Discipline bobby.docx

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Discipline bobby.docx Discipline bobby.docx Presentation Transcript

  • PRESENTATION BOBBY ABRAHAM MSc NURSING
  • DISCIPLINE
  • DEFINITION Discipline refers to working in accordance with certain recognized rules, regulations and customs, whether they are written or implicit in character.
  • AIMS AND OBJECTIVES OF DISCIPLINE1. To develop among the employees a spirit of tolerance and a desire to make adjustments2. To give and seek direction and responsibility3. To create an atmosphere of respect for the human personality and human relations4. Organizational goals to be achieved.5. To increase the working efficiency and morale of the employees so that their productivity is stepped up, the cost of production brought down and the quality of production improved.
  • PRINCIPLES OF DISCIPLINARY ACTION
  • SELF DISCIPLINE It refers to one‘s effort at self-control for the purpose of adjusting oneself to certain needs and demands. This form of discipline is based on two psychological principles. First, punishment seldom produces the desired results. Often, it produces undesirable results. Second, a self-respecting person tends to be a better worker than one who is not
  • CONSTRUCTIVE VS DESTRUCTIVEDISCIPLINE Constructive discipline (positive discipline) uses discipline as a means of helping the employees grow, not as a punitive measure. The primary emphasis here is assisting employees to behave in a manner that allows them to be self-directive in meeting organizational goals. vs Destructive discipline (also called enforced or negative discipline): If employees are forced to follow the rules and regulations of the organization by inducing fear in them, then it is termed as negative discipline
  • DISCIPLINARY PROBLEMS ERRORS IN DISCIPLINIG EMPLOYEES The frequent errors encountered while disciplining the employees are: Delay in administering discipline Ignoring rule violation in hope that it is an isolated event Accumulations of rule violations, causing irritated manager to ―blow up‖ Administering sweetened discipline Failure to administer progressively severe sanctions Failure to document disciplinary actions accurately Imposing discipline disproportionate to the seriousness of the offense Disciplining inconsistently
  • CAUSES OF DISCIPLINARYPROCEEDINGSA. Acts1. Acts amounting to crimes Eg. Bribery, corruption2. Acts amounting to misdemeanor Eg. Misbehavior, disobedience3. Acts amounting to misconduct Eg. Violation of conduct rules or standing ordersB. Omissions Eg. Habitual late attendance,,negligence. irresponsibility
  • STAGES OF DISCIPLINARY PROCEEDINGENQUIRY1.Preliminary enquiry2 .Decision to start formal departmental enquiry3. Suspension4. Charge sheet and its service5. Appointment of enquiry officer6. Written statement of defence7. Recording of evidence by the enquiry officer8. Personal hearing of charged official9. Report of enquiry officer10. Show cause notice by the disciplinary authority11. Reply to show-cause notice and decision thereon12. Review of punishment order13. Appeal or revision14. Reinstatement and restitution15. Show-cause notice against withholding of emoluments for suspension period in the case of a reinstated.