Org Behav Spankings. According to the American Psychological Association, "there is general consensus that corporal punishment is effective." Spanking and other gentle but firm types of physical reprimand can have a noticeable effect on human behavior. That effect is usually immediate, which would allow the manager or supervisor to elicit a strong response from employees who are exhibiting behavioral issues such as talking back (American Psychological Association). General ineffectiveness, sluggishness, and other behavioral problems can be easily corrected with a whack of a stick or a slap on the bottom. Corporal punishment "remains a widely used discipline technique in most American families," and families remain one of the most common organizations in the United States (American Psychological Association).

The use of spanking is generally discouraged in the childhood education sector. However, corporal punishment may have a distinct and measurable effect in the workplace. There are some drawbacks with the recommendation of corporal punishment in the workplace. For one, there have been few empirical studies designed to measure the effect of corporal punishment; future research is necessary before human resources managers and other supervisors want to take the initiative and spank their employees. There may also be legal issues that arise; organizations should check their codes of ethics and state laws and possible receive legal consultation before embarking on a corporal punishment employee discipline strategy.

The Undesirable Transfer. Behavioral issues can sometimes not be solved using traditional means, especially when an organizational climate of fear, paranoia, and demoralization prevent successful conflict resolution. When a problematic employee threatens the social order in the company, a transfer may be warranted. If a manager wishes to reward good behavior rather than punish poor behavior, the employee who exhibits the strongest record of social harmony could be sent to the most desirable office, such as the one in Barcelona. If would be inappropriate to send a valuable employee to an undesirable location. Managers working within a more punitive disciplinary framework could send the problematic employee to the office in Saudi Arabia or Perry, Florida. A transfer accomplishes several core organizational behavior objectives, such as creating and maintaining an environment of mutual support, respect and cooperation that does not include annoying or misbehaving personnel. Alternatively, employees that work hard deserve to be rewarded with the transfer to a more pleasant position in Barcelona or Fiji. Good behavior must be rewarded as robustly and consistently as bad.
3. Writing organizational rules over and over again on the dry-erase board, or picketing with appropriate organizational rules in public. When employees fail to obey company rules, they may not have properly internalized the regulations and overall values of the organization. It may be necessary to review policies and codes…