Employee Discipline

Definition

According to Richard D. Calhoon,

Discipline is the force that
prompts individuals or groups to
observe
rules,
regulations,
standards and procedures deemed
necessary for an organization.

Contd

Ordway Tead, defines Discipline is the

orderly conduct ofaffairs by the members
of an organization who adhere to its
necessary regulations because they desire
to cooperate harmoniously in forwarding
the end which the group has in view, and
willingly recognize that, to do this, their
wishes must be brought into a reasonable
unison with the requirements of the group
in action.

Contd

Therefore
discipline
means
securing consistent behavior in
accordance with the accepted
norms of behavior. Simply stated,
discipline means orderliness. It
implies the absence of chaos,
irregularity and confusion in the
behavior of workers

Nature of Discipline

According to Megginson, discipline involves

the following three things.
Self-discipline implies that a person brings
the discipline in himself with a determination
to achieve the goals that he has set for
himself in life.
Orderly behaviors refers to discipline as a
condition that must exist for an orderly
behaviors
in
the
organization.

Contd

Punishment is used to prevent

indiscipline. When a worker goes
astray in his conduct, he has to be
punished for the same and the
recurrences of it must be prevented.
Discipline can either be positive or
negative.

Contd

Positive discipline involves creation of an

atmosphere in the organization whereby
employees willingly conform to the
established rules and regulations
Positive discipline can be achieved
through rewards and effective leadership.
Under negative discipline, penalties are
used to force the workers to obey rules
and regulations.

Symptoms of general
indiscipline

Change in the normal behaviors

Absenteeism
Increased grievances
Lack of concern for performance
Go slow
Disorderly behaviors
Lack of concern for job
Late coming etc

Causes Of Indiscipline

Unfair Management Practices:

Wage discrimination
Non-compliance with promotional policies and
transfer policies
Discrimination in allotment of work
Defective handling of grievances
Payment of low wages
Delay in payment of wages
Creating low quality work life etc.

Contd

Absence of Effective Leadership:

Results in poor management in the areas

of direction, guidance, instructions etc.

Communication Barriers:

Absence of humane approach on the part

of superiors result in frustration and
indiscipline among the workers.

Contd

Inadequate attention to personnel

Problems:

Delay in solving personnel problems develops

frustration among individual workers.

Victimization:
The management should not exploit the
workers. It is also in the long-term interest of
the management to take care of its internal
customers

Forms of indiscipline

Inconsistent behavior of an employee

deviation from the standard behavior.

and

Unsafe behavior of the employee.

Immoral action of the employee.

When employee is abusive, disturbs the peace

and is negligent towards his duties.

Approaches to discipline

Negative approach to discipline emphasizes

the punitive effects of undesirable behavior
Hot stove rule
a warning system
an immediate burn
consistency
impersonality

Contd
Progressive discipline
Sequence of penalties (severity vs.
frequency)
Each slightly more severe than the
previous

Contd

Positive approach emphasizes what could be

done to prevent undesirable behavior from
recurring vs. punishment/punitive approach
Positive discipline
future oriented
geared towards working with employees to
solve their problems so that it doesn't recur
treat employees as thinking adults

DISCIPLINARY PROCEDURE

Issue of charge sheet

Consideration of Explanation.
Suspension pending Enquiry.
Holding of Enquiry
Order of Punishment.

Discipline:
Common Outcomes

Written Reprimand

Permanent written record in personnel file

Monetary Fine
Temporary Reassignment

Change of responsibility and job title

Suspension without pay

Assault, theft, endangering others, antisocial

behavior

Resignation/Termination

An employee guilty of misconduct or incompetence

Considerations for
Appropriate Penalty

The employees knowledge of the rules

The history of the organizations

discipline practices

Implications for other employees

Considerations for
Appropriate Penalty

Seriousness of problem or breach

The duration of this and/or other
problems
The frequency and nature of the
problem
Consistency in the supervision of
employees
Extenuating factors related to the
problem

Principles of industrial
discipline

Understand the behavior of human

beings and of one self.
Lay down Code of Discipline in
consultation with those who are under
its jurisdiction and are concerned with
its application
Evaluate
and
appraise
Code
of
Discipline from time to time so as to
remove anomalies. If any.

Contd

Must be reasonable and simple.

Should lay greater emphasis on the
prevention of the breach of discipline
than on the administration of penalties.
Provide Judicious machinery preferably
internal to the organization for appeals
against, and review of, all disciplinary
actions

Contd

Ensure that its own conduct and policies do

not encourage breach of discipline.
Remove the cause responsible for indiscipline.
Appoint Disciplinary committee consisting of
the representatives of the workers and the
management to look into the cases of
indiscipline and suggest remedial measures.

Code of Discipline

Written in three parts:

The first part lays down a common set
ofrules for the management and the
union.

The second set of rules applies to the

management.

The third set of rules applies to the union

Management and Union Agree

That no unilateral action should be

taken in connection with any industrial
matter and that disputes should be
settled at appropriate levels.
That the existing machinery for
settlement of disputes should be utilized
with the utmost expedition.

Contd

That there should be no strike or lockout without

notice.
That affirming their faith in democrat principles, they
bind themselves to settle all future differences
disputes, and grievances by mutual negotiation,
conciliation and voluntary arbitration
That neither party will have recourse
Coercion
Intimidation
Victimization
Go-slow

Contd

The discipline policy would lay greater

emphasis on the prevention of the breach
of discipline than on the administration of
penalties. The approach to discipline
should be positive and constructive.
Judicious machinery preferably internal to
the organization should be provided
forappeals against, and review of, all
disciplinary actions.

Contd

The management should ensure that its own

conduct and policies do not encourage breach of
discipline. This will promote self-discipline
among the workers.
The managers should try to remove the cause
responsible for indiscipline.
A disciplinary committee consisting of the
representatives of the workers and the
management should be set up to look into the
cases of indiscipline and suggest remedial
measures.

Management agrees

Not to increase work-loads unless agreed upon or

settled otherwise
Not to support or encourage any unfair labor
practice such as:
Interference with the right of employees to enroll
or continue as union members.
Discrimination, restraint or coercion against any
employee because ofrecognized activity of trade
unions and
Victimization of an employee and abuse of
authority in any form

Contd

To take prompt action for settlement of grievances

and implementation of settlements, awards,
decisions and orders.
To display in conspicuous places the provisions
ofthis code in the local language(s).
To distinguish between actions justifying immediate
discharge and those where discharge must be
preceded by a warning, reprimand, suspension or
some form of disciplinary action and to arrange that
all such disciplinary actions should be subject to an
appeal through normal grievance procedures.

Contd

To take appropriate disciplinary action

against any officers and managers in
cases where enquiries reveal that they
were
responsible
forprecipitating
action by workers leading to indiscipline
To recognize the union in accordance
with the set criteria.

Unions agree

Not to engage in any form of physical

duress.
Not to permit demonstrations which are not
peaceful and not to permit rowdyism in
demonstrations.
That their members will not engage or
cause other employees to engage in any
union activity during working hours, unless
as provide for by law agreement or practice

Contd

To discourage unfair labor practices such as:

Negligence of duty
Careless operation
Insubordination
To take prompt action to implement awards,
agreements, settlements and decisions
To display at conspicuous places in the
union offices, the provisions ofthis code in
the local language (s); and

Contd

To express disapproval and to take

appropriate action against officebearers and members of the union
for indulging in action against the
spirit of this code.

Importance of Code

The code symbolizes the policy of the

Government to build up an industrial
democracy on voluntary basis.
It tries to preserve industrial peace with
the help of the employers and the
employees.
It is the basis of non-violent relations
between the union and the management.
It should be followed in letter and spirit.