Which of the following is considered a legitimate objective of disciplinary action?

The objective of deterrence in disciplinary action is crucial for maintaining order and accountability within an organization. Deterrence aims to prevent future misconduct by discouraging both the individual who committed the violation and others from engaging in similar behaviors. When employees understand that there are clear consequences for specific actions, it promotes a culture of adherence to policies and procedures, ultimately contributing to a more disciplined and productive workplace.

Effective disciplinary measures that focus on deterrence are designed to educate the employee about the impact of their actions rather than simply punishing them. This approach helps to foster a sense of responsibility, encouraging employees to comply with organizational standards. By instilling a clear understanding of acceptable behaviors and the consequences of deviations, the organization can enhance overall compliance and reduce the likelihood of future infractions.

In contrast, other options such as revenge, capriciousness, and displaced aggression do not serve legitimate objectives of disciplinary action and may lead to an unhealthy work environment. These approaches do not focus on improving behavior or ensuring adherence to policies, but rather on personal grievances or arbitrary decision-making, which can worsen morale and productivity.