Douglas McGregor created the hot stove rule in the 1960s. Today, managers in a variety of industries frequently employ it, and it serves as more than just a punitive measure.
It is meant to assist management in enforcing discipline without inflicting resentment or bitterness on a worker.
The phrase “hot stove rule” refers to the sensations you have after touching a hot stove. It is immediately obvious that the stove is burning hot and dangerous to approach when it turns red.
You were fairly warned.
Let’s assume that you still touch it. You immediately experience discomfort as a result. You become enraged, but only briefly. You are truly upset with yourself because it is obvious that the stove is not to blame because it is not purposefully trying to hurt you.
However, you see that your actions were not wise. If you carry out this activity again, everything will take place just as it did the first time.
The same holds true for disciplining an employee.
The following guidelines govern the hot stove rule:
- Warning: All employees are aware of the company’s policies, thus they cannot claim ignorance of the violation of those policies.
- Immediate disciplinary action: Consequences are always immediate and cannot be postponed.
- Impersonality: The punishment is applied to the behavior rather than the employee. Furthermore, it makes no difference which employee violated the law. All people are treated equally, including those in powerful positions and those who are not.
- Consistency: It’s crucial to maintain consistency. Disciplinary measures must constantly be followed; they cannot be occasionally skipped. The staff will be aware of what to expect if they disobey the regulations in this way.
