-INTRODUCTION
-MEANING AND DEFINITION
-NATURE OF DISCIPLINE
-OBJECTIVES
-COMPONENTS OF DISCIPLINE
-DISCIPLINARY ASPECTS
-ORGANISATIONAL DISCIPLINARY LINE
-EMPLOYEE PROBLEM
-IMPORTANCE OF DISCIPLINE
-POSITIVE EMPLOYEE DISCIPLINE
-INDISCIPLINE
-APPROACHES
-HOT STOVE RULE
HOW TO DEAL WITH DISCIPLINARY?
-CONCLUSION
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Importance of Maintaining Workplace DisciplineTime Labs
Discipline is essential to become successful in life as everything one aspires needs a little disciple or self-control.Having an automated time and attendance keeping system is the very first step that ensures discipline at workplace.
Discipline in the workplace is the means by which supervisory personnel correct behavioural deficiencies and ensure adherence to established company rules. The purpose of discipline is correct behaviour. It is not designed to punish or embarrass an employee.
Importance of Maintaining Workplace DisciplineTime Labs
Discipline is essential to become successful in life as everything one aspires needs a little disciple or self-control.Having an automated time and attendance keeping system is the very first step that ensures discipline at workplace.
Discipline -Definition, Disciplinary procedure model
Grievance- Definition, grievance procedures
Termination of employment: retirement, resignation and termination of contract, Layoff and exit interviews
Dealing with the human aspects of terminations and counseling
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
Discipline -Definition, Disciplinary procedure model
Grievance- Definition, grievance procedures
Termination of employment: retirement, resignation and termination of contract, Layoff and exit interviews
Dealing with the human aspects of terminations and counseling
The HR Manager is the most critical role in the HR Organization. The HR Manager represents Human Resources and shares responsibilities with the HR team and the internal client.
The role of the HR Manager is difficult, and the most experienced HR Professionals should be promoted to the role of the HR Manager.
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
discipline in nursing
Discipline service rules Self discipline Constructive versus destructive discipline Problem employee. Disciplinary proceeding enquiry.
2. The word “discipline” is derived from the Latin word “disciplina”, which means teaching, learning and growing. Megginson offer three distinct meaning of the word discipline: Self-discipline Necessary condition of orderly behavior Act of training and punishing.
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Policies are an integral part of organizational strategies, while procedures are tactical tools.
Policies are generally formulated by top management, while procedures are laid down at lower organizational levels in line with policies.
Policies are more evergreen than procedures. Procedures change more frequently, because they should be adaptable to the changing operational environment and technological advancements.
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- What is Copyright?
- Copyright Law of India
- Rights to the Author
- Know Your Rights
- Copyright Protection
- Copyright able Works and Its Duration (copyright protection under the Copyright Act 1957)
- Non-copyright able works
- Copyright in Business
- Things to Know Before Using the Copyright
- Fair Use of Copyright Works
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Inventory Account
Calculate inventory
Inventory system
Types of Inventory system- perpetual & periodic inventory systems
Comparison between periodic and perpetual inventory systems
Inventory valuation method- FIFO, LIFO, HIFO, Averag cost method or weihted average cost method
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
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http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
How to Create Map Views in the Odoo 17 ERPCeline George
The map views are useful for providing a geographical representation of data. They allow users to visualize and analyze the data in a more intuitive manner.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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2. HRM
Jithin
Omanakuttan
Introduction
Employee performance and behaviour is expected
to contribute toward the achievement of the
organization's goals and objectives.
When an employee's performance or behaviour is
unsatisfactory, corrective action must be taken.
Corrective action will follow the process of
progressive discipline when the situation is a result
of inappropriate behaviour or unsatisfactory
performance when the employee has the ability to
perform at an acceptable level but chooses not to
do so.
3. HRM
Jithin
Omanakuttan
Meaning &
Definition
Discipline is employee learning that promotes self-
control, dedication, and orderly conduct.
It refers to a condition or attitude, prevailing
among employees, with respect to rules and
regulations in an organization.
Discipline in the broadest sense means
orderliness, the opposite of confusion.
It does not mean a strict and technical observance
of rigid rules and regulations.
It simply means working, cooperating and
behaving in a normal and ordinary way, as any
responsible person would expect an employee
to do.
4. HRM
Jithin
Omanakuttan
Meaning &
Definition
According to Richard D. Calhoon,
“Discipline is the force that prompts
individuals or groups to observe rules,
regulations, standards and procedures
deemed necessary for an organization.”
5. HRM
Jithin
Omanakuttan
Nature of
Discipline
Maintenance of discipline is a prerequisite to
the attainment of maximum productivity.
No amount of pressure can succeed in the long
run unless one is committed to improve or
learn.
True discipline is educational because it
changes the very attitude of the workers
towards their work and workplace. It must,
therefore, be understood that discipline must
be developed from within.
Discipline has to be reformative and not
punitive.
Discipline aim at development rather than
punishing.
6. HRM
Jithin
Omanakuttan
Objectives
To obtain willing acceptance of the rules,
regulations and procedures of an organization so
that organizational goals may be attained.
To impart an element of certainty despite several
difference in informal behaviour 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 human
personality and human relations.
To increase the working efficiency and morale of
the employees so that their productivity is stepped
up and the cost of production is improved.
9. HRM
Jithin
Omanakuttan
5 Pillars of
Self-
discipline
A - Acceptance
W - Willpower
H - Hard work
I - Industry
P - Persistence
“A WHIP”- since many people associate self
discipline with whipping themselves into shape.
10. HRM
Jithin
Omanakuttan
To be Self-
Disciplined
Get yourself organized
Don’t constantly seek to be entertained
Be on time
Keep your word
Do the most difficult tasks first
Finish what you start
Accept correction
Practice self denial
Welcome responsibility
13. HRM
Jithin
Omanakuttan
Types of
Punishment
Different types of punishment resulting from
various types of omission or misconduct are
as follows:
Oral warnings
Written warnings
Loss of privileges and fines
Punitive suspension
Withholding of increments
Demotion
Termination
16. HRM
Jithin
Omanakuttan
Negative
Aspect
(Punitive
Approach
or
Corrective
Approach)
Employees do not believe in and support
discipline and do not adhere to the rules,
regulations and desired standards of
behaviour.
Disciplinary programme forces and
constraints the employees to obey orders
and function in accordance with set rules
and regulations through warnings, penalties
and other forms of punishment.
This is also autocratic approach as the
subordinates are given no role in
formulating the rules and they are not told
why they are punished.
22. HRM
Jithin
Omanakuttan
Curbs
Problem
Behaviour
The importance of this result is in direct
proportion to the severity of the offense.
Ignoring an employee who is exhibiting
erratic or dangerous behaviour can result in
tragedy; ignoring one who is sowing discord
will lower employee morale and may reduce
productivity over time.
23. HRM
Jithin
Omanakuttan
Protection
Conduct of an employee affects other
employees too.
With a clear and effective employee-
discipline plan in place, employees know
the consequences of their conduct.
This streamlines providing information
about employee behaviour and provides a
sense of security to employees.
25. HRM
Jithin
Omanakuttan
Upholds
Workplace
Standards
Workplace discipline, when consistently and
fairly applied, reinforces the rules you've
established for workplace conduct and
promotes employee morale.
Employees are more likely to respect
workplace rules when they know those
rules will be enforced, thus reducing the
likelihood that disciplinary action will be
needed in the future.
26. HRM
Jithin
Omanakuttan
Helps
Avoid
Lawsuits
Workplace discipline, when used to uphold
your company's discrimination or
harassment policies.
When discrimination or harassment claims
are just, swift disciplinary action can help
reduce the likelihood of costly lawsuits.
27. HRM
Jithin
Omanakuttan
Averts
Bigger
Problems
Later
When workplace discipline is postponed,
either out of a belief that it's a one-time
mistake, or a fear of creating resentment,
the employee often doesn't realize that he's
done something wrong.
Swift correction of problem behaviour
prevents these adverse events.
28. HRM
Jithin
Omanakuttan
Organization’s
Gain
Other than ensuring protection, an effective
employee-discipline code creates a
congenial environment in which employees
can work.
This increases their output, which translates
into increased profit for an organization.
29. HRM
Jithin
Omanakuttan
Positive
Employee
Discipline
Tools for employee discipline are powerful and
must be used only in a positive way.
The Human Resources Department Of The
University Of Oklahoma includes 5
components for positive employee discipline;
Communicating performance expectations
Requirements to employees
Giving oral reminders
Written reminders and disciplinary leave of absence
Termination
The components are in increasing order of
severity.
31. HRM
Jithin
Omanakuttan
Indiscipline
Indiscipline means disorderliness,
insubordination and not following the
rules and regulations of an organization.
The symptoms of indiscipline are change in
the normal behaviour, absenteeism, apathy,
go-slow at work, increase in number and
severity of grievances, persistent and
continuous demand for overtime allowance,
lack of concern for performance, etc.
32. HRM
Jithin
Omanakuttan
Symptoms
of General
Indiscipline
Absence from work
Absenteeism
Abusing customers
Abusive language toward supervisor
Assault and fighting among employees
Causing unsafe working conditions
Damage to or loss of machinery or materials
Dishonesty
Disloyalty to employer (includes competing with
employer, conflict of interest)
Falsifying company records (including time
records, production records)
33. HRM
Jithin
Omanakuttan
Symptoms
of General
Indiscipline
Falsifying employment application
Gambling
Horseplay
Incompetence (including low productivity)
Insubordination
Leaving place of work (including quitting early)
Loafing
Misconduct during a strike
Negligence
Obscene or immoral conduct
34. HRM
Jithin
Omanakuttan
Symptoms
of General
Indiscipline
Participation in a prohibited strike
Possession or use of drugs or intoxicants
Profane or abusive language (not toward
supervisor)
Refusal to accept a job assignment
Refusal to work overtime
Sleeping on the job
Slowdown
Tardiness
Theft Threat to or assault of management
representative
36. HRM
Jithin
Omanakuttan
Positive
discipline
Positive discipline fosters appropriate
behaviour by encouraging employee
participation.
The first step is to lay out clear protocol and ethical
guidelines to ensure your employees fully
understand what you expect. The next step is to
use constructive criticism to instil correct
behaviours.
In “positive” discipline, there is willingness to
comply that comes from the desire to
cooperate in achieving the common goal of the
organisation. The emphasis here is on
cooperative efforts to secure compliance to
organisational norms.
38. HRM
Jithin
Omanakuttan
Progressive
Discipline
The process for correcting single and repeat
episodes of employee failure to comply with rules
and/or to meet specific workplace expectations for
conduct.
Corrections to unacceptable behaviour may be
addressed under this policy or the Performance
Accountability & Commitment Policy, depending on
the individual circumstances and the nature and
extent of correction that is needed.
Progressive Discipline is a step-by-step
process designed to modify unacceptable
employee behaviours, which also allows
for discipline to start at a higher step based on
the severity and circumstances of the situation.
41. HRM
Jithin
Omanakuttan
Dis-
advantages –
Progressive
Discipline
Progressive discipline may result into bitter
relationships between supervisor and
employee.
Supervisor may feel obligated to address
every performance offence and assign an
appropriate punishment to it, even though it
may not be required.
Management may focus only on the
problem employees at the expense of the
good performers, thereby consuming too
much of a manager’s time.
42. HRM
Jithin
Omanakuttan
“ Hot Stove
Rule “
The Hot Stove Rule is a commonly adopted
management principle. It was proposed by
Douglas Murray McGregor in the early 60s.
This principle is an analogy between breaching
company discipline and touching a hot stove.
In the principle, McGregor has illustrated how
an employer can impose disciplinary actions on
its employees without creating the feeling of
resentment or annoyance in them.
The central idea of the principle is that the
rational and effective employee discipline
can be maintained by punishing employees
for breach of discipline in ways similar to
touching a hot stove.
43. HRM
Jithin
Omanakuttan
Contd.
The following rules explains the theory
All individuals must be forewarned that if they
touch the hot stove (i.e., break a rule), they
will be burned (punished or disciplined).
They must know the rule beforehand and be
aware of the punishment
If the individual touches the stoves (i.e.,
breaks a rule), there will be immediate
consequences (getting burned). All discipline
should be administered immediately after rules
are broken.
44. HRM
Jithin
Omanakuttan
Contd.
If the individual touches the stove again, they
will again be burned. Therefore, there is
consistency. Each time, the rule is broken;
there are immediate and consistent
consequences.
If any other individual touches the hot stove,
they will also get burned. Discipline must be
impartial and everyone must be treated in
the same manner if the rule breaking is the
same.
45. HRM
Jithin
Omanakuttan
Contd.
Disciplinary action must be directed
against the act, not against the
person. It must be used by
supervisors as a tool to develop the
employee and the group.
The steps that should be followed are:
46. HRM
Jithin
Omanakuttan
Contd.
Immediate investigation of the offense must be
done to determine the facts.
Previous warning. In labour relations, it is
important that the company policies, rules and
regulations be issued to and explained to all
employees upon induction as part of the orientation
program.
Consistency in the administration of disciplinary
action is highly essential so that employees will
know what to expect as a consequence of an
infraction or violation of the rule or regulation.
Disciplinary action must be impersonal. It should
be institutional.
47. HRM
Jithin
Omanakuttan
Key points
- Hot Stove
Rule
You had a warning – you knew what would
happen if you touched the stove
The penalty was consistent – everyone gets
the same treatment
The penalty is impersonal – a person is
burned not because of who he or she is, but
because the stove was touched
The penalty is not delayed.
So check out the facts first, follow due
process and, if appropriate, apply the discipline as
soon after the event as investigations will allow. If
you fail to be consistent, you may end up getting
your own fingers burnt!
49. HRM
Jithin
Omanakuttan
Conclusion
Discipline means securing consistent behaviour in
accordance with the accepted norms of behaviour.
Discipline means orderliness. It implies the absence of chaos,
irregularity and confusion in the behaviour of workers.
Those employees who observe the rules and standards are
rewarded by praise, by security and often by advancement.
Those who cannot stay in line or measure up to performance
standards are penalised in such a way that they can clearly
learn what acceptable performance and behaviour are.
Discipline should never be used as a show of authority or
power on the supervisor’s part.
Positive discipline aim is to help the individual in moulding his
behaviour and developing him in a corrective and supportive
manner.
Hot Stove Rule is help an employee to understand
organisational rules, policies and regulation.