maintenace of dicipline, type, aims, principle, need for dicipline, function, error, cause of indicipline, diciplinary action, role of nurse nurse manager.

2. MAINTENACE OF
DISCIPLINE
Ms Bhoomika p
4th Bsc nursing

3. TABLE OF CONTENTS:
1. Definition
2. Type of discipline
3. Aims of discipline
4. Principles of discipline
5. Need for discipline
6. Function of discipline
7. Errors in discipline
8. Causes of indiscipline
9.Disciplinary action
10. Role and function of nursing manager

5. INTRODUCTION
The word discipline Is derived from the Latin
term discipline, which means ‘learning,
teaching and growing’. Discipline means
working in accordance with certain
recognized rules, regulation and customs,
whether they are written or implicit in
character. The state of discipline greatly
influences human performance in any
organization.

6. DEFINITION
Moulding and training of the mind and character to
bring about desired behavior is known as
discipline.

7. TYPES OF
DISCIPLINE

8. Discipline is of two types:
Self Controlled
Enforced
A managerial directed forces employee
to complywith the organizations rules
and regulation, i.e. it is a common form
of discipline imposed from above. Here
the manger exercise hi s authority to
force the employee to behave in
specific way.
the employee align his or her behavior
with that of the organization official
code of conduct, i.e the employee
regulate their own activities for the
greater good. As a result, people get
turned to work at peak performance
through self controlled discipline

9. AIMS OF DISCIPLINE
To assist the development of self control and cooperation
which re regarded as essential traits in daily living as well
as in professional functioning.
To create favourable attitude toward the establishment
and maintain condition essential for effective work in
order to achieve the desired objectives.
To create and maintain desire condition in teaching
learning situation. This will in turn assist in
achievement of objectives.

10. PRINCIPLE OF
DISCIPLINE

11. 1. Disciplinary guidelines should be in
harmonywith the ultimate goals of
education.
2. It should be implemented through love
and understanding, not through fear.
3. It should be primarilypositive and
constructive
4. It should ensure equal justice for all,
respect for the right and dignity of an
individual and humanitarian approach
toward all.
5. Discipline is not the end, it is rather a
means for successful implementation
of educational programme.
6. Disciplinary policies and procedures
should be first preventive and then
corrective but neve retributive.

12. 7.The approach of discipline should be to
place increasing responsibility on the
student in terms of his own choices
purpose and behavior as he grow up.
8.Discipline is something that the teacher
helps student to attain not something that
the teacher maintain.
9.As much as possible, disciplinary
conversation should be held in private.
10.It should essentially relate the act of
misconduct to act of correction. Avoid
collective punishment.
11.As far as possible, do not let disciplinary
measures interfere with other
developmental opportunities.

13. NEED FOR DISCIPLINE
1. Discipline is the most significant prerequisite for the successful
implementation of an educational programe.
2. It is essential for helping a child’s individual personality to grow, for
giving him the feeling of security, a sense of confidence and the
knowledge of boundaries to his freedom
3. Discipline is essential for teachers also. For effective teaching, suitable
condition as necessary as good teacher, etc
4. Discipline is a prerequisite for efficient administration as well. If someone
interprets administration as all those activities administration perform in
order to create a situation favorable to learning, it becomes clear that
maintaining discipline is one of his major task
5. Discipline is educational institutions is also sought by the society. Society
cannot realize s objectives without proper discipline in different walks of
life

14. FUNCTION OF DISCIPLINE

15. † delay in administering discipline
† ignoring rule violation in the hope that it is an isolated event
†accumulation of rule violation causing irritated manger to “blow up”
†administering sweetened discipline.
†Failure to document disciplinary action accurately.
†Failure to act within time limit set by grievance procedure.
†Imposing discipline disproportionate to the seriousness of the offence
†Disciplining inconsistently.
ERRORS IN DISCIPLINE

16. CAUSES OF INDISCIPLINE
wrong or improper attitude
toward employees problem
faulty disciplinary
action
neglect or deference of
employees grievance
an ill advise
supervisor
lack of well defined
code of conduct
divide and rule policy

17. DISCIPLINARY
ACTION

18. MANAGEMENT OF DISCIPLINARY ACTION
1 2
3 4
There is an agency
rule or standard that
govern the behavior
under consideration
The employee was
aware of the rule or
standard governing
his or her behavior
The employee did, in
fact, violate the
agency rule or
standard
The penalty imposed
is appropriate to the
rule or standard
violated.

19. ROLE AND FUNCTIONS OF MANAGER /
ADMINISTRATOR IN MAINTANENCE OF DISCIPLINE
● Helping employee to identify themselves with the
school/organizational goals
● Encountering employee to be self disciplined and
comply with the established rules and regulations
● Periodically assessing the need for the existing
rule and regulation and suggesting modification
as necessary
● Humanistic ally using discipline as a mean of
promoting employee growth
● Demonstrating sensitivity to environment in
which discipline is enforced

20. ● Being aware of the power and responsibility, a
formal authority has to set rules and discipline
employees
● Ensuring that rules and regulations are
unambiguously written and communicated to
subordinates
● Serving in the role of coach to tackle lack of
performance
● Enforcing established rule in a fair and equitable
manner
● Discussing rule and regulation with subordinates,
explaining the rationale and resolving queries.

21. ● Carefully documenting employees conduct that invites
disciplinary action and counseling the employee
● Judiciously using the official authority to take
progressively stronger disciplinary measure when
employees continuously fail to meet expectations
● Bringing in the students/union employee under discipline,
using the disciplinary measures provided in the accepted
code of conduct
● Advising employees on how to seek redressal in
disciplinary matters