It refers to a condition or attitude, prevailing among the employees with respect to rules and regulations of an organization. To maintain peace prevent disorder, regulate behavior of people and to hold the pieces together.

Aspects of Discipline: Positive Aspect : To mould the behavior of individual and

developing him in a corrective and supportive manner Negative Aspect : To force the employees to function in

accordance with set rules and regulations through warnings, penalties etc

Misconduct or Indiscipline: Violation of established rules and procedures, acts which are prejudicial to the interests of mgt. for example: attendance related issues, dishonesty, performance related issues etc. Mostly non-cooperation results in indiscipline

Red Stove Rule apply with discipline

Objectives of Discipline: To avoid work stoppages, To obtain willing

acceptance to rules, to impart element of certainty, to develop a spirit

of tolerance and cooperation, to give and seek direction, to create an

atmosphere of respect, to increase working efficiency and morale

Constructive Programme of Discipline: Formulation of a set of clear and reasonable rules Impartial enforcement of these rules by means of announced

warnings and penalties Supervisory leadership that is uniformed on disciplinary rules and

procedures An impartial and uniform procedure for investigation of apparent

infractions

Negative DisciplinePositive Discipline

Adherence to established norms, out of fear or punishment

Employees do not perceive corporate goals as their own

Requires intense supervisory control to prevent employees to go off the track

Creation of conducive climate in an organization where employees willingly confirm to established norms

No conflict between individual and organizational goals

Employees exercise self-control to meet organizational objectives

Absence of effective leadership Unfair management practices Communication barriers Non- uniform disciplinary action Divide and rule policy Inadequate attention to personnel problems Victimisation

1)Human Relations Approach i.e. employee is helped to correct his deviations;

2)Human Resources Approach i.e. treated as resource and acts of indiscipline are dealt by considering failure in the areas of development, maintenance and utilization of human resources;

3) Group Discipline Approach i.e. groups sets the standards and punishments to individuals

4)Leadership Approach i.e. every superior administers the rules of discipline and guides and trains

5) Judicial Approach i.e. on the basis of legislation.

Laid down by Douglas McGregorDisciplinary action should have the

following consequences:Burns immediatelyProvides warningGives consistent punishmentBurns impersonally

Issuing a Letter or Charge to Employee calling upon him for Explanation

Consideration of the Explanation Show-Cause Notice Holding of a Full-fledged Enquiry: steps in domestic enquiry

are: preparing and serving the charge-sheet, supervision in grave case, obtaining reply to charge-sheet, selecting enquiry officer, conducting enquiry proceedings, holding of enquiry in free environment, record findings, submitting enquiry officer’s report to the disciplinary authority, decision of the disciplinary authority, communication of the order of punishment.

Considering the Enquiry proceedings and findings and making final order

Follow Up

When there is want of good faith Unfair labour practices are used Management is guilty Findings are baseless and perverse

Oral Warnings Written warnings or Pink Slips Loss of Privileges and Fines Punitive Suspension Withholding of Increments Demotion Termination can be in discharge

simpliciter, discharge or dismissal form

Does not have any legal sanction but moral sanctions are behind.

Provides an alternative for the resolution of conflict

15th Indian National Labour Conference gave the following general principles of discipline in industry:

No S/L without notice No unilateral action No recourse to go-slow practice No deliberate damage No acts of violence, intimidation Existing machinery should be utilized to

maximum extent Awards/agreements should be implemented Agreements which disturbs cordial IR should be

avoided.

To maintain Discipline in Industry To Ensure Better Discipline in Industry,

Management and Union agree Management Agrees regarding not to

increase workloads, not to encourage unfair labour practices, to take prompt action, distinguish between actions that need immediate discharge and needs warning, to recognize union

Unions Agrees: not to encourage physical duress, not to permit violent demonstrations, discourage unfair labour practices, to take prompt action to implement, to display codes in unions’ office.