MANAGEMENT AND NURSING SERVICE ADMINISTRATION

2. `
PRESENTED BY
S.BHAKTISWARUPA
DISCIPLINE

3. INTRODUCTION
Latin word disciplina which means
teaching, learning ,growing

4. DEFINITION
Discipline is defined as training or moulding of
mind and character to bring about desired
behaviours.
It is necessary and positive tool in promoting
subordinate growth .
Discipline refers to working in accordance with
recognized rules and regulation and customs
whether they are written or implicit in character.
Human performance is greatly influenced by the
state of discipline in any organisation.

5. ADVANTAGES
Discipline creates a climate under which
individual excellence in encouraged group
performances improved and harmonious
working is developed.
Discipline sets a pattern of behaviour and
performance on the part of human beings it
provides a code of conduct for guidance of a
group.
Good discipline promotes individual growth,
development human capacity and stimulates
will to perform effectively i.e.it helps in morale
building.

6. TYPES
CONSTRUCTIVE DISCIPLINE
It means of helping the employees to grow
not as a punitive measure.
Punishment is frequently included when
defining discipline but it also can be defined
as training ,educating or moulding.
The primary emphasize in constructive
discipline is assisting employees to behave
in a manner that allows them to be self
directive in meeting organisation goals.

7. SELF CONTROLLED DISCIPLINE OR
ENFORCED DISCIPLINE
 In case of self controlled discipline ,the employees
brings his behaviour into agreement with
organisation, official behaviour code i.e. the
employees regulate their own activities for the
common good of the organisation.
As a result, human beings are induced to work for a
peak performances under self controlled discipline.
In case of enforced discipline a managerial action
enforces employees compliance with organisation
rules and regulations common discipline impose
from the top.

8. CAUSES OF INDISCIPLINE
• Faulty disciplinary action taken by the authorities
may lead to indiscipline. Disciplinary actions must
be consistent enough to provide equal justice to all
concerned for which managerial action in regard to
discipline must be free from any bias privileges or
favouritism.
• Neglect of employee’s grievances: Neglecting or
differing the settlement of employee’s grievances
causes indiscipline such as strikes, agitations
,others, It is settled by enquiring as soon as
possible. Otherwise it leads to poor performances
,poor morale and serious indiscipline.

9. • Wrong placement and promotion and
remuneration also leads to indiscipline.
Taking prompt decision for right placement,
timely promotion and proper remuneration
helps to reduce indiscipline.
• Deficiency of well defined code of discipline
also leads to indiscipline. The code of
discipline should encompasses sufficient
rules,regulations,customary,practices for the
guidance and information’s to employees

10. Improper attitude towards employee problems
leads to indiscipline. Discipline is by product of
attitude, understanding of employee personal
problem and individual difficulties helps to
maintain discipline.
Ill equipped supervisor may cause indiscipline
.As the maintenance of discipline is the case of
supervisory responsibility, indiscipline may
spring from the word of right type of supervision

11. APPROACHES OF DISCIPLINE
TRADITIONAL APPROACH
Punishment for undesirable behaviour. The main purpose are
To implement the punishment for the sin.
To enforce conformity to custom.
To strengthen authority old over young.
DEVELOPMENTAL APPROACH
It emphasizes the discipline as shapes of desirable behaviour.
The main purpose are
Shape behaviour by providing favourable consequence for
the right behaviour and unfavourable consequence for
wrong behaviour.
To avoid physical punishment ,protect rights of accused and
replacement of arbitrary individual judgement.

12. DISCIPLINARY ACTION
PRINCIPLES
HAVING A POSITIVE ATTITUDE
INVESTIGATE CAREFULLY
FOCUS ON ACT
ENFORCE RULES CONSISTENTLY
TAKE CORRECTIVE CONSTRUCTIVE ACTION:
ADVICE THE EMPLOYEES
BE PROMPT
FOLLOW UPPROMPT PRIVACY

13. COMPONENTS
OF
DISCIPLINARY
ACTION
RECORDS OF
OFFENCES AND
CORRECTIVE
MEASURES
AUTHORISED
PENALTIES:
RIGHT OF
APPEAL
CODES OF
CONDUCT

14. PROCEDURE FOR DISCIPLINARY
ACTION
PROGRESSIVE
DISCIPLINE
ORAL
REPRIMANDS
WRITTEN
REPRIMANDS

15. STEPS OF PROGRESSIVE DISCIPLINE
INFORMAL
FEEDBACK –
VERBAL
WARNING
LETTER OF
COUNCIL –
WRITTEN
WARNING
LETTER OF
REPRIMANDS
SUSPENSION-
FINAL
WARNING
TERMINATION

16. PENALITIES FOR
MISCONDUCT /INDISCIPLINE
MAJOR PENALITIES
This includes demotion, dismissal, transfer, discharge with holding increments, etc.
PROCEDURE FOR MAJOR PENALITIES /PUNISHMENT
WRITTEN COMPLAINTS:
• This is report of misconduct received by officer.
PRELIMINARY ENQUIRY:
• This is a fact finding inquiry conducted informal to find out the extend of
delinquent’s fault
DECISION TO START FORMAL DEPARTMENTAL ENQUIRY:
• Decision is taken by appointment authority after considering preliminary enquiry
report.
SUSPENSION:
• This is decided when appointing authority decides for departmental
enquiry.
CHARGE SHEET:
• Allegations against the delinquent have to be proved in the form of definite
charges sheet may be served personally or by charge sheet.

17. APPOINTMENT OF ENQUIRY OFFICER
The disciplinary officer will simultaneously nominate an
officer to conduct enquiry. The name of enquiry officer is
mentioned in charge sheet.
WRITTEN STATEMENT OF DEFENCE
This is submitted by the charged officer to the enquiry officer
according to the direction mentioned in the charged sheet .
RECORDING OF EVIDENCE BY ENQUIRY OFFICER
The enquiry officers records the evidence given by the
charged officer. The charged officer has the right to cross
examine the witness so brought in by department and her
own witness in defence.
PERSONAL HEARING OF A CHARGED OFFICER
There is personal hearing of a charged officer. The charged
officer can make an oral submission.
REPORT OF ENQUIRY OFFICER
The enquiry officer make report and submit in duplicate to the
disciplinary officer and also give his or her opinion.

18. SHOW CAUSE NOTICE BY DISCIPLINARY AUTHORITY:
The disciplinary officer decides to award punishment and is issue a
show cause notice to the charged officer.
REPLY TO SHOW CAUSE NOTICE BY DISCIPLINARY AUTHORITY
Upon objective consideration to reply the disciplinary authority can
reduce his conclusion which will be communicated to the charged
person .
REVIEW OF PUNISHMENT ORDER ;
In certain cases the penalised officer can request the disciplinary
officer to reconstruct the order.
APPEAL/REVISION:
The charged officer can appeal for revision of order to next higher
authority.
REINSTATEMENT /RESTITUTION
• In case of a suspended official exonerate the charges by disciplinary
authority is reinstated as matter of course and restore of original
position But if a dismissed is reinstated by the appellate .
• She is allowed to regain her position if her acquitted is honourable.

19. MINOR PENALITIES
This include oral warning ,written warning
,fine ,loss of privileges etc.
PROCEDURES FOR MINOR PUNISHMENTS
No formal charge sheet to be issued nor
need a regular enquiry officer to be appointed
action can be taken by calling explanation.

22. BIBLIOGRAPHY
 Vati Jogindra, Principles and Practice of Nursing
Management and Administration, 1st Edition, New Delhi;
Jaypee Brothers Medical Publishers (P) Ltd: 2013.
 Basavanthappa BT, Nursing Administration,2nd edition,
New Delhi; Jaypee Brothers Medical Publishers(P)Ltd:2009
 Clement. I, management of Nursing Services and
Education , 1st Edition, New Delhi: ELSEVIER India (P) Ltd :
 Web Address
 www.mindtools.com
 www.nwlink.com