In most of the organizations, managers implement disciplinary policies to the employee in a formal way. In the case of coaching, HR managers train the employees to perform the operations inside the company actively. Only when the HR Manager knows about the difference between coaching and discipline the process of training employees will be complete.
In most of the companies ownership of issues related to employees are assigned to managers. For each action the employee will be asked to take guidance and permission from managers. In the case of coaching the ownership is divided between the manager and the employee. In such cases a mutual agreement is made between a manager and an employee on various issues in taking decision.
In the case of coaching, managers see the conflict between employees as an opportunity to improve the relationship. The main issue and the reasons are studied and preventive measures can be taken in the case of caching. In the case of disciplinary actions, only the issue of the conflict is being addressed which will further complicate the issues. Thus in the case of disciplinary approach, it can be considered as a lost opportunity.
The relationship between the manager and the employees need to be smooth in order to make the workplace more organized. In the case of coaching the reasons that may cause conflicts and the relationship barriers are reduced for making the productivity at workplace high. In the case of disciplinary actions, most managers do not consider the relationships which may adversely affect the relationship between the managers and employees.