(Answered) Atrium Health and McGregor’s “Hot Stove Rules”

(Answered) Atrium Health and McGregor’s “Hot Stove Rules”

(Answered) Atrium Health and McGregor’s “Hot Stove Rules” 150 150 Prisc

Atrium Health and McGregor’s “Hot Stove Rules”

Compare and contrast your organizations process and McGregor’s “Hot Stove Rules For Fair And Effective Discipline.

Review your organization’s disciplinary process. Atrium Health

Sample Answer

Atrium Health and McGregor’s “Hot Stove Rules”

Hot Stove Rule is a discipline designed by Douglas McGregor, which managers use in various businesses. Rule managers can perform disciplinary actions through the Hot Stove without resenting any of their employees (Low 2017). On the other hand, Atrium Health offers contemporary health care and retirement plans, career chances, competitive compensation, including resources that help in personal and professional matters.

Comparison between Atrium Health Disciplinary Process and Hot Stove Rules for

Fair and Effective Discipline

Both Atrium Health and Hot Stove training are offered to all employees to understand what is expected. They get informed about the organization’s policies so that they cannot make excuses when they violate them. Training on compliance issues affecting specific areas of responsibility is also offered, and employees are also encouraged to report any concerns that may arise. Secondly, employees in both organizations are guided by a code of conduct that contains the organization’s rules, regulations, and sanctions. Penalties are also defined in the code of conduct. For instance, in the hot stove rule, the employer is required to provide each employee with a copy of the rules and give a detailed explanation at the same moment and ensure that they clearly understand. A formal corporate compliance program in the Atrium Health organization is available, which offers comprehensive and well-structured rules and regulations (Iglesias, Juarez & Campos 2020). It is specifically designed to detect, prevent, and correct violations of the company policies.


First, in Hot Stove, punishment is administered to the entire team of employees. It does not matter who broke the rule. Each employee gets the same treatment regardless of one’s position. That is, the act gets punished rather than who did it. On the other hand, punishment in Atrium Health is directed towards an individual. When an employee fails to abide by the rules and regulations of the organization, they tend to be punished individually, not as a team. In this case, the punishment is not directed to the act. Besides, after an employee has been punished in Hot Stove, work continues as usual, and things return to the way they were. In this case, understanding between the employer and the employee will not be compromised. On the contrary, punishment in Atrium Health may continue even after the employment period. This mainly happens when the employee releases patients or confidential organizational information without consent.


  • Iglesias, N., Juarez, J. M., & Campos, M. (2020). Comprehensive analysis of rule formalisms to represent clinical guidelines: Selection criteria and case study on antibiotic clinical guidelines. Artificial intelligence in medicine103, 101741. https://doi.org/10.1016/j.artmed.2019.101741
  • Low, K. P. (2017). Managing People Reflections on an Old Chinese Proverb: “San Lao Si Yan” (3 “Olds” and 4 “Strict”). International Journal of Business and Social Science8(12). http://www.ijbssnet.com/journals/Vol_8_No_12_December_2017/11.pdf