each functional area of an organization, a supervisor must be a good communicator. If a supervisor can not communicate the task to be accomplished, the employees won t ever get the job done.