Disciplinary action against a delinquent employee is painful and generates resentment on his part.
Hence, a question arises as to how to impose discipline without generating resentment? According to Douglas McGregor, this is possible through what he called the “Red Hot Stove Rule”.
According to McGregor, “hot stove rule” implies that if the rules and penalties are clear and well understood, a violation produces some natural consequences.
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Just as the penalty for touching the stove is immediate i.e., the burning of fingers occurs at once, so in a sound disciplinary system; the penalty for the violation should be immediate, almost automatic.
Disciplinary action delay can do positive harm to the organisation and affect the morale of other workers who are law abiding.
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The “red hot stove” rule is based on an analogy between touching a red-hot stove and violating rules of discipline. When a person touches a hot stove,
1. Immediate:
The burn is immediate. If disciplinary action is to be taken, it must be taken immediately so that the individual will understand the reason for it.
2. Warning:
He has a warning, as he knew that he would get burnt if he touches it. In fact as you move closer to the hot stove you are warned by its heat that you will be burned if you touch it.
3. Consistent:
Everyone who touches a red-hot stove would be burned.
4. Impersonal:
A person is burned because he touched the stove and not because of whom he is.
5. Commensurate:
The effect is commensurate with the gravity of misconducts.
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A person who repeatedly touches the hot stove is burned every time he touches it.