Discipline And

Disciplinary Action
Department of humanities and social sciences
National Textile University, Fsd

Discipline is the bridge between

goals and accomplishment

Social control refers generally to societal and political

mechanisms or processes that regulate individual and
group behaviour in an attempt to gain conformity to the
rules of a given society, state, or social group.

Two Kinds of Control

Formal means of social control

External sanctions enforced by government to prevent

the establishment of chaos or anomie in society.
Informal means of control
Internalisation of norms and values by a process known
as socialization.

Socialization is the process by which human infants begin to

acquire the skills necessary to perform as a functioning member of
their society, and is the most influential learning process one can
experience.

Discipline
The word discipline is derived from a Latin word

disciplina meaning teaching, learning and growing.

A process of controlling one's behavior and actions, either
through self-motivation or through teaching and
punishment.
Discipline is defined as a force that pushes individuals and
groups to observe rules, regulations, systems, processes
and procedures which are considered to be necessary for
the effective functioning of an organization.
Discipline means securing consistent behaviour in
accordance with the accepted norms of behaviour.

Why is discipline required?

Discipline is important in the workplace because it helps

supervisory personnel ensure that employees adhere to

established company rules and policies.
It allows them to correct unacceptable behaviour and
maintain good conduct in the company.
If organisations did not have discipline and rules about the
way their employees should behave, then quite simply
they would be free to do anything they wanted
targets would not be met
work would not be completed
the workplace would be more like a zoo than a productive
environment.

Objectives Of Discipline
To obtain

a willingness of the rules and

regulations of an organization so that goals may
be attained.

To develop among the employees a spirit of

tolerance and a desire to make adjustments.

To give responsibility and direction
To increase working efficiency
To eliminate non-productive workers

Types of Discipline
Two types of discipline
Positive discipline
Negative discipline

Positive Discipline
Positive discipline is a policy that

attempts to handle employee

problems in a non punishment
manner.
The goal is to retain a productive

employee rather than to punish

and eliminate a bad employee

POSITIVE DISCIPLINE
It focuses on forming a trusting relationship between

workers and managers and using rewards for behavior

to correct discipline problems rather than punishing
harshly.
Positive discipline promotes cooperating and
coordination with a minimum of formal organization.
It reduces the need for strict supervision required to
maintain standards and observe rules and regulations.

Negative Discipline
Under negative discipline, penalties are used to force

the workers to obey rules and regulations.

A potential negative discipline situation occurs when
rules are disobeyed or when they are clearly accepted
reluctantly.
It is conflictive by nature
and is damaging to group
harmony

Discipline Line
The first step is to establish and maintain a reasonable , but firm

discipline line.
It is essential to set a discipline line that must be achievable and
effective in the real world. The key success factors are :
Consistent
Well communicated
Reasonable and justifiable
Flexible

Principles Of Discipline
Disciplinary action should not be taken unless

there is an obvious necessity for it. Have all the

facts, know just what you want to do, and where
necessary, secure approval in advance on any
proposed action.
The reasons for disciplinary action should be made
clear.
Give the man a chance to present his side of the
story, and do not argue.
There should be no favoritism or discrimination in
any disciplinary action.

Principles
Reproof or reprimand should be given as soon as

possible after the occurrence of the act.

Forgive and forget.
The discipline that is inflicted must be just, but
sufficiently severe to meet the requirements of the
situation.
Disciplinary measure should be applied by the
immediate supervisor of the employee affected, rather
than by some other higher executive.

Approaches to discipline
Human relation approach: the employee is

helped to correct the deviations.

Human resources approach: employee is
treated as resource and the indiscipline is
considered as failure in area of development,
maintenance and utilization of resource.
Group discipline approach: the group as a
whole sets rules of discipline and punishment.
Leadership approach: every supervisor
administers the rules of discipline, also guides,
trains and controls subordinates.


Judicial approach: cases are dealt on the basis of

legislation and court decisions.

Indiscipline
Indiscipline refers to

Failure to follow law, rule, regulation,

directive, instruction, or order.

bad behavior and unwillingness

To obey order.

policy,

CAUSES OF INDISCIPLINE
Unfair Management Practices:

Management sometimes indulges in unfair practices

like:
Wage discrimination
Discrimination in allotment of work
Defective handling of grievances
Payment of low wages
Delay in payment of wages
These unfair management practices gradually result in
indiscipline.

CAUSES
Absence of Effective Leadership:

Absence of effective leadership results in poor

management in the areas of direction, guidance,
instructions etc. This in turn, results in indiscipline.
Communication Barriers:
Communication barriers and absence of humane
approach on the part of superiors result in frustration
and indiscipline among the workers.

CAUSES
Defective Supervision:

Supervisor is the immediate boss of the workers and

many disciplinary problems have their in faulty
supervision. The attitude and behavior of the
supervisor may create many problems.
Inadequate attention to personnel Problems:
Delay in solving personnel problems develops
frustration among individual workers.


Victimization
Victimization of subordinate also results in indiscipline.
The management should not exploit workers.

Disciplinary Action Procedure

A Disciplinary Action is an act or procedure as defined in Standing
Order which is initiated by the complainant authority after receiving
specified complaint of any kind of misconduct.
1)

The manager or other officer authorized should give to the

employee a charge sheet clearly setting forth the misconduct
charged & the circumstances appearing against him & requiring
his explanation.

2) The employee shall be given for submitting his explaination a

period of atleast 24 hours if he is charged with the minor
misconduct & at least 72 hours if he is charged with a major
misconduct.
3) An employee shall be allowed to defend by himself for the
representative of the employee , if he so desires.

4) If he admits the charge against him the employee shall be permitted to

produce witness in the defense & cross examination any witness on
whose evidence the charge rests.
5) An order of punishment shall be in writing & shall be issued over the
signature of the manager or other officer authorized under standing order.
6) A copy of the order passed awarding the punishment shall be given to the
employee.
7) In case of an employee other than the one belonging to the clerical,
technical or supervisor staff the manager can suspend him pending
enquiry in to an alleged major misconduct for the period not exceeding 4
days.
8)

The manager may suspend clerical , Technical or supervisory employee

for the period of 3 months pending enquiry into the major misconduct
alleged against him.

9) The order of suspension shall be in writing & may take effect immediately on
communication thereof to the employee. If the action is taken within a period of
6 months then the amount of wages for the period of suspension shall be
payable in full.
Note : No punishment shall be imposed on the employee unless proved guilty of
misconduct in an enquiry.
If on enquiry, the order is confirmed or the period of suspension reduced the
employee shall be deemed to be absent from the duty for the period of
suspension & shall not be entitled to any wage for such period. If however , the
order is rescinded the employee shall be deemed to be on duty during the full
period of suspension & shall be entitled to the same wages as he would have
received if he had not been suspended. Provided that if the enquiry is not
complete with in 4 days from the date of submission of explanation, the
employee shall be entitled to the full wages until the completion of the enquiry
from the date of submission of his explanation.