discipline

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discipline

  1. 1. A Presentation On PRESENTED BY: Pallavi Sood 27 Vishal NaikNimbalkar 22 Prashant Arya 33 DISCIPLINE
  2. 2. <ul><li>DEFINITION OF DISCIPLINE </li></ul><ul><li>Discipline is a code of conduct at workplace , willingness </li></ul><ul><li>to adhere to organizations rules and regulations. </li></ul><ul><li>Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. </li></ul><ul><li> </li></ul>
  3. 3. DISCIPLINE <ul><li>Discipline is an attitude of mind. </li></ul><ul><li>The purpose of discipline is correct </li></ul><ul><li>behaviour. </li></ul><ul><li>It is not designed to punish or </li></ul><ul><li>embarrass an employee. </li></ul>
  4. 4. OBJECTIVE OF DISCIPLINE <ul><li>The objectives of discipline are vital and non-controversial: </li></ul><ul><li>To promote the health and safety of all employees </li></ul><ul><li>Protect company property </li></ul><ul><li>Ensure steady production </li></ul><ul><li>Conform to legal requirements </li></ul><ul><li>Create a pleasant working environment </li></ul>
  5. 5. SIGNIFICANCE OF DISCIPLINE <ul><li>Addressing disciplinary issues is a difficult task for most managers. </li></ul><ul><li>Introducing discipline can be a very sensitive and stressful process that many managers deal with. </li></ul><ul><li>While disciplining employees may not be a pleasant task, it does not have to be painful and laborious. Instead, the discipline process can be a valuable tool to help employees and the company achieve success. </li></ul><ul><li>If disciplinary issues are avoided or handled poorly, very serious problems for the organisation and the individuals involved can evolve. </li></ul>
  6. 6. NEED FOR DISCIPLINE <ul><li>To maintain organizational peace. </li></ul><ul><li>To create a productive environment. </li></ul><ul><li>To maintain and increase efficiency. </li></ul><ul><li>To create good relationship between employee employers and among employees. </li></ul>
  7. 7. TYPES OF DISCIPLINES <ul><li>POSITIVE </li></ul><ul><li>Subordinates willing to abide rules </li></ul><ul><li>Techniques used are praise, participation and incentive pay. </li></ul>NEGATIVE <ul><li>Management has to exert pressure on employees to make them follow rules. </li></ul><ul><li>Imposing penalties and punishments. </li></ul>
  8. 8. <ul><li>Absenteeism </li></ul><ul><li>Wasted time </li></ul><ul><li>Substance abuse </li></ul><ul><li>Pilfering </li></ul><ul><li>Internet Misuse </li></ul><ul><li>Performance or behaviour </li></ul><ul><li>Safety </li></ul><ul><li>Harassment , Fighting or violence </li></ul>DISCIPLINARY PROBLEMS
  9. 9. Important rules regarding workplace Discipline <ul><li>The type of discipline should fit the severity of the violation; and </li></ul><ul><li>Discipline should be conducted in private. </li></ul>
  10. 10. PRELIMINARY INVESTIGATION ISSUE OF CHARGE SHEETS SUSPENSION/PENDING ENQUIRY RECORDINGS OF FINDINGS BY ENQUIRY OFFICER CONDUCT OF ENQUIRY RESULT OF ENQUIRY AWARDING PUNISHMENT COMMUNICATING PUNISHMENT DISCIPLINARY PROCESS
  11. 11. MISCONDUCT <ul><li>Act of doing something which is not permitted by the company or the employers . </li></ul>TYPES OF MISCONUCTS ACT OF OMISSION : Failing to do something which is to be done ACT OF COMMISSION: Act of doing something which is prohibited from doing
  12. 12. EXAMPLES OF MISCONDUCTS Examples of misconduct which could result in discipline: <ul><li>Excessive tardiness </li></ul><ul><li>Failure to notify of an absence : Absence without leave </li></ul><ul><li>Using physical force </li></ul><ul><li>Rude or abusive language in the workplace </li></ul><ul><li>Failure to follow “Departmental Rules or Policies ”, i.e., not </li></ul><ul><li>wearing safety equipment, not following correct cash handling procedures. </li></ul><ul><li>Dishonesty: Committing fraud </li></ul><ul><li>Theft </li></ul><ul><li>Failure to follow the dress code </li></ul><ul><li>Causing willful damage to company’s property. </li></ul>
  13. 13. <ul><li>TYPES OF PUNISHMENT </li></ul><ul><li>Oral warning : Admonish mildly but firmly. </li></ul><ul><li>Written warning : Warning is a minor punishment when administered </li></ul><ul><li>to a workman in writing by the employer for some blame - worthy act or omission. </li></ul><ul><li>Fines is primary punishment that may be inflected by the employer </li></ul><ul><li>against the workman for some blame-worthy act or omission. </li></ul><ul><li>Punitive suspension : Employer prohibits the employee from </li></ul><ul><li>performing the task assigned to him and the wages are withheld during such period. </li></ul><ul><li>Withholding of increments : This is a major punishment. </li></ul><ul><li>Demotion : Under this kind of punishment, an employee is reduced to a. </li></ul><ul><li>lower grade </li></ul><ul><li>Termination : The employee’s services can be terminated in the </li></ul><ul><li>following forms (A) discharge </li></ul><ul><li>(B) dismissal. </li></ul>
  14. 14. THANK YOU!!

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