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Managing employee discipline
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Managing employee discipline



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  • 1. Managing Employee Discipline
  • 2.
    • “ Discipline is the bridge between goal and accomplishments”
    • - Jim Rohn
  • 3. Employee Discipline
    • Discipline refers to the set of actions imposed by an organization on its employees for failure to follow the organizations rules, standards or policies.
    • If we don’t discipline ourselves, the world will do it for us.
  • 4. What leads to employee indiscipline?
    • Poor employee selection and orientation procedures.
    • Poorly defined employee expectations
    • Poorly understood employee expectations
    • Improperly selected and trained supervisors
    • Incorrect philosophy of discipline
  • 5. Employee indiscipline leads to…
    • Employee misbehavior
    • Inefficiency
    • Increased costs
    • Unhealthy and unsafe work environment
  • 6. Start early…..
    • First create an environment where discipline need not be implemented, i.e., it prevails already.
    • It must include a well hiring, orientation, training, grievance and dispute resolution systems as integrated parts of a single program with a single objective: the creation and maintenance of a disciplined work force.
  • 7. Disciplinary Guidelines
    • Make sure the evidence supports the charge of employee wrongdoing.
    • Ensure that the employee’s due rights are protected.
    • Warn the employee of the disciplinary consequences.
    • The rule that was allegedly violated should be related to the efficient and safe operation of the particular work environment.
    • Fairly and adequately investigate the matter before administering discipline.
  • 8. Contd…
    • The investigation should produce substantial evidence of misconduct.
    • Rules, orders or penalties should be applied evenhandedly.
    • The penalty should be related to the misconduct and employee’s past work history.
    • Maintain the employee’s right to counsel.
    • Don’t rob an employee of his/her dignity.
  • 9. Employee Perspective
    • The employees have the right to know what is expected of them and what are the consequences of not fulfilling those expectations will be.
    • Was the employee aware of what he/she fell short of what the employer expected.
  • 10. Contd.
    • Certain offences are contrary to acceptable conduct that discipline is readily accepted or justified upon review regardless of whether there was any prior communication or warning to the employee.
    • Theft
    • Intentional destruction of company property
    • Total refusal to perform safe work
    • Gross or intentional endangerment of the safety of coworkers.
    • Excessive absenteeism is another factor that can lead to termination only after a series of lesser penalties.
  • 11. Ethics
    • Four elements emphasized in ethical thinking programs.
      • respect the customs/rituals of others
      • think of yourself and the organization as a part of the larger society
      • try to evaluate a situation objectively and evaluate the anticipated and unintended consequences of each possible action
      • consider the welfare of others as much as is feasible
    • If an employee adheres to these ethical principles then there is no need for any disciplinary actions.
  • 12. Discipline Process
    • A fair and just discipline process is based on three pillars:
    • Clear rules and regulations
    • A system of progressive discipline
    • An appeals process
  • 13. Basic elements of Progressive Discipline
    • Each situation is unique and might call for different actions and steps!
    • Progressive discipline should be implemented through:-
    • Informal feedback(Verbal warning)
    • Letter of counsel(Written warning)
    • Letter of reprimand
    • Suspension(final warning)
    • Termination
  • 14. Consequences
    • Union Grievance
    • Equal Employment Opportunity Commission Complaint (EEOC)
    • Law Suits
    • Employee Buyouts
    • Having to Reinstate Employee
    • Embarrassment to Leadership
    • Leadership Looses Credibility
    • Employees Don’t Respect the process
  • 15. Finally…To conclude...
    • Make your expectations clear
    • When you see initiative and self-discipline in action, fan the flame
    • Treat the people you employ as if they are adults, which they are.
    • Spend time meeting with staff members regularly
    • Severe discipline procedures may back fire.
  • 16. Contd.
    • Make all policies and procedures available to all employees.
    • Encourage open communication between you and the people who report to you.
    • Human beings prefer to follow their own doctrines- therefore management should be aware that difficulties may crop up and should formulate friendly implementation of policies.
  • 17. Army- the highest level of discipline
  • 18. “ No man is fit to command another that cannot command himself” - William Penn
  • 19.
    • GROUP 8
    Thank You