Sunday, September 29, 2013

Human Resource Management: Discipline

Discipline in a more progressive,positive and inclusive sense refers to the state of employee self control,character,orderliness and effectiveness at work and overall smooth environment and coordination at work.
 In its negative aspect discipline implies punishment. However, satisfactory results cnannot be obtained if discipline is perceived only in terms of control and punishment.

Discipline may be corrective or pre-emptive.

1. Oral reprimand
2. Written reprimand
3. Second written warning
4. Temporary suspension
5. Dismissal or Discharge

1. Should be constructive viz. it should emphasise on work efficiency and not mere compliance of rules and regulations.
2. Should not be initiated unless there is imperative need for it and there are not other alternatives.
3. Not to be administered unthinkingly and specifics of each case to be taken into account completely.
4. All facts regarding a case to be collected for a proper appreciation of the same.
5. Employee should be given fair chance to explain his/her side of story and know the worker's perception and admission of mistake should be encouraged.
6. Emplyee should not be disciplined in the presence of his or her colleagues/subordinates.
7. Right timing of action is important.
8. Corrective measure should be adequately served in order to be effective.
9. Consistency in disciplinary action.
10. After disciplinary action is taken, the normal behaviour should be resumed towards the offening emplyees by other workers of the organisation.
11. Auditing of the disciplinary action should be done regularly to gauge and judge its efficacy.

1. Non-cordial or manipulative and stressful working conditions,company policies or behaviour of co-workers/superiors.
2. Social,Economical,personal background and illiteract of the worker.
3, Corrupt practices being allowed to carry on in the organisation.

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