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EMPLOYEE

DISCIPLINE

SUBMITTED TO: SUBMITTED BY:


Prof. Monika Jyotsana
Jindal M.Com. -3rd
7830
ROADMAP OF
PRESENTATION
Discipline & Employee Discipline
Meaning of discipline
Aspects of Discipline
Objectives of Discipline
Code of Discipline
Principles
Indiscipline
Approaches to act of indiscipline
Dealing with Misconduct
Guidelines of disciplinary action
McGregor Hot Stove Rule
Discipline is the bridge
Between Goals & Accomplishmen
DISCIPLINE
Discipline may be considered
the force that promotes individuals or
groups to observe rules, regulations
and procedures that are necessary
for the attainment of an objective.
Discipline & Employee
Discipline
Discipline Expected and accepted
behaviour with in the organisation

Employee Discipline- Behaviour


expected by the employer or the
organisation
DEFINITION
According to Bremblett, discipline
does not mean a strict and
technical observance of rigid
rules and regulations. It simply
means working, co-operating
and behaving in a normal and
orderly way, as any responsible
person would expect an
employee to do.
MEANING
ASPECTS OF
DISCIPLINE
POSITIVE ASPECT: aims to help the
individual in moulding his bahaviour and
developing him in a corrective and
supportive manner.

NEGATIVE ASPECT: Disciplinary


programme forces the employees to obey
orders and function in accordance with the
set rules and regulations through warning ,
penalities and other forms of punishment
CODE OF DISCIPLINE
The problem of industrial discipline
was debated by the Indian Labour
Conference held in 1957 and noted
the alarming record of breech of
discipline by employees and
employers
A code of discipline drafted by the
sub-committee which would be
acceptable to all. It became
operative from 1st june, 1958
OBJECTIVES OF
DISCIPLINE
To obtain willing acceptance of rules, regulations
and procedures of an organisation so that
organisational objectives are achieve
To give and seek direction and resposibility
To create the feeling of tolerance and desire to
make adjustments.
To create favourable atmosphere to develop
respect for human beings and human relatons
To increase the working efficiency and the
morale of the workers
To develop workers for maximum production at
minimum cost
PRINCIPLE
S
There should be no strike or lockout without proper
notice
Rules so framed should be same for all employees
Rules and measures should be evaluated and
updated at regular intervals
No deliberate damage should be caused to a plant
or property
Acts of violence, intimidation, instigation should not
be resorted to.
Awards and agreements should be speedily
implemented
Any action which disturbs cordial industrial
relations should be avoided.
INDISCIPLINE

Causes of indiscipline can be :-


Related to the workers
Related to the socio-cultural factors
Related to work environment
Related to bad management practices
According to Indian Engineering
Association Kolkata

An action or type of behaviour can


be defined as misconduct if it is prejudicial
to the interest of the employer and other
employees, in conduct and incompatible
with the norms set for discharging duties,
unsafe, undesirable or unfaithful amounting
to insubordination to such a degree that it
becomes incompatible to continue
employer, employee relationship.
Acts of Misconduct
Willful, disobedience
Theft
Taking
Habitual
Causing or
Fraud,
damage
indiscipline,
giving Bribe
to any
breech
property
of any
of law
company

Refusa
l
to
work
APPROACHES TO THE ACT OF
INDICIPLINE

Human relations
Approach
Human resource
Approach
The Group discipline
Approach
Leadership Approach
Judicial Approach
Dealing with Misconduct
Oral Warning
Dismissal/ Discharge
Suspension
Charge sheet
Demotion
Withholding of
increments
Fines
Pay cut
INDUSTRIAL DISCIPLINARY
PROCEDURE

6.Punishme
nt
4.Notice to
hold enquiry 7.Follow up
5.Holding of
enquiry
Guidelines of Disciplinary
Action
Location of responsibility
Rules and regulations should be resonable
Fair and equal treatment
Disciplinary action to be taken in private
Promptness in taking decisions
Employee innocence is presumed
Investigate deep into the facts
Principle of forgive and forget.
Authority to discipline
Punishment should commensurate with the severity
of offence
McGregorS Hot Stove
Rule
Conti.

Hot stove rule number 1: the penalty


for the violation should be immediate and
almost automatic like the penalty for
touching the hot stove is immediate i.e.
the burning of the fingers occurs at once

Hot stove rule number 2: possesses


features namely impartiality or consistency
and impersonality
No Man is Fit to command
another that cannot
command himself
-William Penn
CONCLUSION
In industry, discipline is a useful tool for
developing, improving and stabilizing the
personality of workers. The managers should
adopt a positive approach to deal with indiscipline
in organization. Attempts should be made to
educate the workers the value of discipline. The
disciplinary process should begin immediately
after the violation of rules/regulations is noticed ,
as a well defined disciplinary procedure is
necessary to maintain healthy relations for
smooth running of an organization.

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