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Discipline And Disciplinary ActionDepartment of humanities and social sciencesNational Textile University, FsdDiscipline is the bridge between goals and accomplishmentSocial controlrefers generally to societal and political mechanisms or processes that regulate individual and group behaviour in an attempt to gainconformityto the rules of a givensociety,state, orsocial group.

Two Kinds of ControlFormal means of social control Externalsanctionsenforced by government to prevent the establishment ofchaosoranomiein society.Informal means of control Internalisationofnormsandvaluesby a process known associalization.

Socialization is the process by which human infants begin to acquire the skills necessary to perform as a functioning member of their society, and is the most influential learning process one can experience.

4DisciplineThe word discipline is derived from a Latin word disciplina meaning teaching, learning and growing.A process of controlling one's behavior and actions, either through self-motivation or through teaching and punishment.Discipline is defined as a force that pushes individuals and groups to observe rules, regulations, systems, processes and procedures which are considered to be necessary for the effective functioning of an organization.Discipline means securing consistent behaviour in accordance with the accepted norms of behaviour.

Why is discipline required?Discipline is important in the workplace because it helps supervisory personnel ensure that employees adhere to established company rules and policies. It allows them to correct unacceptable behaviour and maintain good conduct in the company. If organisations did not have discipline and rules about the way their employees should behave, then quite simply they would be free to do anything they wanted targets would not be metwork would not be completedthe workplace would be more like a zoo than a productive environment. Objectives Of DisciplineTo obtain a willingness of the rules and regulations of an organization so that goals may be attained.To develop among the employees a spirit of tolerance and a desire to make adjustments.To give responsibility and directionTo increase working efficiencyTo eliminate non-productive workers

Types of DisciplineTwo types of discipline

Positive disciplineNegative discipline

Positive DisciplinePositive discipline is a policy that attempts to handle employee problems in a non punishment manner.

The goal is to retain a productive employee rather than to punish and eliminate a bad employee

POSITIVE DISCIPLINEIt focuses on forming a trusting relationship between workers and managers and using rewards for behavior to correct discipline problems rather than punishing harshly. Positive discipline promotes cooperating and coordination with a minimum of formal organization. It reduces the need for strict supervision required to maintain standards and observe rules and regulations. Negative Discipline Under negative discipline, penalties are used to force the workers to obey rules and regulations.A potential negative discipline situation occurs when rules are disobeyed or when they are clearly accepted reluctantly.It is conflictive by natureand is damaging to group harmony

Discipline LineThe first step is to establish and maintain a reasonable , but firm discipline line.It is essential to set a discipline line that must be achievable and effective in the real world. The key success factors are : ConsistentWell communicatedReasonable and justifiableFlexiblePrinciples Of DisciplineDisciplinary action should not be taken unless there is an obvious necessity for it.Have all the facts, know just what you want to do, and where necessary, secure approval in advance on any proposed action.The reasons for disciplinary action should be made clear.Give the man achance topresent his side of the story,anddo not argue.There should be no favoritism or discrimination in anydisciplinary action.PrinciplesReprooforreprimandshouldbegivenassoonas possibleafterthe occurrence of the act.Forgive and forget.The discipline that is inflicted must be just, but sufficiently severe to meet the requirements of the situation.Disciplinary measure should be applied by the immediate supervisor of the employee affected, rather than by some other higher executive.

Approaches to disciplineHuman relation approach: the employee is helped to correct the deviations.Human resources approach: employee is treated as resource and the indiscipline is considered as failure in area of development, maintenance and utilization of resource.Group discipline approach: the group as a whole sets rules of discipline and punishment.Leadership approach: every supervisor administers the rules of discipline, also guides, trains and controls subordinates.Judicial approach: cases are dealt on the basis of legislation and court decisions.IndisciplineIndiscipline refers to Failure to follow law, rule, regulation, policy, directive, instruction, or order.

bad behavior and unwillingness To obey order.

CAUSES OF INDISCIPLINEUnfair Management Practices: Management sometimes indulges in unfair practices like:Wage discriminationDiscrimination in allotment of workDefective handling of grievancesPayment of low wagesDelay in payment of wages These unfair management practices gradually result in indiscipline.

CAUSESAbsence of Effective Leadership: Absence of effective leadership results in poor management in the areas of direction, guidance, instructions etc. This in turn, results in indiscipline. Communication Barriers: Communication barriers and absence of humane approach on the part of superiors result in frustration and indiscipline among the workers.CAUSESDefective Supervision: Supervisor is the immediate boss of the workers and many disciplinary problems have their in faulty supervision. The attitude and behavior of the supervisor may create many problems.Inadequate attention to personnel Problems: Delay in solving personnel problems develops frustration among individual workers.

VictimizationVictimization of subordinate also results in indiscipline. The management should not exploit workers. Disciplinary Action ProcedureA Disciplinary Action is an act or procedure as defined in Standing Order which is initiated by the complainant authority after receiving specified complaint of any kind of misconduct.The manager or other officer authorized should give to the employee a charge sheet clearly setting forth the misconduct charged & the circumstances appearing against him & requiring his explanation.2) The employee shall be given for submitting his explaination a period of atleast 24 hours if he is charged with the minor misconduct & at least 72 hours if he is charged with a major misconduct.3) An employee shall be allowed to defend by himself for the representative of the employee , if he so desires.4) If he admits the charge against him the employee shall be permitted to produce witness in the defense & cross examination any witness on whose evidence the charge rests.5) An order of punishment shall be in writing & shall be issued over the signature of the manager or other officer authorized under standing order.6) A copy of the order passed awarding the punishment shall be given to the employee.7) In case of an employee other than the one belonging to the clerical, technical or supervisor staff the manager can suspend him pending enquiry in to an alleged major misconduct for the period not exceeding 4 days.8)The manager may suspend clerical , Technical or supervisory employee for the period of 3 months pending enquiry into the major misconduct alleged against him.

9) The order of suspension shall be in writing & may take effect immediately on communication thereof to the employee. If the action is taken within a period of 6 months then the amount of wages for the period of suspension shall be payable in full.Note : No punishment shall be imposed on the employee unless proved guilty of misconduct in an enquiry.If on enquiry, the order is confirmed or the period of suspension reduced the employee shall be deemed to be absent from the duty for the period of suspension & shall not be entitled to any wage for such period. If however , the order is rescinded the employee shall be deemed to be on duty during the full period of suspension & shall be entitled to the same wages as he would have received if he had not been suspended. Provided that if the enquiry is not complete with in 4 days from the date of submission of explanation, the employee shall be entitled to the full wages until the completion of the enquiry from the date of submission of his explanation.