Discipline in nursing

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Discipline in Nursing is the sub topic in Nursing Administration of M.Sc.(N) II Year

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Discipline in nursing

  1. 1. Mrs. Vadivukkarasi Ramanadin, Asst. Professor,Mata Sahib Kaur College of Nursing, Mohali, Punjab.
  2. 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.8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 2
  3. 3. MEANING It is derived from the latin word “disciplina” it means “learning, teaching & growing”8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 3
  4. 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.8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 4
  5. 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. 8/14/2012 5 Mata Sahib Kaur College of Nursing, Mohali, Punjab
  6. 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 8/14/2012 6 Mata Sahib Kaur College of Nursing, Mohali, Punjab
  7. 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 8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 7
  8. 8. APPROACHES OF DISCIPLINE  TRADITIONAL APPROACH  DEVELOPMENTAL APPROACH  POSITIVE DISCIPLINE APPROACH  SELF CONTROLLED DISCIPLINE APPROACH  ENFORCED DISCIPLINE APPROACH  CONSTRUCTIVE VS DESTRUCTIVE DISCIPLINE8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 8
  9. 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. 10. ERRORS IN DISCIPLINIG EMPLOYEESThe 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 8/14/2012 10 Mata Sahib Kaur College of Nursing, Mohali, Punjab
  11. 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 department8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 11
  12. 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. 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. 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. 15. DEALING WITH DISCIPLINARY PROBLEMS 1. DISCIPLINARY CONFERENCE 2. DISCIPLINARY LETTER 3. MODEL STANDING ORDERS8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 15
  16. 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 8/14/2012 16 Mata Sahib Kaur College of Nursing, Mohali, Punjab
  17. 17. OTHER PENALTIESWarning 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 timeWithholding incrementTermination(Discharge & Dismissal): permanent termination of services. 8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 17
  18. 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 official8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 18
  19. 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 reinstated8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 19
  20. 20. 8/14/2012 Mata Sahib Kaur College of Nursing, Mohali, Punjab 20

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