Discipline refers to training that corrects and strengthens personal values and self-discipline within an organization. It involves conforming to established rules and regulations. Discipline plays an important role in employee attitude and productivity. It is a preventative measure aimed at hindering infractions that could negatively impact relationships and goals. Discipline implies consequences for violating policies and is intended to teach, reform, and prevent future offenses rather than punish. The objectives of discipline are to control employee behavior, impress the need to follow rules rather than exact retribution, and educate employees on standards of conduct and performance. Management is responsible for administering discipline to maintain profitability and organizational control through warning, reprimand, and other personnel actions.

1. The Nature Of
Discipline
To be reported by: CARMELA IGLESIA
Year/ Course/ Block : Second year / BSBA-MM / Block A

2. Discipl
ine
 Discipline is regarded as the training of the mental,
physical, moral, and development of individual
character inherent in an organizational system. It is
also the training that corrects and strengthens
personal values and the development of self-
discipline. It is the manner in which members of the
organization conform to the established rules and
regulations which experience has shown to be
desirable.

3. An employees' attitude toward work is a crucial factor of
productivity or performance and discipline plays an
important role. Most people equate discipline with
punishment but the true meaning connotes that discipline is
a corrective action for better performance.

4. Discipl
ine
 Discipline is an instrument of management against the infraction of
company policies and rules and its purpose is preventive rather than
punitive. It is a preventive measure that hinders the commission of
offenses, which could affect the good relationships of the members
of the organization and its goal profitability and performance. It is a
process of control to protect the interests of the organization as well
as those of the employees.
 Discipline implies that certain activities are not done according to
specified forms of behavior or conduct prescribed in the company
policy, rules and regulations, and some forms of penalty must be
imposed upon the individual employee concerned. It tends to teach
and reform and to prevent others from committing similar offenses.

5. The Three Dimensions of
Discipline

6. 1. It is means of telling the employees what is expected of
them. An organization has to move according to a set of
standards to follow and to unite the various personal
behaviors that mold the organizational culture in the
environment of a competitive world of work. The employees
must act in conformity to standard norms that the
organization would like to follow in the course of its
existence.

7. 2. It is means of ensuring that the do what they are expected
to do. Employees are expected to follow the set of policies
and rules of conduct in the performance of their assigned
tasks in the organization.
Systems of work values are Instruments to ensure
conformity to such a set of standards

8. 3. It is a means of correcting reforming employees committing any
infractions or violation of rules and regulations. When employees go
astray and violate some organizational policies and rules reformation
is a means to correct the attitude and behavior that could be
detrimental to the progress of the organization. Reformation is not
punishment but it tends to correct and put into proper perspective
the behavior of the person.

9. The Objective of
Establishing
Good Discipline

10. 1. Discipline is a method employed by management to bring employee behavior under control. It implies
that if certain things are not done according to specified norms of behavior, some forms of penalty will
be imposed. It also implies the management is vested with the authority to administer the penalty.
2. The purpose of penalty is not to exact retribution or vengeance. It is to impress upon the employees
the need for doing things rightly or in the prescribed. Manner. It signals warnings for other employees
that the organization will not tolerate any wilful violation of its rules and regulations. Discipline is
training for proper conduct and its purpose is for correction and not for punitive action.
3. Discipline is educating the employees in the fundamental standards of behavior and performance. The
employees must realize that rules and regulations are imposed and enforced for their benefit and not
to coerce or punish them. It is designed to encourage workers to follow rules of good conduct and
behavior so that the group can accomplish the organizational objectives smoothly.

11. 2. The purpose of penalty is not to exact retribution or vengeance. It
is to impress upon the employees the need for doing things rightly or
in the prescribed. Manner. It signals warnings for other employees
that the organization will not tolerate any wilful violation of its rules
and regulations. Discipline is training for proper conduct and its
purpose is for correction and not for punitive action.

12. 3. Discipline is educating the employees in the fundamental
standards of behavior and performance. The employees must realize
that rules and regulations are imposed and enforced for their benefit
and not to coerce or punish them. It is designed to encourage
workers to follow rules of good conduct and behavior so that the
group can accomplish the organizational objectives smoothly.

13. Discipline is needed in a business and other organization to
maintain it profitability and sustain its growth. Management
has the primary function of keeping the enterprise going on a
profitable basis and to do this, it needs employees who can
bring under control to attain it set objectives. Discipline by
means of warning, or reprimand and other personnel actions
is the prerogative of management. It is a means of applying
control systems and maintaining its authority for effective
maintenance of organizational behavior. To control is to
correct and to correct is to be more effective in its operation.

14. Top management establishes policies, rules and
regulations with the assistance and guidance of the
Human Resource Department (HRD). These set of
rules are discussed with the different operating
managers for proper information and for their
implementation. These policies and regulations are
discussed during the employees’ orientation
program and are disseminated in employee
handbooks or policy guidelines issued from time to
time.
The
Levels
of
Management
Authority
in
Administering
Discipline