Discipline & Grievance

Module 5 (2)

Discipline – Grievance Workers participation in Management Maintaining good human and Industrial Relations and benefits accrued by the organization due to the development of congenial environment.

Discipline

Discipline means conducting while conforming to the acceptable norms of behavior or to the rules, regulations, policies or any other standard norms set by the organization.

Richard D. Calboon – “discipline may be considered as a force that prompts individuals or groups to observe the rules, regulations and procedures which are deemed to be necessary for the effective functioning of an organization.

Definitions by Ordway Tead, William R Spreigel and Edward Schultz

TYPES OF DISCIPLINEPositive discipline –

It is self imposed or self controlled. It involves creation of atmosphere thru reward, appreciation, incentives, etc. to motivate to accomplish goals. Thus it reduces the need to supervise conformity to procedures, rules, standards etc.William R. Spriege “positive discipline does not replace reasons but applies reasons to achievement of common objectives”

Negative discipline –

Also called enforced discipline, punitive or coercive discipline. Employees are made to obey orders and abide by rules and regulations failing which penalties are imposed. Objective is to ensure that employees do not violate rules and regulations. It generates fear. Negative discipline can only suppress undesirable behavior.Because punitive discipline leads to resentment, it has to be exercised in progressive, sequential and chronological manner.

Guidelines or the principles

Guidelines or the principles to be followed while administering Discipline.

1) Disciplinary action should be corrective rather than punitive.

2) Disciplinary action should be progressive. ( ie. Series of sequential actions/steps like oral warning, written warning, suspension, loss of seniority, loss of increment, discharge or dismissal etc.)

3) Disciplinary action should follow the “Hot Stove Rule”.

- burn is immediate

- person had ample warning

- the burn is consistent (every time)

- burn is impersonal (every one)

Principles to be followed

1. Principles of Natural Justice.

2. Punishment to be proportionate to the gravity of the offence.

Grievance

MeaningIt is discontentment or dissatisfaction, real or imaginary,

experience by an employee about his employment constitutes a grievance.

Employees sometimes feel aggrieved with the treatment meeted out to the by the supervisor or the management pertaining to the service condition, managerial decisions, practices, etc.

Definition (as per Model Grievance Procedure)“Complaints affect in one or more individual workers in respect

of their wage payments, overtime, leave, transfer, promotion, seniority, etc would constitute grievance. Where the points at dispute are of general applicability, they will fall outside the scope of this procedure.”

Features of Grievance

It reflects dissatisfaction or discontentment experienced by an employee

It is a feeling of injustice to one’s job by the management

It may be unvoiced/ implied or expressed by an employee

It may be written or verbal It may be real or imaginary, valid or legitimate It arises out of something related to employees

employment contract If not redressed in time, it gives rise to

discontentment, frustration, poor morale and low productivity

Grievance Procedure

Grievance is a natural phenomena but it benefits none, moreover if not redressed in time, it may take the shape of Industrial Dispute. Therefore, the grievance needs to be handled carefully and professionally. Organisations, therefore, have evolved a formal grievance procedure which enables an organisation to handle a grievance satisfactorily

Grievance Procedure followed in Industries

Stage – 1 The worker fills in the grievance form. Submits the form

to shift incharge for considerationStage – 2 In case not satisfied with the decision, goes to

departmental headStage – 3 If still dissatisfied he forwards it to the zonal works

committee consisting 5 representative each of management and union. The decision is binding on each parties

(TISCO Model)

Stage – 4 If Zonal committee decision is not unanimous or not accepted

by employee, it is forwarded to the central works committee which consists of representatives of top management and union. The decision is binding on both parties.

Stage – 5 If the decision is not unanimous the matter is referred to the

chairman of the company. His decision is final and binding on both the parties.

Model grievance procedure (NCL)

Step -1 Aggrieved employees conveys verbally to designated

officers. He complies within 48 hrs.Step – 2 If not satisfied with the answers or answer not

received 48 hrs he presents to the departmental head. The head must reply within 3 days.

Step – 3 If still not satisfied, can approach grievance committee

which has to give recommendation in 7days and report the same to management. Management must communicate decision within 3 days.

Step – 4Still not satisfied, can appeal to the management for

revision of the decision. Management can consider and the revised decision is informed within 1 week

Step - 5Still not satisfied the grievance voluntary arbitration

within a week after a decision at step 4. the decision of arbitration is final and binding

Workers participation in management

Participation in management means joint consultation prior to decision making

It afford the employees a sense of being heard, a sense of contributing positively and of course, a sense of belonging.

According to Keith Devis, “Participation refer to mental and emotional involvement of a person in a group situation which encourages him to contribute to group goals and share in the responsibility of achieving them.”

It is a process by which authority and responsibility are shared with workers

Features of workers participation in management

Participation means mental and emotional involvement

WPM may be formal or informal. In both the case it is a system if communication and consultation whereby employees express their opinion and contribute to managerial decisions.

It is based on mutual trust, information sharing and mutual problem solving.

There can be 4 levels of participation - shop floor, plant, department, and corporate levels

Degrees of participation

Communication – managers share information about all management decisions with workers.

Consultation – workers express their views on work related issues. Management takes final decisions after consultations.

Co determination – managers and workers jointly take decisions.

Self management – workers enjoy complete autonomy right from decision making to execution.

Advantages of workers participation

Mutual understandingHigher productivity Industrial harmony Industrial democracyLess resistance to changeCreativity and innovation

Forms of participation

Participation through joint councils and committeesParticipation through works councilsParticipation through collective bargainingParticipation through suggestion schemeParticipation through quality circlesTQM