Lax

Managers

1. I easily accept excuses for the mistakes of my subordinates to prevent complicated process/es.
2. I’m being affected by the emotional status of my subordinates in giving the equivalent
disciplinary actions for the mistakes they had committed.
3. I give unlimited chances to my subordinates instead of reprimanding them so that they could fix
their own problems which affect their performance.
4. I give extension of deadlines to my subordinates who had been working in the company for a
long time.
5. I allow my subordinates to lose the strictness of company’s policy and guidelines and do not give
corrective action when the violation is just light.
6. I condoned a non-compliant behavior of employee for maintaining friendly environment
7. I believe that the most non-compliant employee needs the most freedom it wants
8. I believe applying rules and procedure should be set aside if I my subordinate was a whimsical
person
9. I let my discipline action delay so I can find a better timing on correcting them
10. I believe good connection with my employees was better than correcting them

Employee

1. Our manager easily accepts excuses for our mistakes to prevent complicated process/es.
2. Our manager is being affected by our emotional status in giving the equivalent disciplinary
actions for the mistakes we had committed.
3. Our manager gives unlimited chances instead of reprimanding us so that we could fix our own
problems which affect our performance.
4. Our manager gives extension of deadlines to those employees who had been working in our
company for a long time.
5. Our manager allows us to lose the strictness of company’s policy and guidelines and does not
give corrective action when the violation we had committed is just light.
6. Our managers condoned our non-compliant behavior just to maintain friendly environment
7. Our managers gives the too much freedom to the non-compliant employee in our workplace
 8. Our managers set aside applying rules and procedures if there has too much complaint in our
side
9. Our manager delay the disciplinary action so he can find a better time and way to show it
10. Our managers gives more importance on his connections than his corrective action

Buffalo

Managers

1. I tend to raise my voice to my subordinates whenever they commit mistakes for them to realize
their fault.
2. I don’t delay punishments and immediately give it the way I think it should be.
3. I’m being affected by my emotional status when it comes in giving punishments.
4. I don’t accept any excuses for the mistakes my subordinates have done.
5. I give my subordinates unduly punishments for I believe that’s the best way to teach them from
their mistakes.
6. I recommend immediate termination for an employee/s' non-compliant behavior.
7. I loudly point out employee/s' non-compliance as a way of an effective disciplinary action.
8. I firmly believe that giving additional work as a way of punishment to a subordinate is an
effective disciplinary action.
9. I give lesser importance on the opinion/s of my subordinates in discussing problems or
complains.

Employee

1. Our manager tends to raise his voice at us whenever we commit mistakes for us to realize our
fault.
2. Our manager doesn’t delay punishments and immediately gives it the way he/she thinks it
should be.
3. Our manager is being affected by his/her emotional status when it comes in giving punishments.
4. Our manager doesn’t accept any excuses for the mistakes I have done.
5. Our manager gives me unduly punishment for he/she believes that’s the best way to teach me
from my mistakes.
6. Our manager/s ignore non-compliant behavior/s of their subordinates.
7.
Lion

Managers

1. I immediately respond the proper sanction following a process for my subordinates’ mistakes
regardless of their position.
2. I give punishment to my subordinates regardless of how well their past performance is.
3. I don’t allow long days to pass when giving punishments and immediately give it an action.
4. I believe that an employee/s' non-compliance can normally be corrected with punishment/s
5. I fairly and equitably give same treatment of punishment to my subordinates regardless of their
longevity.
6. I believe all employee/s should be knowledgeable to the punishment/s for violation/s upon
initial hiring in the organization.
7. I strictly implement equitable and fair punishment/s for any violation/s to the company policies
and guidelines.
8. I am strict yet do fairly and equally apply company policies and procedures to all employees.
9.

Employee

1. Our manager immediately responds the proper sanction following a process for our mistakes
regardless of our positions.
2. Our manager gives punishment to us regardless of how well our past performance is.
3. Our manager doesn’t allow long days to pass when giving punishments and immediately gives it
an action.
4. Our immediate supervisor is fair and consistent in addressing employee concern/s and
complains.
5. Our manager do fairly and equitably gives same treatment of punishment to us regardless of our
longevity.
6. Our manager uses fair and equitable process for our complaints.
 7. Our manager implements fair and equitable punishment/s for any violation/s to the company
policies and guidelines.
8. Our workplace issue/s were solved fairly and quickly.
9. Our manager is strict yet fairly and equitably applies company guidelines and procedures to all
employees.
10. Our manager applies consistent disciplinary policies and procedures to all employees.

Corrective

Managers

1. I immediately converse with my subordinates whenever they commit mistakes and listen to
their side before determining what disciplinary action they deserve.
2. I allow my subordinates first to undergo personality development seminars or counseling
programs before giving sanctions for their violations.
3. I see my subordinates' mistakes as their opportunities to learn rather than mistakes that need to
be punished.
4. I give warnings to my subordinates first before giving any corrective actions.
5. I follow the step by step process in giving disciplinary actions and make sure that it promotes
fairness for everyone.
6. I seek to prevent conflict by addressing work related problems before they escalate.
7. I am not afraid to administer disciplinary action when needed but avoid to enforce it if possible.

Employees

1. Our manager immediately converses with us whenever we commit mistakes and listen to our
side before determining what disciplinary action we deserve.
2. Our manager allows us first to undergo personality development seminars or counseling
programs before giving sanctions for our violations.
3. Our manager sees our mistakes as our opportunities to learn rather than mistakes that need to
be punished.
4. Our manager gives warnings to us first before giving any corrective actions.
5. Our manager follows the step by step process in giving disciplinary actions and makes sure that
it promotes fairness for everyone.
6. Our manager seeks to prevent conflict by addressing work related problems before they
escalate.
7. Our manager is not afraid to administer disciplinary action when needed but avoid to enforce it
if possible.