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Management of DISCIPLINEBY:

PARTHO PRATEEM ROY

REEMA KUMARI

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2ContentsDiscipline Management – DefinationTypes of disciplineCauses of IndisciplineDisciplinary ActionCode of disciplineConclusion

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Positive discipline does not replace reason but applies reason to the achievement of a common objective.

- William R. Spriegel, Management Professor

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4Management of Discipline

The word discipline reinstates well defined code of conduct, difference between ethical and unethical standards. The literal meaning of discipline is the mode of life in accordance with prescribed rules, regulations, procedures or other modes of behaviour.

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5Types of DisciplineDiscipline involves engagement in behaviour

according to prescribed mode. This behaviour is achieved either through rewarding the disciplined behaviour known as POSITIVE or punishing the indisciplined behaviour known as NEGATIVE.

Discipline

PositiveDiscipline

NegativeDiscipline

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6Positive Discipline

Positive discipline, also known as preventive or self discipline, involves actions taken to encourage employees to follow rules and standards so that infractions do not occur. The objective is to encourage the employees to maintain self-discipline. In this way employees maintain their own discipline rather than have management imposed it.

Employees maintain self discipline when :

► Standard of behaviour are stated positively instead of negatively, and when the reasons behind such standards are told so that it will make sense to them.

► Standards of behaviour match with the required behaviour for job performance.

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7Negative Discipline

It is also known as enforced, corrective or autocratic discipline, involves the use of external force or the threat of its use to restrain employees from engaging in behaviours which are contrary to rules and standards. Such behaviours are known as indiscipline which can be corrected by disciplinary actions.

The objective of negative discipline is:► To reform the offender so that he changes his behaviour.► To defer others from similar actions.► To maintain consistent, effective group of behaviour.

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8Causes of Indiscipline

Environmental Factor

Individual Factor

Organizational

Factor

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9Environmental Factor

Various environmental factors affects the organizational processes including people-oriented processes, it has to be affected by the general pattern of disciplinebeing observed in the society. Individual organizations act only as modifying factor and, therefore, some variance can be observed in the problems of indiscipline in an organization vis-à-vis society.

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10Organizational Factor

The effectiveness of modifying factor of any org. depends on the degree to which an organization ca insulate itself from the external problem of indiscipline. The org. which are vulnerable to external factors such as public sector org. and govt. depts. Face the problem of indiscipline more. Some important practices which results in indiscipline are:

► Organizational climate loaded with politicking behaviour.► Ineffective leadership and supervision.► Undesirable behaviours of superiors.► Discriminatory practices based on considerations such as

caste, religion,place of origin and so on.

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11Individual Factor

All individuals in an org. do not behave in the same way even if they are put at par in the org. This happens because of individual differences caused by such factors as education,intelligence,motivation pattern,personality,attitudes,values etc.

Some individual features which leads to indisciplined behaviour are:

► Individuals having non-conformist values.► Individuals differs in terms of work ethics.► Individuals differs in terms of locus of control.

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12Disciplinary ActionIf the act of indiscipline takes place, the org. should have effective

machinery for taking disciplinary action. It includes administration of punishment for indisciplined behaviour. To make the action effective, certain guidelines should be followed :

There should be clearly specified behaviours which fall under the category indiscipline and require disciplinary action.

The action should be taken immediately after the commitment of indiscipline.

The action taken should meet the criteria of natural justice. The disciplinary action should be taken in private. Before taking action, the employee should be allowed to put his

explanation. After the action is taken, the employee should be treated in normal

manner which will encourage him.

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13Procedure for Disciplinary ActionThe employee charged with misconduct should be

given an opportunity to present witness of his choice.The employee should be given an opportunity to

cross examine the management to establish true facts.

No material should be used against the employee without giving him an opportunity to explain.

The enquiry against the employee should be fair and conducted by impartial person/s.

The punishment awarded should not be out of proportion to the misconduct committed.

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14Punishment The type of punishment or penalty depends on the nature of

misconduct. The figure below shows the type of punishment that may be awarded.

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Types of punishment

MinorOral reprimand

Written reprimandLoss of privileges

FinesPunitive Suspension

transfer

MajorWithholding of

incrementsDemotion

SuspensionDischarge

15Code of DisciplineCode of discipline contains various do’s and don’ts for

governing the behaviour of those for whom the code is framed.

The main objective of codes are:► To promote constructive criticism at all levels of

management and employees► To avoid stoppage of work and litigation► To secure the settlement of disputes and grievances.► To facilitate a free growth of trade unions.► To maintain discipline in the industry.

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16Conclusion

Discipline plays a vital role in proper and efficient functioning of any organization. Both positive and negative discipline are necessary but negative discipline should be used when there is need. Any organization will be productive if there is proper management of discipline.

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Thank You !

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