The document discusses discipline in the workplace. It defines discipline as training that brings about desired behaviors and compliance with rules. It notes that discipline can be enforced by managers or self-controlled by employees. The document outlines various approaches to discipline, principles of effective discipline, causes of indiscipline, errors in disciplining employees, and components of an effective disciplinary action program, including codes of conduct, authorized penalties, and appeal rights. It also discusses the stages of disciplinary proceedings and possible penalties like warnings, fines, loss of privileges, demotion, suspension, and termination.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
Nursing audit assists in:
1. Evaluating Nursing care given,
2. Achieving deserved and feasible quality of nursing care,
3. Stimulating better nursing records maintenance,
4. Focuses on patient care provided and not on care provider,
5. Contributes to research in nursing.
THE EXPENSE OF QUALITY IS AN INTERACTIVE PROCESS BETWEEN CUSTOMER & PROVIDER. QUALITY ASSURANCE USUALLY FOCUSES ON MATERIAL, GOOD WORK & SERVICE PROVIDED EFFECTIVELY. ANY LACK IN SERVICE PROVIDED CAUSES DECREASE IN QUALITY
The health care system and the nursing profession is expanding globally , there fore it is important for nurses to know the trends, issues and challenges in new millennium.
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
maintenace of dicipline, type, aims, principle, need for dicipline, function, error, cause of indicipline, diciplinary action, role of nurse nurse manager.
THE EXPENSE OF QUALITY IS AN INTERACTIVE PROCESS BETWEEN CUSTOMER & PROVIDER. QUALITY ASSURANCE USUALLY FOCUSES ON MATERIAL, GOOD WORK & SERVICE PROVIDED EFFECTIVELY. ANY LACK IN SERVICE PROVIDED CAUSES DECREASE IN QUALITY
The health care system and the nursing profession is expanding globally , there fore it is important for nurses to know the trends, issues and challenges in new millennium.
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
maintenace of dicipline, type, aims, principle, need for dicipline, function, error, cause of indicipline, diciplinary action, role of nurse nurse manager.
Moulding or training of the mind and character to bring about desired behaviour is known as discipline.it helps a person to have some control over another person.
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2. INTRODUCTION
One method by which a nurse manger can control
subordinates behaviour is to invoke official disciplinary
procedure. Discipline can be self-control by which an
employee brings his or her behaviour into agreement
with the agency‘s official behaviour code, or it can be a
managerial action to enforce employee compliance with
agency rules and regulations.
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3. MEANING
It is derived from the latin word “disciplina”
it means “learning, teaching & growing”
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4. DEFINITION
Discipline is defined as a training or moulding of the
mind and character to bring about desired behaviours.
Discipline refers to working in accordance with certain
recognized rules, regulations and customs, whether
they are written or implicit in character.
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5. AIMS AND OBJECTIVES OF DISCIPLINE
To obtain a willing acceptance of the rules, regulations and procedures
of an organization so that organizational goals can be achieved.
To impart an element of certainty despite several differences in informal
behavior patterns and other related changes in an organization
To develop among the employees a spirit of tolerance and a desire to
make adjustments
To give and seek direction and responsibility
To create an atmosphere of respect for the human personality and
human relations
To increase the working efficiency and morale of the employees so that
their productivity is stepped up, the cost of production brought down
and the quality of production improved.
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Mata Sahib Kaur College of Nursing, Mohali, Punjab
6. PRINCIPLES OF DISCIPLINE
Disciplinary guide lines should be in harmony with the ultimate goals
of education
It must be implemented through love & understanding not through
fear
It should be primarily positive & constructive
It should ensure equal justice for all, respects for the rights & dignity of
an individual, and humanitarian approach towards all
Discipline is not the end, it is rather a means for successful
implementation of educational programme
Disciplinary policies & procedures should be first preventive, then
corrective but never retributive
The approach of discipline should be to place increasing responsibility
on the student in terms of his own choices, purposes and behavior as
he grows up
Discipline is something that the teacher helps students to attain, not
something that the teacher maintains
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Mata Sahib Kaur College of Nursing, Mohali, Punjab
7. Cont. . .
As much as possible, disciplinary conversations should be held in
private
It should essentially relate the act of misconduct to the act of
correction. Make sure that the student understands the point of
correction; otherwise it will be futile. If the disciplinary correction
does not contribute to the development of student, it is
meaningless
Avoid collective punishment
As far as possible, do not let disciplinary measures interfere with
other developmental opportunities. Never banish a student from
the classroom, if possible; if you feel isolation is necessary, try to
let it be within the classroom
Sending a student to the head of the institution should be the last
resort for a teacher. It should be done when no other way is left
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8. APPROACHES OF DISCIPLINE
TRADITIONAL APPROACH
DEVELOPMENTAL APPROACH
POSITIVE DISCIPLINE APPROACH
SELF CONTROLLED DISCIPLINE APPROACH
ENFORCED DISCIPLINE APPROACH
CONSTRUCTIVE VS DESTRUCTIVE DISCIPLINE
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9. CAUSES OF INDESCIPLINE IN STAFFING
Neglect or deference of students / employee grievances
Faulty disciplinary action
Wrong or improper attitude
Wrong placement, remuneration or promotion
Lack of well defined code of conduct
Divide & rule policy
An ill advised supervisor
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 9
10. ERRORS IN DISCIPLINIG EMPLOYEES
The frequent errors encountered while disciplining the
employees are:
Delay in administering discipline
Ignoring rule violation in hope that it is an isolated event
Accumulations of rule violations, causing irritated manager
to ―blow up
Administering sweetened discipline
Failure to administer progressively severe sanctions
Failure to document disciplinary actions accurately
Imposing discipline disproportionate to the seriousness of
the offense
Disciplining inconsistently
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Mata Sahib Kaur College of Nursing, Mohali, Punjab
11. EFFECTIVE DISCIPLINE
Condone the past offences
Build an agreement on disciplinary rules
Establish a disciplinary committee
Get disciplinary issues investigated by the human
resources management or administrative department
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12. DISCIPLINARY PROCEEDINGS ENQUIRY IN
MANAGEMENT CCSR(CENTRAL CIVIL SERVICES RULES)
The first clause of the article contains the guarantee that no
civil servant shall be dismissed or removed by an authority
surbordinate to that by which he was appointed.
The second clause guarantees to him a reasonable
opportunity of defence on the charges against him,
supplemented by a second opportunity of showing cause why
such a punishment should not be imposed on him, if after
enquiry it is proposed to dismiss or to remove or to reduce
him in rank.
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 12
13. PRINCIPLES OF DISCIPLINARY ACTION
Have a positive attitude
Investigate carefully
Be prompt
Protect privacy
Focus on the act
Enforce rules consistently
Be flexible
Advise the employee
Follow up
Take corrective, consistent action
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 13
14. CAUSES OF DISCIPLINARY PROCEEDINGS
A. Acts
1. Acts amounting to crimes
Eg. Bribery, corruption, forgery of documents & theft of
government property
2. Acts amounting to misdemeanor
Eg. Misbehavior, insubordination, disobedience
3. Acts amounting to misconduct
Eg. Violation of conduct rules or standing orders
B. Omissions
Eg. Habitual late attendance, irresponsibility, negligence.
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 14
15. DEALING WITH DISCIPLINARY PROBLEMS
1. DISCIPLINARY CONFERENCE
2. DISCIPLINARY LETTER
3. MODEL STANDING ORDERS
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 15
16. COMPONENTS OF A DISCIPLINARY ACTION PROGRAM
CODES OF CONDUCT: The employees must be informed of
codes of conduct. Agency handbooks, policy manuals, and
orientation programs may be used. Eg. Employee code of
conduct.
AUTHORISED PENALTIES: The agency‘s disciplinary action
program should indicate that the current action is being
administered without bias and is directly related to the
offense. (Oral / Written repriment)
RECORDS OF OFFENCES AND CORRECTIVE MEASURES:
The personnel record should clearly indicate the offense,
management‘s efforts to correct the problem and the
resulting penalties
RIGHT OF APPEAL: Formal provision for right of employee
appeal is a part of each disciplinary action program
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Mata Sahib Kaur College of Nursing, Mohali, Punjab
17. OTHER PENALTIES
Warning
Fines may be charged for offences such as tardiness.
Loss of privileges might include transfer to a less desirable shift and loss
of preference for assignments.
Demotion is a questionable solution. It creates hard feelings which may
be contagious and more likely places offenders in a position for which
they are overqualified.
Suspension: for a period of time
Withholding increment
Termination(Discharge & Dismissal): permanent termination of services.
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 17
18. STAGES OF DISCIPLINARY PROCEEDING ENQUIRY FOR
MAJOR PUNISHMENT
1. Preliminary enquiry
2. Decision to start formal departmental enquiry
3. Suspension
4. Charge sheet and its service
5. Appointment of enquiry officer
6. Written statement of defence
7. Recording of evidence by the enquiry officer
8. Personal hearing of charged official
8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 18
19. Cont. . .
9. Report of enquiry officer
10. Show cause notice by the disciplinary authority
11. Reply to show-cause notice and decision thereon
12. Review of punishment order
13. Appeal or revision
14. Reinstatement and restitution
15. Show-cause notice against withholding of
emoluments for suspension period in the case of a r
reinstated
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20. 8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 20
