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Disciplinary Action

Disciplinary Action

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Published by Amrita Kaushal

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Published by: Amrita Kaushal on Jul 29, 2011
Copyright:Attribution Non-commercial


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Disciplinary Action


Orderliness, the opposite of confusion. It does not mean a strict & technical observance of rigid rules & regulations. It simply means working, cooperating & behaving in a normal & orderly way, as any responsible person would expect an employee to do. (Bremblett)

(Nirmal Singh) Employees should adhere to rules & regulations laid out by the organization to ensure order & discipline An employee is subjected to disciplinary action when he fails to meet some obligations towards his job or the organization. objectives etc.Discipline is employee self-control which prompts him to willingly co-operate with the organizational standards. rules. .

Aims & Objectives of Discipline To ensure & enable the employees to work in accordance with the rules & regulations of the organization The ensure that employees follow the organizational processes & procedures in spite of their different personalities & behavior To provide direction to the employees & fix responsibilities .

To improve organizational performance by improving the efficiency of each employee To maintain a sense of orderliness & conformity to organizational rules in the employees To maintain common feeling of trust & confidence in employees towards each other & towards the management .

Forms & Types of Discipline Self-imposed or Positive discipline/ Co-operative discipline/ Determinative discipline Enforced or Negative discipline .

constructive support.Positive Discipline If employees are motivated through rewards. reinforcement or approved personnel actions to conform to organizational rules and regulations Developing employees attitude & mindset Requires an efficient leader to motivate employees Concept of Self-discipline & Self-control are emphasized . appreciation.

an increment or loss of job Techniques like reprimands. demotions or transfers are used . fines.Negative Discipline Employees are forced to follow the rules & regulations of the organization by including fear in them Fear of loss of promotion. lay-offs.

E. violating safety regulations etc. stealing. negligence etc. can accumulate & result in serious problems. coming late to work. cheating.g. E. Major infractions: interfere with the orderly operation of the organization and affect the morale of the employees.Acts of Indiscipline/Misconduct Types of Disciplinary problems Minor infractions: acts of misconduct that cause very little harm but if neglected.g. .

g. E. use of alcohol/drugs at work. smoking in the workplace where inflammables are stored etc. Intolerable offences: are those that cause serious harm & damage to the organization. .

like attitude towards work Unpleasant relationships with supervisors/coworkers Ensured job security leading to relaxed approach . Reasons of attendance problems: Incongruence in employee & organizational goals Personality characteristics.Basic acts of misconduct or Indiscipline Attendance: misuse of leave facilities. tardiness & absenteeism.

On-the-job Behavior: any behavior that hampers the work or disturbs the performance of other employees. Reasons for such behavior: Lack of proper upbringing & education Work-related pressures & strained relationships General attitude & personality of the individual .

cheating.Dishonesty: stealing. working below potential etc. Reasons for dishonesty: Social & economic pressures Lack of proper upbringing & education Personality characteristics Biased & subjective performance evaluation systems . claiming a colleague¶s work. misusing organizational resources. spying.

Activities that are harmful for the organization: Unauthorized strikes Criminal activities Bad mouthing about the organization .

ineffective & closed door grievance redressal procedure . Strained relationship with superior or colleagues Improper or biased evaluation of individuals & their performance An inefficient. experience or aptitude: leads to frustration & de-motivation.Causes of Indiscipline & Misconduct Performing a job that does not suit qualification.

organizational policies & procedures Social & economic pressure (outside organization) .Loss of trust/confidence amongst employees or in management Lack of proper education & upbringing Improper or inconvenient working conditions Ambiguous work responsibilities.

Principles of Maintaining Discipline Rules & regulations should be framed with mutual coordination & acceptance of the management & employees Rules should be evaluated & updated from time to time Rules should be formulated based on nature of work & working conditions Rules should ensure an objective & unbiased analysis of the acts of indiscipline .

Employees should know the penalties of violation of rules Disciplinary procedure should ensure non repetition Disciplinary procedure should provide for analysis of rule or its violation The procedure should be available to employees Should be legal & humane .

Mc Gregor¶s Red Hot Stove Rule     Corrective action should be: Immediate Impartial Consistent Foreseeable .

Disciplinary Procedure: Various Stages Forming & issuing a charge sheet Considering the explanation Issuing the notice of enquiry Holding a full fledged enquiry Final order of action Follow-up .

Negative feedback: feedback is given only when performance is unsatisfactory 1. . Techniques: Punitive discipline: instilled through fear.Approaches to Discipline Incorrect discipline Refers to the usage of improper & incorrect measures to enforce discipline in the organization. 2.

3. Late intervention: manager ignores the problem & allows it to continue Labeling employees & not behavior Misplaced responsibility . 4. 5.

Preventive Discipline Employees are managed in a way that prevents undesirable behavior or misconduct Proactive approach Employee satisfaction Environment of job satisfaction & trust. Characteristics: While selecting employees: employee & organizational goal congruence should be assured 1. .

3. 4. 5.2. Training & development of employees Management should clearly state the disciplinary procedure & clear all doubts Constructive feedback to employees Open door policy: open communication .

Positive Discipline An approach in which unsatisfactory behavior of employees is corrected through the support & positive attitude of the managers Facilitates problem solving in people oriented approach Employees are made to realize their mistakes through constructive feedback They are helped to overcome their shortcomings with support from management .

procedures & rules Communicate the performance expected & the penalties for violation Collecting concrete data about any disciplinary violation Administering progressive discipline Administering corrective counseling .Steps in the process of positive discipline Responsibility for ensuring discipline Communicating organizational policies.

Types of disciplinary action Verbal warning Written warning Suspension Demotion Pay cut Dismissal .

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