Discipline management and its impact on the performance of

employee in public sector organizations.

INTRODUCTION

Disciplinary procedures in organisations ensure productivity and efficiency. It

encourages harmony and cooperation among employees as well as acts as a morale booster

for them. In the organisation, ‘discipline’ refers to the state of an employee’s self-control and

effectiveness in his work. (Neeraj S., 2019, August 24). It indicates the development of

genuine teamwork. Besides, discipline is essential for a healthy industrial atmosphere and the

achievement of organisational goals. For a productive workplace environment and the

accomplishment of organisational goals, discipline is necessary. An organisation can

influence both positive and negative reinforcement of intended behaviour through a variety of

disciplinary management tools. The employment standard of conduct, rewarding positive

behaviour, penalising negative behaviour, and other indirect techniques of improving

confidence among employees are all ways that organisations might do this. An organisation's

discipline ensures productivity and effectiveness. Meanwhile, most organisations have

handled disciplinary matters in a way that produces hatred and conflict in the workplace. In

most situations, disciplinary procedures are implemented to punish rather than to correct.

Apart from that, the majority of the disciplinary proceedings are in violation of established

standards and procedures. These seriously impact the efficiency of disciplinary proceedings,

particularly in public organisations where law violations are common. This has made

disciplinary measures less effective and has always had some negative effect on the

organisation. Hence, all of the disciplines have their own impact on individuals, teams, or the

organisation. So, the procedures and rules need to be followed to ensure the effectiveness and

efficiency of the organisation.

CONCLUSION

In summary, A good disciplinary programme benefits both the employer and the

employee. It encourages employees in correcting any weaknesses in order to become a

valuable, contributing member of the workforce. Documentation developed as an outcome of

the disciplinary procedure can also help an employer protect itself in the event that a

termination or other not beneficial employment decision is required. It is helpful to think of

discipline as having several components which is issues that must be addressed before

administering discipline; disciplining methods, such as progressive discipline; how to provide

employees with an opportunity to respond to discipline, such as a grievance programme; and

laws pertaining to termination. Discipline is really important in the workplace. It ensures that

all employees function properly, which helps to maintain workplace professionalism.

Employees who follow to organisational rules will achieve achievement faster than those who

do not. Positive and negative discipline are the two main forms. Employee discipline tries to

help maintain trust and respect among supervisors, employees, and higher powers, increase

employee job performance, and promote employee morale and efficiency of work. When an

employee shows violence in the workplace, we require discipline. Employee discipline is

important because it corrects misbehaviour, which may benefit a business and safeguard its

image and personnel.