Disciplinary Action:

Severity of progressive discipline

Written warning Verbal

written warning

suspension

dismissal

Type of Problem
Attendance

Infraction
Tardiness Unexcused absence Leaving without permission Malicious destruction of Gross

On-the job behaviors

organizational property insubordination Carrying a concealed weapon Attacking another employee with intent to seriously harm Intoxicated on the job/substance abuse Sexually harassing another employee Failure to obey safety rules Defective work Sleeping on the job Failure to report accidents Loafing Gambling on the job

Fighting Horseplay

Dishonesty
employment record anothers timecard defective work Subversive activity

Stealing Deliberate falsification of Clock-punching Concealing

Outside activities
activities garnishment competing company

Unauthorized strike activity Outside criminal Wage Working for a

Executive summary

Discipline is always viewed negative by nature. Discipline management is a system of rules of conduct or method or practice, which is used by an organization, to develop the behavior of the employees, especially to selfcontrol for the purpose of achieving the organizational goals and objectives efficiently and effectively. Employees of an organization are expected to conduct themselves on accordance with the organizations rules and standards of acceptable behavior, Employees who cannot be motivated to maintain such discipline require some degree of extrinsic disciplinary action, he primary objective of disciplinary management is to motivate an employee to conform to the organizations performance standards. The disciplinary problems faced by the HR managers can conveniently classified into four broader categories- 1) improper attendance, 2)inappropriate on the job behavior ,3)unexpected off the job behavior, 4)dishonesty. The degree of discipline action has a high positive correlation with the severity of the misconduct. Based on the severity of the of indiscipline an HR manager can handle the problem by beginning with oral warning followed by dismissal. Before taking any disciplinary action management should follow disciplinary procedure and consider a good number of factors. However disciplinary action should be corrective, progressive, and impartial in order to rectify the undesirable behavior. In outline, the exercise of discipline management ensures organizational development by augmenting performance, positive on the job and off the job

behavior, motivating disciplined employee, honesty and integrity of the employee, self-discipline and control

To realize the present scenery of discipline management in Bangladesh. To get a picture of problems and prospects of discipline
management.

To provide some potential solution of these problems. Finally to shorten the gap between the theoretical and practical knowledge of business.

DISCIPLINE MANAGEMENT DISCIPLINE

Positive view

Negative view

Positive discipline

Self-discipline and Control

Negative Discipline

Progressive Discipline