UNIT III

EMPLOYEE
and Future of a Sound Disciplinary
DISCIPLINE
System

PA6: Human Resources

and Development
Group 3 Presentation
 What is
Discipline?
Discipline means systematically conducting the business by the organizational
members who strictky adhere to the essential rules and regulations. These
employees/organizational members work together as a team so as to achieve
organizational mission as well as vision and they truly understand that the
individual group aims and desires must be matched so as to ensure
organizational success.
Discipline is viewed from
two angles/dimension
Positive
Discipline:
Positive Discipline implies
discipline without punishment.
The main aim is to ensure and
encourage self-discipline
among employees. The
employees in this case identify
the group objectives as their
own objectives and strive hard
to achieve them.
Negative
Discipline:
Employees adhere to rules and
regulation in fear of
punishment which may be in
form of fines, penalties,
demotions or transfers. In this
case, the employees do not
perceive organizational goals as
their own goals.
 Characteristics of a
Sound Disciplinary System
Immediate Impersonal
Just as when you touch a red Just as a person is burned
hot stove, the burn is because he touches the red hod
immediate, similarly the stove and not because of any
penalty for violation should be personal feelings.
immediate.

Consistent Prior warning and notice

Just as a red hot stove burns
everyone in same manner;
likewise, there should be high
consistency in a sound
disciplinary system.
Just as an individual has a
warning when he moves closer
to the stove that he would be
burned on touching it.
Types of
Penalties
Misconduct/Indiscipline
• Major penalties – This includes demotion, dismissal, transfer,
discharge, withholding increments, etc.
• Minor penalties – This includes oral warning, written warning,
fines loss of privileges, etc.
Effective Ways of
Handling Grievance
Grievance may be a genuine or imaginary
feeling of disatisfaction or injustice which an
employee experience about his job and it’s
nature, about the management policies and
procedures. It must be expressed by the
employee and brought to the notice of the
management and the organization.
Grievance may result from
the following factors
● Improper working conditions such as strict
production standards, unsafe workplace, bad
relationship with the managers, etc.
● Irrational management policies such as
overtime, transfers, demotions, inappropriate
salary structure, etc.
● Violation of organizational rules and practices
 The managers should adopt the following
approach to manage grievance effectively
● Quick action – As soon as the grievance arises, it should be
identified and resolved.
● Acknowledging grievance – The manager must acknowledge the
grievance put forward by the employee as manifestation of true
feelings of the employees
● Gathering facts – The managers should gather appropriate and
sufficient facts explaining the grievance’s nature.
● Examining the causes of grievance – The actual cause of
grievance should be taken to prevent repetition of the grievance
 The managers should adopt the following
approach to manage grievance effectively
● Decision Making – After identifying the cause of grievance,
alternative course of actions should be thought of to manage the
grievance
● Execution and Review – The manager should execute the decision
quickly, ignoring the fact, that it may or may not hurt the employees
concerned.
“An effective grievance procedure ensures
an amiable work environment because it
redresses the grievance to mutual
satisfaction of both employees and the
managers.
Revised Rules on
Administrative
Cases in the Civil Service
GENERAL PROVISION

Rule 1. Rule 2.
Applicability and Jurisdiction and Venue of
Construction Actions
DISCIPLINARY CASES

Rule 3. Rule 4.
Complaint Preliminary Investigation

Rule 5. Rule 6.
Formal Charge Answer
DISCIPLINARY CASES

Rule 7. Rule 8.
Preventive Suspension Formal Investigation

Rule 9.
Decision
PENALTIES

Rule 10.
Schedule of Penalties
REMEDIES

Rule 11. Rule 12.

Settlement in Appeal in Disciplinary
Administrative Cases Cases

Rule 13. Rule 14.

Petition for Review Removal of
Administrative Penalties
or Disabilities
CONTEMPT OF THE COMMISSION

Rule 15.
Procedure for Contempt
NON-DISCIPLINARY CASES

Rule 16. Rule 17.

Invalidation or Protest
Disapproval of
Appointment

Rule 18. Rule 19.

Correction of Personal Dropping from the Rolls
Information in the
Records of the
Commissions
NON-DISCIPLINARY CASES

Rule 20. Rule 21.

Extension of Service Accreditation of Service

Rule 22. Rule 23.

Request to Declare Remedies is Non-
Position as Disciplinary Cases
Non-Career/Career
MISCELLANEOUS PROVISION

Rule 24.
Fees and Other Matters
THANK YOU! GOD BLESS

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