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Unit 12
Unit 12
Structure:
12.1 Introduction
Objectives
12.2 Meaning and Objectives of Discipline
12.3 Principles for Maintenance of Discipline
12.4 Basic Guidelines of a Disciplinary Policy
12.5 Disciplinary Action - Penalties
12.6 Procedure for Disciplinary Action
12.7 Summary
12.8 Glossary
12.9 Terminal Questions
12.10 Answers
12.11 Case Study
12.1 Introduction
In unit 7, you have learnt about performance appraisal. Performance
appraisal is an overall evaluation of the employee in the organization. You
have also learnt that well conducted and disciplined employees have a
higher chance of being promoted.
Managing employee behaviour and performance is one of the important
tasks of managers. Discipline refers to the employees observance of
standards set by the organisation. Disciplinary action refers to punishing the
employees who fail to meet the standards of behaviour.
Many organisations maintain a disciplinary policy or system to regulate the
behaviour of the employees and deal with acts of indiscipline. Purpose of
disciplinary action is not to punish erring employee but to make them
understand what type of behaviour organisation wants from the employees
to maintain a proper decorum. In this unit, we will discuss the meaning and
objectives of discipline, and the principles for maintenance of discipline. We
will also study the basic guidelines of a disciplinary policy, disciplinary action
penalties and the procedure for disciplinary action.
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Objectives:
After studying this unit, you should be able to:
describe the concept of employee misconduct at the workplace
state how discipline is implemented and measured
analyse the techniques to ensure discipline
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All rules should be checked at regular intervals to ensure that they are
working well according to the organisational policy and practice.
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Definite and precise provisions for appeal and review of all disciplinary
actions should be expressly mentioned in the employees' handbook for
collective agreements.
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1. Oral reprimand
2. Written warning
3. Denial of increments, promotions and pay hikes
4. Pay reductions and disciplinary demotions
5. Suspension
6. Discharge or dismissal
Oral reprimand: The penalties are listed in the general order of severity,
from mild to severe. For most cases, an oral reprimand is sufficient to
achieve the desired result. The supervisor must know his or her personnel in
determining how to give a reprimand. For one person, a severe "session"
may be necessary in order to get attention and cooperation; another person
may require only a casual mention of a deficiency. If the offence is more
serious, the reprimand may be put in written form.
Written warning: When an oral warning or counselling to the employee
does not produce the desired result, the manager may issue a written
warning to the employee. The employee is normally asked to acknowledge
the receipt of written reprimand, irrespective of whether he agrees with the
content of the letter or not.
Since a written reprimand is more permanent than an oral one, it is
considered a more severe offence and the penalty levied accordingly.
Denial of increments, promotions and pay hikes: On some incidents the
management may refuse promotions, increments or pay hike by blacklisting
the employee for a specific period of time. This is usually treated as a
punishment for a certain period of time.
Pay reductions and disciplinary demotion: This is usually more severe
than the denial of pay hikes and promotions because the employee loses
part of existing benefits and privileges received by him from the
organisation.
In the case of demotion, an employee loses social status.
Suspension:
A few offences normally require the direct suspension of the employee
without any prior warning, depending upon the nature of the misconduct
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Foreseeable: The red hot stove warns the individual through the heat it
generates, that it will burn if touched. In the same way employees
should be made aware that poor conduct or indiscipline will result in
specific, predetermined consequences.
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Both discharge
employment.
and
dismissal
culminate
in
__________
of
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12.7 Summary
Let us recapitulate the important concepts discussed in this unit:
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12.8 Glossary
12.10 Answers
Self Assessment Questions
1. Discipline
2. Richard. D. Calhoon
Sikkim Manipal University
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3. Poor discipline
4. Representatives
5. Rules
6. preventive
7. Line Executive
8. Everyone
9. Consequence
10. reprimand
11. Oral
12. Termination
13. charge sheet
14. Charge sheet
15. biased
Terminal Questions
1. Discipline is employee self-control which prompts him to willingly cooperate with the organisational standards, rules, objectives, etc.
Objectives of discipline are to
ensure and enable employees to work in accordance with the rules
and regulations of the organization and to
ensure that employees follow the organisational processes and
procedures in spite of their different personalities and behavior.
Refer section 1.2 for more details.
2. Since, disciplinary measures have serious implications for employees;
they often are based on the principles of being fair, just and acceptable
to employees and, where applicable, the union as well. It cannot be
enforced or imposed on employees, as history has proved, it never
benefits anyone. Refer section 12.3 for more details.
3. The different stages in the disciplinary procedure of an Indian
organisation are discussed below: Forming and issuing a charge sheet,
Considering the explanation, Issuing the notice of enquiry, Holding a
Full-fledged Enquiry, Final order of Action, Follow-up. Refer section 12.6
for more details.
Sikkim Manipal University
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4. There are varying penalties for first, second, and third offences of the
same rule. Following are the commonly practiced actions in business
Organisation:
a. Oral reprimand
b. Written warning
c. Denial of increments, promotions and pay hikes
d. Pay reductions and disciplinary demotions
e. Suspension
f. Discharge or dismissal
Refer section 12.5 for more details.
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there were serious charges against the petitioner, and he was allowed to
retire without prejudice to disciplinary action pending against him. They said
that though there was no specific power enjoyed by the corporation, Rule 10
of articles of association of corporation provided for the Government to issue
instructions.
The Judge said that articles of association of the corporation could not be
raised to the level of any statutory provision to proceed against employees.
Also, in the absence of any substantive power to retain an employee, the
corporation could not rely upon articles of association or any clarification
issued by the Government.
Holding that the corporation could always institute civil proceedings for
recovery of any loss allegedly caused by the employee, the Judge said
there were also enough provisions in the Companies Act for making such
recoveries from employees of Corporation.
Allowing the petition, the Judge directed the corporation to settle the
terminal benefits of the petitioner within four weeks.
Discussion Questions:
1. On what grounds did Madras High Court disallow action against
employees?
2. What were the punitive measures taken by the Transport Corporation
against the employees ?
th
References: