Number: Discipline of Personnel & Mentoring NCM 119

Lecturer: Doc Garfin || 01/05/23

• To create an atmosphere of respect for the human
WHAT’S FOR TODAY? personality and human relations.
• DISCIPLINE • To increase the working efficiency and morale of
• AIMS AND OBJECTIVE employees so that their productivity is stepped up.
• PRINCIPLES OF DISCIPLINARY ACTION The cost of production brought down and the quality
• CAUSES OF INDISCIPLINE of production improved.
• ERRORS IN DISCIPLINING EMPLOYEES
• EFFECTIVE DISCIPLINE PRINCIPLES OF DISCIPLINARY ACTIONS
• CAUSES ON DICSIPLINARY PROCEEDINGS
• DEALING WITH DISCIPLINARY PROBLEMS ➢ Have a positive Attitude
• COMPONENTS OF DISCIPLINARY ACTIONS ➢ Investigate Carefully
• PENALTIES ➢ Be prompt
• EMPLOYEE BEHAVIOR MODIFICATION ➢ Protect Privacy
➢ Focus on the Act
➢ Enforces Rules Consistently
➢ Be flexible
➢ Advise the employee
➢ Take Corrective, Constructive Action
➢ Follow Up
CAUSES OF INDICIPLINE

➢ Employee Grievance
For quality care, order in the workplace must be observe, ➢ Faulty disciplinary action
especially the conduct of the health care providers. For this to ➢ Wrong or improper attitude
happen, a nurse manager need to control subordinates ➢ Wrong placement, remuneration or promotion
behavior by official disciplinary procedure. ➢ Lack of well defined code of conduct
➢ Divide and rule Policy
SELF-CONTROL ➢ An ill advised Supervisor
• Employee brings his or her behavior into agreement
with the institution’s official behavior code. ERRORS IN DISCIPLINING EMPLOYEES

MANAGERIAL ACTION ➢ Delay in administering discipline

• Is to enforce employee compliance with institution’s
rules and regulations.
DISCIPLINE
• A Latin word “disciplina” which means “learning,
teaching and growing”
• Defined as training or molding of the mind and
character to bring about desired behaviors.
• This also refers to working in accordance with certain
recognized rules, regulations and customs, whether
they are written or implicit in character.
AIMS AND OBJECTIVES OF DISCIPLINE
• To obtain a willing acceptance of the rules,
regulations and procedures of an organization to
obtain the organizational goals
• To impart an element of certainty despite several
difference in behavior patterns and other related
organizational changes.
• To develop among employees a spirit of tolerance
and a desire to make adjustments.
• To give and seek directions and responsibility.
➢ Ignoring rule violation in hope that it is an isolated
event
➢ Accumulation of rule violations, causing irritated
manager to blow up
➢ Administering sweetened discipline
➢ Failure to administer progressively severe sanctions
➢ Failure to document disciplinary actions accurately
➢ Imposing discipline disproportionate to the
seriousness of the offense
➢ Disciplining inconsistently
EFFECTIVE DISCIPLINE
➢ Condone the past offences
build an agreement on disciplinary rules
➢ Establish a disciplinary committee
➢ Get disciplinary issues investigated by HR or
Administrative department
CAUSES OF DISCIPLINARY PROCEEDINGS
I. ACTS

CORICOR, CUA, DACILLO 1

 Number: Discipline of Personnel & Mentoring NCM 119
Lecturer: Doc Garfin || 01/05/23
1. Acts amounting to crimes PENALTIES
E.g. 1. Verbal Reprimand
• Bribery 2. Written Repremand
• Corruption 3. Other Penalties:
➢ Suspension
• forgery of document
➢ Withholding increment
• theft of institution’s properties. ➢ Layoff
2. Acts amounting to misdemeanor ➢ Loss of privileges
E.g. ➢ Demotion
• Misbehavior ➢ Discharge
• Insubordination
• disobedience EMPLOYEE BEHAVIOR MODIFICATION
3. Acts amounting to misconduct • Reinforcement: the action of strengthening or
E.g. encouraging something
• Violations of conduct of rules or • Shaping: reinforcing successive approximations
standing order • Extinction: loosing a bad or good behavior
• Punishment: an aversive stimulus
II. OMISSIONS
TYPES OF PROBLEM EMPLOYEES
Eg.
1. Substance abusers
• Habitual late attendance 2. Angry or withdrawn employees
• Irresponsibility 3. Decreased productivity
• Negligence 4. Absenteeism
DEALING WITH DISCIPLINARY PROBLEMS
TERMINATING EMPLOYEES
• Needs employee counseling or coaching
1. Disciplinary Conference
2. Disciplinary letter
“Don’t be afraid of opposition. Remember, a kite rises against,
3. Model Standing Orders not with the wind.”
COMPONENTS OF DISCIPLINARY ACTIONS
• Codes of Conduct: The employee must be informed
of the codes of conduct. Agency’s handbooks, policy
manuals, and orientation programs may be use. Eg:
Employee Code of Conduct
• Autorized Penalties: The agency’s disciplinary
action program should indicate that the current
action is being administered without bias and is
directly related to the offense. Eg: Oral or Written
reprimand
• Records of Offenses and Corrective Measures:
The personnel record should clearly indicate the
offense, management’s efforts to correct the problem
and the resulting penalties.
• Right of Appeal: Formal provision for right of
employee appeal is a par of each disciplinary
program.

DISCIPLINE WITHOUT PUNISHMENT

➢ Demonstration of sincerity
➢ Allowing employee to take responsibility
➢ Enhance relationship

“Justice is better when it prevents rather than punishes with

severity.” -Legal Maxim

CORICOR, CUA, DACILLO 2