Human Resource Management, Organisation, Employee Discipline. c. Consistency – As the hot stove burns everyone alike, any employee who performs the same undesirable act will be disciplined similarly.

This discipline is also known as Punitive, Corrective or Autocratic Discipline. It involves the use of techniques such as reprimands, fines, lay-offs, demotions, transfers and the like. The fear of punishment works as a deterrent in the mind of the subordinate. Every action taken requires auditing in due course to judge its efficacy, specifically in terms of –. It helps to discover the way of his action. Grievances are an informal approach to resolving conflicts. On the contrary when the. The fourth violation may attract dismissal of the employee concerned. It can also influence the behaviour of other staff. Insubordination, assault or threat to superior officers, defamation, making false complaint are all acts of indiscipline. A disciplinary action should therefore be evaluated in the term of its effectiveness after it has been taken. Thus, we see that each of these approaches has its own advantages and disadvantages. Hence, a better approach, known as positive approach, came into prominence, which is future-oriented and aims at solving the problems in consultation with employees in such a way that the problem does not arise again. The purpose of discipline is to punish those employees who violate the rules and regulations. Errors of judgement on the part of the supervisor or the top management; 16. Discipline is essentially an attitude of the mind, a product of culture and environment. This frequently involves threatening or invoking sanctions or penalties to correct, punish or deter staff from doing the ‘wrong’ things. Indiscipline.

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(ii) It is control gained by enforcing obedience. Each case should be treated keeping the specifics in view. The positive concept of discipline assumes a certain degree of self-discipline.

Under the act of negligence, an employee fails to give full care and attention on account of which the work becomes defective, and production suffers both in quantity and quality.

There are advantages to using progressive discipline, especially when it’s used in conjunction with a set of work rules (that are thoroughly communicated to employees) and an explanation of the disciplinary system. In it, violators of rules and regulations suffer penalties.

When? This feeling provides a sense of satisfaction, motivation, and commitment to the employees. Enhancing employee motivation and morale through a fair discipline system is the main aim of every organisation.

In fact, all efforts that are directed towards the maintenance of discipline must end-up with the accomplishment of organisational goals; in case it is not done the imposition of discipline will be of no beneficial. If you have made a mistake, be willing to admit it. It often leads to strikes, go-slows, and absenteeism, resulting in loss of production, profits and wages. Concept and Aspect 4. However, through objective and transparent disciplinary process, unions are made convinced about the fairness of the process and get their continued cooperation in the future in organisations. Positive discipline requires certain pre-requisites to be fulfilled: (i) The aim is to help and not harm to the employee, (ii) Communicate requirements of Job and rules to the employees, (iii) Performance standards to be fair and consistent from Job to job. In some organisations, instead of issuing a warning, if an act of indiscipline is committed, only a reminder about behaviour is issued. 1. Unions also exert considerable influence in the manner in which disciplinary action is administered. If the punishment is higher than it should be, it may encourage the violation of the same rule or another, if it is greater than it should be it may lead to a grievance. In most cases, management wishes to help the employee to overcome his difficulties. Where the superior is respected, he can expect tacit support. There are two aspects of discipline, positive aspect or negative aspect. Warning: It is more likely that disciplinary action will be interpreted as fair when employees receive clear warnings that a given violation will lead to a known discipline. Determine whether the employee was previously notified of the correct operating procedure and be able to provide documentation, if it exists.

Therefore, for effective discipline in an organisation, the following principles must be considered: 1.

Grievance subject matter might include wages, hours of work, working conditions, performance evaluations, merit raises, job assignments, reprimands, rules, regulations, and policies. Should it be a simple reprimand a financial or non-financial penalty? There is also the cost of management time required to defend the organisation. In “positive” discipline, there is willingness to comply that comes from the desire to cooperate in achieving the common goal of the organisation. Approaching discipline from this kind of a perspective has been proving increasingly ineffective. Actions, which may give rise to punitive disciplinary action, should be clearly identified together with the consequences that will be imposed if such behaviour is encountered. Employee discipline is critical in achieving organisational success. The third violation may result in two-week lay-off without pay and the record of the same to be kept in the employee’s file. It should be founded on leadership, loyalty, and love. The usual steps are: Immediacy: The more quickly the discipline follows the offense, the more likely the. The discipline management process can be described as a cyclical process comprising of the following steps: 6. 6. 12. (ii) What exactly is the nature of the violation of offence? Discipline in this sense refers to the development of the individual. The verb discipline is defined as “to bring under control” or “to train to obedience and order”. Most countries have laws designed to protect the rights of workers. Also, admission of mistake on the part of the offending party should be encouraged. (2) To promote morale and efficiency among the workers. It would depend upon examination of facts. No organization can afford indiscipline as it will affect the morale, motivation and involvement of employees. (ii) Whether the employee now has a desire to do right and the employee feels that the action was for his own betterment.

Psychological and sociological reasons, including misunderstanding, rivalry and distrust among workers and supervisors, an absence of fellow-feeling, a widespread sense of injustice, or apathy on the part of the management. Before uploading and sharing your knowledge on this site, please read the following pages: 1. It involves creation of an atmosphere in the organisation whereby employees willingly can form to the established rules and regulations. POSITIVE DISCIPLINE 1. Discipline Management Process 11. Image Guidelines 4. These steps are an oral reprimand, a written reprimand, a second written warning, temporary suspension and dismissal or discharge to comply the principle of ‘Natural Justice’. For example, while the first violation may attract an oral warning within 24 hours of return to work and a written record of the act to be kept in the file of the employee concerned, the second violation may invite written warn­ing which is to be kept in the employee’s file. It is force or fear which restrains an individual or a group from doing certain things which are deemed to be distractive for group objectives.

This kind of discipline ensures only the minimum performance on the part of employees, so that they may avoid penalties. The “divide and rule” policy of the management, as a result of which friction and misunderstanding are created among the employees which destroy their team spirit; 9.

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