DisciplineIn a broad sense discipline is: Orderliness, opposite of confusion Not only strict rule and regulation Working, co-operating, behaving in a normal an orderly way.

Aims of DisciplineTo ensure and enables employees to work according to the organizational rule.To ensure that employees follow the organizational process and procedureIt provides the direction and fix responsibilities.It help to improve the efficiency of the employeeIt help to maintain the sense of orderliness and conformity to organizational ruleIt maintain the trust and confidence.

Types of DisciplineSelf imposed or positive disciplineWilling to conform the organizational discipline Motivated through rewards, appreciation, constructive support.2. Enforced or negative disciplineEmployees are forced to follow the discipline Employees are scared about the loss of promotion, lay-offs, transfer, demotion etc.

Acts of Indiscipline or MisconductMinorMajorIntolerableThe Basic Acts of Misconduct in an organization: Attendance On-the-job behavior Dishonesty Activities that are harmful for the organization

Causes of Indiscipline or Misconduct When person-job fit is not proper Strained relationship Improper or biased evaluation Improper grievance redressal procedure Loss of trust Lack of proper education and upbringing Improper or inconvenient working conditions Ambiguous working responsibilities Social, economic or out side political pressure.

Principles of Maintaining Discipline The rules and regulations should be framed with mutual co-ordination All the rules should be evaluated and updated from time to time Rules should be formulated based on the nature of the work Rule should ensure an objective and unbiased disciplinary action All employees should have proper knowledge regarding violation of discipline Disciplinary action should ensure that an employee does not repeat a similar act of indiscipline in the future. Proper analysis is required to justify the disciplinary action. All the disciplinary actions should be mentioned in the employees hand book.

Mc Gregors Red Hot Stove RuleThis rule suggest that administering discipline is more like a touching a hot stove. According to this rule, corrective action should be immediate, impartial, consistent and foreseeable.

Different Stages of Disciplinary Procedure

Forming and issuing a charge sheet Considering the explanation Issuing the notice Holding a full fledge Enquiry Final order of Action Follow up

Approaches to DisciplineIncorrect DisciplinePunitive disciplineNegative feedbackLate InterventionLabeling Employees not behaviorMisplaced ResponsibilitiesPreventive DisciplineGoal congruencyTraining and development of the employee to adapt the job requirementClear awareness of disciplinary procedureConstructive feedbackCommunicationPositive Discipline

Types of Disciplinary ActionVerbal WarningWritten WarningSuspensionDemotionPay cutDismissal