An evaluation of two approaches to discipline in industry

Abstract

A case involving clear-cut violation of a no-smoking rule, with a clearly defined penalty, was role-played by groups of industrial supervisors acting as foreman, union steward, and worker. After role-playing, 52% of the foremen altered their decisions and reached "adjusted" decisions (human relations approach); 35% persisted in following the rule (judicial approach); 13% failed to settle the matter in the time allowed. The human relations approach was more successful than the judicial in that the participants were better satisfied. (PsycInfo Database Record (c) 2025 APA, all rights reserved)