Managing employee discipline


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Managing employee discipline

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