DISCIPLINE?

The degree to which employees act

according to expected standards of
behavior.
It is the procedure which rules are observed
and standards are maintained.
It viewed with fear in the organization.
Training that corrects, control gained by
enforcing obedience, punishing(Webster's
dictionary)

DISCIPLINE:OBJECTIVES
To gain willing acceptance of the rules,
regulations, standards and procedures of the
organization from the employees.
To develop the feeling of co-operation among
the workers.
Give and seek direction and responsibility.
DISCIPLINE:ASPECTS
1. POSITIVE ASPECT
2. NEGATIVE ASPECT
POSITIVE ASPECT

Policy that attempts to handle employee
problems in a non punishment manner.
Retain a productive employee rather than to
punish and eliminate .
Forming trusting relationship between
workers and managers.
NEGATIVE ASPECT
Way to reduce undesirable behavior, and
increase desirable behavior by punishing
employees.
It occurs when rules are disobeyed.
Damages the group harmony.
1. Knowledge of rules.
2. Prompt action.
3. Fair action.
4. Well-defined
procedure.
5. Constructive
approach.
DISCIPLINE:
ESSENTIALS
HOT-STOVE RULE
It was first introduced by Douglas
McGregor.
It uses the familiar characteristics of a red
hot stove to highlight four guiding
principles,
I. Immediate
II. Warning
III. Consistent
IV. Impersonal
CODE OF DISCIPLINE

1. no lock-out or strikes without due notice.
2. No deliberate damage should be caused to
plant or property.
3. Awards and agreement, which are likely to
destroy coordinal industrial relations, should
be avoided.
4. No unilateral action should be taken in
connection with any industrial matter.

PENALTIES/PUNISHMENT

MINOR PENALTIES

MAJOR PENALTIES

MINOR PENALTIES
Oral warning
Written reprimand
Loss of privileges
Fines
suspension
MAJOR PENALTIES
Withholding
Demotion/stopping promotion
Dismissal
DISCIPLINARY
ACTION:
PROCEDURE
1) Preliminary investigation
2) Suspending pending
enquiry (if needed)
3) Notice of enquiry
4) Conduct the enquiry
5) Recording of findings by
the enquiry officer
6) Issue of a charge sheet
7) Awarding punishment
R0LE OF HR MANAGER IN
EFFECTIVE DISCIPLINE
He must have interest in the welfare of each
employee
He must NOT take disciplinary action unless it
is a must
He must give a fair chance to the worker to
defend himself

any dissatisfaction or feeling of
injustice in connection with ones
employment situation that is brought to
the notice to the management
Dale S Beach
a grievance is a any discontent or dissatisfaction
whether expressed or not, whether valid or not
,arising out of anything connected with the
company which an employee thinks, believes or
even feels to be unfair, unjust or inequitable

Michael J Jucious
Any form of dissatisfaction
Dissatisfaction must arise out of employment
Discontent can arise out of real or imaginary
reasons
Discontent may be voiced or unvoiced
Grievance is perceived non-fulfillment of ones
expectation
Arises due to working condition
Arises from management policy
Arises from Alleged violation
Arises due to personal maladjustment

On production
Low quantity of production
and productivity
Increase in wastage
Increase in production cost
On the employees
Increased absenteeism
and turnover
Reduced level of
commitment, sincerity
and punctuality
Increased incidence of
accidents
Reduced level of
employees morale
On the managers
Strained superior-subordinate
relations
Increased degree of
supervision, control and follow
up
Increased indiscipline cases
Increased unrest

Observation
Gripe boxes
Open-door policy
Exit interviews
Opinion-surveys

Legal Sanctity
Acceptability
Simplicity
Promptness
Training
Follow-up
Present grievance to the officer designated by
management answer with 48 hours
Present grievance to the head of department-answer
within 3 days
Present grievance to the grievance committee-answer
with 7 days, final decision of the management is
communicated within 3 days after the receipt of the
grievance committee recommendation
Appeal to management-answer within 1 week
Refer grievance within 1 week to voluntary
adjudication
Treat each case important and get the grievance
in writing.
Talk to the employee directly. Encourage him to
speak the truth . Give him a patient hearing.
Discuss in a private place. Ensure confidentiality,
If necessary
Handle each case within timeframe.
Examine company provisions in each case
Get all related facts about the grievance.
Examine the personal records of the aggrieved
worker.Visit the work area . Find out where
the things have gone wrong and who is at fault.
Gather the information from the union
representative, what he has to say. Give short
replies uncovering the truth as well as
provisions. Treat him properly.
Control your emotions, your remarks and
behavior.
Maintain proper records.
Disciple as well as
grievance procedure is
very important as
concerned to an
organization for the
increase in productivity
and the achievement of
organizational goals.