Presentation on

Employees Discipline

Perspective

SQUARE Textiles Division

Sayeef Al Nahian Khan

1. Foundation of SQUARE Group2. Little Information about SQUARE Textiles Division3. Disciplining Undisciplined Employee4. Management Practice for Disciplined Environment5. Recommendation 6. Conclusion

Topic Discussion

Employees Discipline

Foundation of SQUARE Group

Establishment: 1958Founder Chairman: Mr. Shamson H. Chowdhury (1925 to 2012)Flagship Company: Square Pharmaceuticals Ltd.

Four friends in 1958 started a

small partnership firm

With the value: success of

business depend on

ethical practices

SQUARE Textiles DivisionAt a Glance…….

Company Name Established on Factory TypeSQUARE Textiles Limited 1997 SpinningSQUARE Yarns Limited 2005 SpinningSQUARE Fashion Yarns Limited 2010 SpinningSQUARE Knit Fabrics Limited 2001 Knit Fabrics SQUARE Fashions Limited(1) 2001 Knit RMGSQUARE Fashions Limited(2) 2006 Knit RMG

Fully Operational

Company Name Established on Factory TypeSQUARE Denims Limited 2012 Denim Fabrics (Trial Production)SQUARE Apparels Limited 2013 Woven Fabrics (Ready for Trial Production)SQUARE Denims Limited 2015 Denim Garments (Close to Trial Production)SQUARE Apparels Limited Woven Garments (Paper Work)

Not Yet in Operation

The following acts shall be treated as misconduct/ Indiscipline Action:1. Willingly Insubordination or disobeying reasonable orders of a

superior (alone or with group of employees)2. Theft, Fraud and Dishonesty in connection with the employer’s

business or property3. Taking or giving bribe in connection with his or any other worker’s

employment under the employer4. Habitual Absence without leave5. Habitual late Attendance6. Riotous or Disorderly behavior in the establishment, or any act

subversive of discipline7. Habitual Negligence work8. Habitual breach of any rule of employment, including conduct or

discipline, approved by the chief Inspector9. Falsifying, tempering with, damaging or causing loss of employers

official records.

Misconduct

Prevention is better than cure

WHY?

Decrease PerformanceLow quality of ProductionLow productivityIncrease wasteIncrease cost of ProductionIncrease Absenteeism

-Effect Employer & Employee relation-Requires more attention on supervision-Bring Stresses in the workplace Which Will Lead to

SQUARE Believe

Indiscipline situation

• Not fulfilling the basic and logical need of the employee• Not solving the employee grievances at the first place• Not providing a positive working environment• Wrong Recruitment & Selection Procedure

When Does Indiscipline Occur

Basic and Logical NeedM

anag

emen

t Em

ploy

ees

Non-M

anagement

Employees

Man

ager

s

Exec

utive

s

If Grievance Occur

Supervisor try to handle the grievanceSupervisor answers all grievances after discussion/ consultation with the Personnel HR/Personnel Dept.

What if Grievance is against supervisor or employee is not satisfy with result?

Employees have the option to consult with HR department directly.

STD focused on maintaining an employee-employer favorable and positive environment to eliminate grievance and this can largely reduce disciplinary related problem

Discipline is management’s complaints against employeeGrievance is employee’s complaints against management

Handling Grievance

Dissatisfaction Grievance Indiscipline

Management Practice in STD

Management Employee(White Color Employee)

Non-management Employee(Blue Color Employee)

Positive Discipline

Combination of Positive and Negative Discipline

Management Practice in STDManagement Employee

• Manger’s play participative role with executives and officers and show them the alternatives to complete their works

• Executives are observed by the quality of their final work output received by mangers.

• Line Manager and Executives are involved in decision making with Staff Managers and they are always encouraged on being creative but in certain cases Line Managers and in most cases Executives can’t implement decision on their own

Non-Management Employee• Under Continuous Monitoring through line

manager and CC TV (production floor)• Employee’s are under command of the line

supervisors monitored by line managers. (not with fear, rather with logical explanation)

• Outputs are monitored on daily basis• We believe our benefits & facilities makes

them love their work

1. No or little education2. Their Culture, living standard and need is a

barrier for their imagination3. Little creativity is needed in these types of

work

1. Better Education2. Their Culture and living standard is

supportive for their imagination 3. Creativities help organization prosper faster

Why there is difference

Management Practice in STD

Mgt. Employees

Theory Z Theory Y Theory XNon Mgt. Employees

Ensuring Disciplined Environment

• Precaution• On the job Caution• Corrective Action

Ensuring Disciplined Environment

• Recruitment & Selection Process– Proper Advertisement– Select Employee that best fit for the organization

(Behavior Specialist)– Select Employee that best for the particular position– Compare Salary Structure and Expected Salary.

Precaution

• Strong Induction Program– Orient Organizational Structure– Orient Organizational Communication Structure– Orient all the DO’s and Don’t– Orient Expectation of the employer– Orient Company PolicyGetting Bored!!!! – Orient all the benefits & Facilities

• Recruitment & Selection Process– Select Employee that best fit for the organization

(Behavior Specialist)– Select Employee that best for the particular

position– Compare Salary Structure with the industry and

law of the land.

• Strong Training Program– Educating OHS– Educating Etiquette– Educate DO’s and Don’t– Orient Expectation of the management– Orient all the benefits & Facilities

Prevention is better than cure

Management Non-Management

Ensuring Disciplined EnvironmentOn the job Caution

• Office Environment– Salary Structure Considering Inflation– Favorable Employment Condition

– Effective Yearly PA– Fair Working Hour– Positive workplace (Lunch, Tea- Corner,

Necessary Equipment)– Overtime is highly discouraged– Fair attitudes towards all employees– Managerial Leadership(Positive supervision)– Taking right decision on right moment (Prevent

occurring Group grievance)

• Office Environment– Wage Policy According To Law– On time salary payment– Work hour break according to law– Fair wage for older employees– Favorable Employment Condition

– Fair Working Hour– No Force Overtime– Positive Workplace (Lunch, AC/Flexible

Floor, OHS Equipment, Medical Facility )– Fair Attitudes Towards All Employees– Taking Right Decision On Right Moment

(Prevent Occurring Group Grievance )

•Others• Flexible regarding leave issue• Annual Leave• Transport• Security, Safety and Health for Family

•Others• Not rude regarding leave issue• Housing for worker • Transport for those who are not residing in housing

Prevention is better than cure

Management Non-Management

Ensuring Disciplined Environment

• Analysis of Performance Appraisal• Effective Exit Interview

Corrective Action

• Work floor Environment Check• Worker’s have limited access to meet Senior

HR management

Prevention is better than cure

Management Non-Management

Result of the Activities• Most Employees believe in and

support disciplinary procedures and adhere to the rules, regulations and desired standards of behavior.

• Employees brings their behavior in to agreement with the organizations official behavior code, induced to work for a peak performance by themselves. Self controlled discipline.

• Management ensure and some time forces employees behavior through training in to agreement with the organizations official behavior code, show them the positive outcome of it, which induced to work for a peak performance by workers.

• Employees tries and periodically asked to follow disciplinary procedures and adhere to the rules, regulations and desired standards of behavior. Self controlled and Enforced discipline

You Can’t Satisfy all!!!

Disciplining Indiscipline Employee

There are employees sometimes do not believe or do not tend to follow. As such, they do not adhere all rules, regulations and desired standards of behavior of STD.

STD control these situation with set of rules and regulations through counseling, warnings, penalties and other forms of punishment that has been discussed earlier.

Recommendation• Make HR employees be the friends of other department:

– It helps get many information informally which can be helpful to understand the actual environment of the office

• Suggestion Box ( Head Office)– Employees can put their suggestions for better working environment. Already

established in factory

• Open Door Policy– HR Department will fix a time every week where any employees can come and

share their problems/opinions.

• Opinion Survey– Their can be questionnaire survey every month along with written

opportunity to get employee feedback

• Hot Stove rules McGregor (1967)– Aware every employees about disciplinary procedure properly. ( In

process)

• Implement theory Z– Give management employee more logical freedom in work place. It can be

start as a demo project in one factory• Leadership Program (On Process)

Recommendation