Discipline

in Nursing
 INTRODUCTION
One method by which a nurse manger can
control subordinates behaviour is to invoke
official disciplinary procedure.
 Discipline can be self-control by which an
employee brings his or her behaviour into
agreement with the agency‘s official
behaviour code, or it can be a managerial
action to enforce employee compliance
with agency rules and regulations
 MEANING
Itis derived from the Latin word
“disciplina” it means “learning, teaching
& growing”
  DEFINITION
Discipline is defined as a training or
moulding of the mind and character to
bring about desired behaviours.
Discipline 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 increase the working efficiency and

morale of the employees
 To create an atmosphere of respect for the
human personality and human relations
 To give and seek direction and
responsibility
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 To develop among the employees a spirit of
tolerance and a desire to make adjustments
 To impart an element of certainty despite
several differences in informal behaviour
patterns and other related changes in an
organization
To obtain a willing acceptance of the rules,
regulations and procedures of an organization
so that organizational goals can be achieved
PRINCIPLES OF DISCIPLINE
 It must be implemented through love
 Disciplinary guide lines should be in harmony
with the ultimate goals of education
 It should be primarily positive
understanding not through fear & It should
ensure equal justice for all, respects for the rights
constructive & Disciplinary policies
Discipline is not the end, it is rather a means for
successful implementation of educational
programme
 PRINCIPLES OF DISCIPLINE
Dignity of an individual, and humanitarian
approach towards all & Discipline is something
that the teacher helps students to attain, not
something that the teacher maintains
The approach of discipline should be to place
increasing responsibility on the student in terms
of his own choices, purposes and behaviour as
he grows up
procedures should be first preventive, then
corrective but never retributive
Sending a student to the head of the institution should be
the last resort for a teacher. It should be done when no
other way is left
 As far as possible, do not let disciplinary measures
interfere with other developmental opportunities. Never
banish a student from the classroom, if possible; if you
feel isolation is necessary, try to let it be within the
classroom
 Avoid collective punishment
 It should essentially relate the act of misconduct to the
act of correction. Make sure that the student understands
the point of correction; otherwise it will be futile. If the
disciplinary correction does not contribute to the
development of student, it is meaningless
 As much as possible, disciplinary conversations should
be held in private
APPROACHES OF
DISCIPLINE
Constructive v/s destructive discipline
Enforced discipline approach
 Self controlled discipline approach
 Positive discipline approach
Developmental approach
Traditional approach
 Causes of indiscipline
 Divide
 Lack of well defined code of conduct
 Wrong placement, remuneration or
promotion
 Wrong or improper attitude
 Faulty disciplinary action
 Neglect or deference of students
employee grievances
Rule policy
 ERRORS IN DISCIPLINIG
The frequent errors encountered while disciplining the
employees are:
 Disciplining
 Imposing discipline disproportionate to the seriousness of
the offense
 Failure to document disciplinary actions accurately
 Failure to administer progressively severe sanctions
 Administering sweetened discipline
 Accumulations of rule violations, causing irritated
manager to ―blow up
 Ignoring rule violation in hope that it is an isolated event
 Delay in administering discipline
 EFFECTIVE DISCIPLINE

Get disciplinary issues investigated by the

human resources management or
administrative
Establish a disciplinary committee
 Build an agreement on disciplinary rules
Condone the past offences
 Disciplinary proceedings enquiry in
management
•The first clause of the article contains the
guarantee that no civil servant shall be dismissed
or removed by an authority subordinate to that by
which he was appointed.
The second clause guarantees to him a
reasonable opportunity of defence on the charges
against him, supplemented by a second
opportunity of showing cause why such a
punishment should not be imposed on him, if
after enquiry it is proposed to dismiss or to
remove or to reduce him in rank.
 PRINCIPLES OF DISCIPLINARY
ACTION
Take corrective, consistent action
 Follow up
Advise the employee
 Be flexible
Enforce rules consistently
 Focus on the act
Protect privacy
 Be prompt
 Investigate carefully
 Have a positive attitude
 CAUSES OF DISCIPLINARY
PROCEEDINGS
1. Acts amounting to crimes
E.g.. Bribery, corruption, forgery of
documents & theft of government property
2. Acts amounting to misdemeanour
E.g.. Misbehaviour, insubordination,
disobedience
 3. Acts amounting to misconduct
E.g.. Violation of conduct rules or standing
orders B. Omissions E.g.. Habitual late
attendance, irresponsibility, negligence.
DEALING WITH DISCIPLINARY
PROBLEMS
1. DISCIPLINARY CONFERENCE
2. DISCIPLINARY LETTER
3. MODEL STANDING ORDERS
Components of a disciplinary action
program codes of conduct :
The employees must be informed of codes of conduct.
Agency handbooks, policy manuals, and orientation programs
may be used. Eg. Employee code of conduct.
AUTHORISED 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. (Oral / Written repriment)
 RECORDS OF OFFENCES 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 part of each disciplinary action program
 OTHER PENALTIES
Warning Fines may be charged for offences such as
tardiness.
Loss of privileges might include transfer to a less
desirable shift and loss of preference for assignments.
Demotion is a questionable solution. It creates hard
feelings which may be contagious and more likely
places offenders in a position for which they are
overqualified
.Suspension: for a period of time
Withholding increment
Termination(Discharge & Dismissal)
permanent termination of services.
STAGES OF DISCIPLINARY PROCEEDING
ENQUIRY FOR MAJOR PUNISHMENT
1. Preliminary enquiry
2. Decision to start formal departmental enquiry
3. Suspension
4. Charge sheet and its service
5. Appointment of enquiry officer
 6. Written statement of defence
 7. Recording of evidence by the enquiry officer
8. Personal hearing of charged official
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9. Report of enquiry officer
10. Show cause notice by the disciplinary authority
 11. Reply to show-cause notice and decision
thereon
12. Review of punishment order
13. Appeal or revision
14. Reinstatement and restitution
15. Show-cause notice against withholding of
emoluments for suspension period in the case of
reinstated
Thank
you