Dear Colleague,
I appreciate your efforts to getting time to read through my post and commenting on it. You are right that my organization follows the six principles of positive psychology, aiming at realizing the best outcomes from the workforce. As noted by Muha and Manion (2010), they are passion, relationships, optimists, proactive, energy, and legacy. Besides, the psychological elements in the workplace are made clear for all workers in an appraisal program that uses reminders, communication of standards, and a clause that stresses on the comprehension of expected employee performance outcomes.

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I am sorry for the confusion concerning the intention of paid off days. The management in my workplace utilizes the paid off days or leave to discipline workers who do not adhere to continuous reminders. Since it is an approach to making employees learn from their mistakes, it cannot be regarded as a human resource method that makes them not to change. Notably, when the management notes that an individual has behavior or performance-oriented issues, he or she is offered a paid time out as a disciplinary measure. In fact, so that the management tool cannot be seen to make employees not to change, a time out is only offered after other methods have failed; for example, after realizing that one has not changed as a result of previous verbal or written warnings (Muha & Manion (2010). When on the time out, an employee should decide whether to resign or to continue working in the organization. If the latter is chosen, then he or she prepares a written report that contains a summary of the identified issues and the ways in which they would change. Finally, the affected individual should confirm that he or she knows the consequences of repeating the behavior. I hope I have responded well.

Thank you.

    References
  • Muha, T. M., & Manion, J. (2010). Using positive psychology to engage your staff during
    difficult times. Nurse Leader, 8(1), 50–54. Retrieved from the Walden Library database.