Do you believe in disciplinary actions as a solution that would make an employee performance better?

Internal motivation of necessety to do smth is the best way achieving tremendous Performance.
When emplyee understands and feels significance of his job by recognition his employer - it will be ideally in dealing with a company.
Very often employees dont want to do smth or dont do smth because they dont see interest for them in this.
All the people are individuals and way of cooperation should be with his in mind.
Sometimes its good to ask open questions and then to understand the reason wrong situation.
If you have to use disciplinary actions to make performance better, its better to ask person leave the company.
Disciplinary actions can cause internal conflict in employees mind and attitude to the company will be not so loyal as it was before.
People like transperency in actions.
But sometimes and for some professions and businesses disciplinary actions and strict rules is only the way of getting results: depends on type of work, level of education, person development.....

If a company was to introduce terminology that was perceived as positive to deal with under performing employees this could and would help other employees with their performance whilst improving those who are below par for what ever reason.
'Disciplinary Action' is a rough and tough managerial approach whereas 'Progressive Counseling' is a more may be seen a a touch of a 'Leader.' Teaching, guidance, follow up and correction counseling is required at almost all levels of management and at root level within any organization.

Employee performance can be improved if the employee receives timely feedback which can help him/her to change or alter actions/behavior/attitude which affects his/her work.
Employee performance affects the organization's performance and hence needs to be dealt with tactfully.
Disciplinary actions are usually taken when the employee has not met per-requisites like regular and timely attendance, reporting structure and norms, disciplined behavior as per HR policies and procedures.
So disciplinary actions may not necessarily be a solution to improving employee performance.

I believe that some actions particularly if they are violent, unethical, or illegal require immediate disciplinary actions and in the aforementioned cases, termination.
However, for lack of acceptable performance, I generally advocate a system of arriving at mutual agreement with the employee as to what should happen both in the case that the issue persists as well as if the issue is resolved.
Once that agreement is arrived it is best to have the employee commit to the agreement by documenting and sharing it.
That way the person feels that they are under their own pressure to succeed and stay or fail and depart.

I believe disciplinary actions are to regulate the performance of the peripheral employees with standard or low performance who might be more tending to bypass the policies.
Although it might sound umappropriate yet it must be there as a procedure to steer their performance to meet the organisational objectives in case required.
Neverthless it is advised to avoid its usage to avoid creating culture of control.
It is enough to be present and used to the utmost minimum need.

Only if it goes both ways, employees need to be encouraged as much as they need to be disciplined.

I think if the employee offense, there are some disciplinary action that is different degree depending on the type of violation and to ensure that the interests of management because adjust the offense and offender tracking ensures proper functioning and regularity.

disciplinary action is needed in the case of less motivated employee.
it does'n need in every case but it is required to be a good employee.

Not most of the time disciplinary actions are a solution that would make an employee performance better because employees are different in their beliefs, needs and point of view.
These variations cause them to respond accordingly.
For the Employees who are afraid to receive disciplinary such as those who are aiming for increment and promotion, afraid of termination, track record conscious, etc, this action is effective for performance betterment.
It is a strong authority that forces them to advance their knowledge about the job, and work more.
On the other hand, disciplinary method can be destruction for employee performance instead of betterment especially those who are less paid.
Instead of winning their willingness to cooperate, the feeling of being misunderstood and losing importance in the company affect the performance.
Instead of improving, the employees prefer to find another job and one by one they resign.

From my side i think that disciplinary action has to been used while an employee are not respected company rules.
All employees are expected to meet performance standards and behave appropriately in the workplace.
Disciplinary or corrective action is a process of communicating with the employee to improve unacceptable behavior or performance.
You may take disciplinary action when other methods such as coaching and performance appraisal have not been successful.
In cases of serious misconduct, you may choose to proceed straight to disciplinary action.
Reviewing the Seven Tests of Just Cause before taking disciplinary action will help you determine whether discipline is the best approach to problem-solving in a particular situation.

Not in all cases but there has to be some system in force.
You cannot bring order out of Chaos.
There has to be a system of order in place.
There can be ways that you can empower the employees be on time or to curb absences through incentives.
It can work.
Incentive programs are a good way to thwart such behaviors.
There still has to be a line where excessive abuses of your policy results in some type of disciplinary action.
Your workforce should know where the line is and know what the consequences of crossing that line is.
However, do all you can to encourage positive behavior by setting up a reward system for good behaviors and this will certainly stimulate good behavior across the board.
B.F.
Skinner referred to this as Operant Conditioning and using positive reinforcement to stimulate specific behaviorism.