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ON

DISCIPLINE & GRIEVANCE MANAGEMENT

SUBMITTED TO:

BY:

Mrs. Rashmi Bhatia

PRESENTED

Karan Kapoor Hemendra Rastogi Manish Jain Ankur Mishra Ashish Sinha

 Discipline Management Types Of Discipline Cause Of Indiscipline Maintaining Discipline  Grievance Management Cause Of

Discipline Management Types Of Discipline Cause Of Indiscipline Maintaining Discipline

Grievance Management Cause Of Grievance Grievance Procedure

-Steps in Grievance Procedure -Features of good Grievance Procedural

“Discipline in aboard sense means orderliness- The opposite if confusion. It simply means working, cooperating and

“Discipline in aboard sense means

orderliness-

The opposite if confusion. It simply means working, cooperating and behaving in normal and orderly way, as any responsible person would except and employee to do”.

 Positive Discipline  Negative Discipline

Positive Discipline

Negative Discipline

Point Negative Discipline Positive Discipline Concept It is adherence to estd norms & regulations, out of

Point

Negative Discipline

Positive Discipline

Concept

It is adherence to estd norms & regulations, out of fear of punishment

It is the creation of a conducive climate in an org so that emp willingly confirm to the estd rules

Supervision

Requires intense supervisory control to prevent emp from going off the track

Emp exercise self control to meet org obj

Conflict

Emp do not perceive the corporate goals as their own

There is no conflict between individual & org goals

 Environmental Factors  Organizational Factors  Individual Factors

Environmental Factors

Organizational Factors

Individual Factors

 To obtain a willing acceptance of and  adherence to organizational rules, regulations, and procedures

To obtain a willing acceptance of and

adherence to organizational rules, regulations, and procedures for performing the jobs effectively. To bring unpredictable behaviours of

people in conformity to expected ones so that their behaviours become more predictable. To develop tendency among the employees for greater tolerance and adjusments.

 To create a sense of respect for human being in the organization and to create

To create a sense of respect for human being in the organization and to create better superior-subordinate relations. To create the conducive work environment so as at facilitate increased productivity effectiveness.

“A grievance is any discontent or dissatisfaction, whether expressed or not whether valid or not, arising

“A grievance is 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 unequitable.”

 Wages & working conditions  Supervision  Management policies & practices  Maladjustment of employee

Wages & working conditions

Supervision

Management policies & practices

Maladjustment of employee

“A grievance procedure is a problem solving, dispute settling machinery which has been set up following

“A grievance procedure is a problem solving, dispute settling machinery which has been set up following an agreement to that effect between labour and management. It is the means by which a trade union or an employee makes & processes his claim that there has been a violation of the labour agreement by the company.”

 Identify grievances  Define correctly  Collect data  Analyze & solve  Prompt redressal

Identify grievances Define correctly Collect data Analyze & solve Prompt redressal Implement & follow up

 Acceptability  Simplicity  promptness

Acceptability

Simplicity

promptness

 Discipline On jan 20,1994 babbir singh was hired as a mechanic for a large national

Discipline On jan 20,1994 babbir singh was hired as a mechanic for a large national automobile service station in Mumbai .babbir was to do routine preventive maintenance on thecars that were leased out to various local firm from time to time.when he first commenced his job he was schedule to check on the time clock at 7am.on july 25,1995 babbir’s supervisor rajinder called him to his office and said ,”babbir,I have noticed during that you have been late for several time.since you were confirmed in service about six months back,you have not been reporting to work at time .what can I help you get here on time ” Babbir replied “it would be awfully nice if you permit me to come at 8 instead of 7a.m since I have to travel more than 60kms to report for work daily . ”

Rajinder then said “babbir,I am highly pleased with your work performance, so it does not matter much ,if your work day begins at 8a.m ” During the month of aug 1995 ,babbir was late eight times.another meeting took place between the two,similar to the one at the end of july .as a result of it,babbir’s starting time was changed to

9a.m

On jan 10,1996,rajinder posted the following notice on the display board”any employee late for work more than thrice in one particular month is subject to termination.” On feb 20,1996,rajinder called babbir into his cabin and gave him letter that read- “during feb20, 1996 you have late for the work for more than three times .if this behaviour continues,you are subject termination.”babbir signed the letter to acknowledge that he had received it.

In april 1996,babbir was again late eight times offering various excuses as usual. Iin may and june months that followed,more or less,the some behaviour continued.on august10,1996 rajinder informed babbir that he had been fined for his tardiness.he also mentioned that evry wordoflaw has been scrupulously observed before taking the harsh step.babbir then,recollecting having signed some letter issued by rajinder previously . On aug19,1996 babbir came in with his union representative and demanded that he got his job back .babbir ,this time raised his violent demand on the information that another woman,radhika by name ,working stores division ,was late as many time or more he was.

Babbir further alleged that rajinder was punching the time clock for this woman because rajinder was having an ‘affair ’with her.the union representative meanwhile

intervened and

told

that nearly six people in the

company had agrred to testify to this effect –under oath.the union representative then said ,”rajinder,rules are for everyone you cant let one person break a rule

and penalize someone else for breaking the same rule.moreover,in babbirs case you have not followed the rules mentioned in the act.you have also not

informed the union before

babbir .we will bw

fighting the issue on other grounds as well .it’s

better,you agree to take back babbir