Did he need killin'?

As a manager, I have, over the years, had to resort to the disciplinary action process with some employees. It is certainly not my preference to go this route, and, fortunately, I have been lucky enough to work with staffs over the years where the majority were solid and reliable.
Rather than reprimands, suspensions, and terminations, I prefer to work with people to help them to modify behaviors. Sitting down with someone for a quiet chat in private, one can have a discussion about the perceived issue and hopefully enlist the employees help in correcting the concern.
That being said, this does not always work and it can be quite challenging sometimes to hold someone accountable. I believe very strongly in treating everyone equally regarding accountability. In order to do that, one needs to have clear expectations that are communicated to all. Unfortunately, we do not always have the tools we need to do this. I have worked in places that have had no standard for attendance, for example. People can call off sick with staggering frequency, but they are not violating any policy in doing so. People's interpersonal interactions can run the entire spectrum from extremely rude to polite and respectful, but is influenced to a high degree by subjectivity that can be highly variable.
The decision to go the disciplinary action route can be made for you based upon the severity or frequency of the offense. Falsifying a time sheet or being negligent that results in harm to someone are pretty definitely going to require more than an informal chat.
Thinking about this, I am reminded of a story told long ago in one of my management training classes. A good ol' boy Sheriff was called to the scene of a murder in Mississippi. Upon arriving on the scene, the first question he asked his deputy was, "Well, did he need killin'?" In considering disciplinary action, I ask myself whether or not it is needed. Fortunately, most often it is not.
Most of the time, people do things right. If they didn't, not much would work in this world and those of us who were managers would hate our jobs. If disciplinary action is necessary, do it, but answer the question as to whether or not it is necessary.
So, the next time you are faced with a difficult challenge that may require an unpopular decision, remember the Sheriff, and ask yourself: Does he need killin'?