2. Contents
Discipline Management – Defination
Types of discipline
Causes of Indiscipline
Disciplinary Action
Code of discipline
Conclusion
2
3. “
”
Positive discipline does not
replace reason but applies
reason to the achievement
of a common objective.
- William R. Spriegel, Management Professor
3
4. Management 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.
4
5. Types of Discipline
Discipline 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
Positive
Discipline
Negative
Discipline
5
6. Positive 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.
6
7. Negative 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.
7
9. Environmental 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.
9
10. Organizational 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.
10
11. Individual 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.
11
12. Disciplinary Action
If 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.
12
13. Procedure for Disciplinary Action
The 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.
13
14. Punishment
The type of punishment or penalty depends on the nature of
misconduct. The figure below shows the type of punishment that
may be awarded.
14
Types of punishment
Minor
Oral reprimand
Written reprimand
Loss of privileges
Fines
Punitive Suspension
transfer
Major
Withholding of increments
Demotion
Suspension
Discharge
15. Code of Discipline
Code 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.
15
16. Conclusion
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.
16
