Employee Discipline & Indiscipline

by
Dr. Bignya Patnaik
What is Discipline?

• “Following the rules and procedures”

• “Action to ensure orderly conduct and
compliance with rules and procedures”
Discipline refers to action to ensure orderly
conduct and compliance with rules and
procedures
Employee Discipline
Discipline may be considered as a force that prompts individuals or groups to observe the
rules, regulations and procedures which are deemed to be necessary for the effective
functioning of an organization.
Richard D. Calhoon

The force that prompts an individual or a group to observe the rules, regulations and
procedures which are deemed to be necessary to the attainment of an objective, it is force or
fear of force which restrains an individual or a group from doing things which are deemed to
be destructive of group objectives. It is also the exercise of restraint or the enforcement of
penalties for the violation of group regulations.
William R. Spreigel | Edward Schultz
Characteristics of discipline
The main features that flow from the above definitions are:
1. Discipline is Self-Control: It refers to one’s efforts at self-control to conform to
organizational rules, regulations and procedures which have been established to
ensure the successful attainment of organizational goals.
2. It is a Negative Approach: It means discipline encourages people to undertake
some activities, on the one hand, and restrains them from undertaking others, on the
other.
3. It is a Punitive Approach: It means that discipline also imposes penalty or
punishment if the rules and regulations framed by the organization are not obeyed
or ignored by the members.
Objectives of
Employee Discipline

• To obtain a willing acceptance of the rules,

regulations and procedures of an organization so
that organizational goals may be attained.
• To impart an element of certainty despite several
differences in informal behaviours pattern 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 improved.
 1. Self controlled discipline : In self controlled
discipline the employee brings her or his behavior in
to agreement with the organizations official behavior
code, i.e the employee regulate their activities for
the common good of the organization. As a result
the human beings are induced to work for a peak
TYPES OF performance under self controlled discipline.

DISCIPLINE
2. Enforced Discipline : Is a managerial action
enforces employee compliance with organization’s
rules and regulations. i.e. it is a common discipline
imposed from the top here the manager exercises
his authority to compel the employees to behave in
a structured manner.
 • If you do not set your own rules
Everyone will set their owns. Indiscipline
means disorderliness, insubordination
and not following the rules and
regulation of an organization. The
What is symptoms of indiscipline are change in
indiscipline the normal behaviour, absenteeism,
apathy, go-slow at work, increase in
number and severity of grievances,
persistent and continuous demand for
overtime allowance, and lack of concern
for performance.
 Unsatisfactory quality/quantity of
work due to lack of abilities, training
or motivation
Categories Personal problems off the job affect
of Difficult productivity on the job (alcoholism,
drug, family relationship)
Employees
Consistently break company rules
and do not respond to supervisory
reactions
 Non-placement of the right person on the right job

Undesirable behaviour of senior officials.

Faulty evaluation of persons and situations by executives leads of favoritism.

Causes of Lack of upward communication.

Indiscipline Leadership which is weak, flexible, incompetent and distrustful.

Defective supervision and an absence of good supervisors

Lack of properly drawn rules and regulations.

Workers’ personal problems, their fears, apprehensions, hopes and aspirations; and their
lack of confidence in and their inability to adjust with their superior and equals.
 Worker’s reactions to rigidity and multiplicity of rules and their improper
interpretation.

Intolerably bad working conditions.

Inborn tendencies to flout rules.

Cont
Errors of judgement on the part of the supervisor or the top
management.

Improper co-ordination, delegation of authority and fixing of

responsibility.

Discrimination based on caste, colour, creed, sex, language, and place

in matters of selection, promotion, transfer, placement and
discrimination in imposing penalties and handling out rewards.
 Difficulty accepting authority/criticism

Hold grudges against supervisors

Sabotage company property/equipment

Exercise desire to harass coworkers or management

Sexual harassment

Unwanted romantic interest

Warning sign of Verbal/physical intimidation

indiscipline Progressive misconduct

Argumentative /uncooperative

Interpersonal conflict history

Fired or laid off

Dysfunctional family

Decreased social support/connections

Extremist opinions/attitudes
 Location of Responsibility

Define performance expectations

Communication of policy, procedures and rules

Disciplinary Collection of performance data

Procedure Framing charges and intimations

Consideration of explanation

Awarding punishment

Follow-up
 Oral warnings

Written notice
Disciplinary
actions: Suspension
penalties and Demotion
punishments
Pay cut

Dismissal/Discharge
Four step formula to
disciplinary action
(progressive
discipline)
• Oral warning
• Written warning
• Punishment
• Termination
Disciplinary Actions
 Employees believe in and support discipline and
adhere to the rules, regulations and desired standards
of behaviour. Discipline takes the form of positive
support and reinforcement for approved actions and its
aim is to help the individual in moulding his behaviour
and developing him in a corrective and supportive
Reward manner. This type of approach is called positive
approach or constructive discipline or self-discipline.

for Positive discipline takes place whenever the

organizational climate is marked by aspect such as
Discipline payment of adequate remuneration and incentives,
appreciation of performance and reinforcement of
approved personnel behaviour or actions etc. which
will motivate employees to adhere to certain rules and
regulations or exercise self-control and work to the
maximum possible extent.
 Discipline improves efficiency by:

Setting an example of appropriate behavior.

Importance Transmitting the rules of the organization.

of Promoting efficient production.

discipline Maintaining respect for the supervisor.

Correcting employee behavior.

 Service law is an important field of law. It
is essential that those concerned with
the administration of service matters
know the correct procedure to deal with
them according to law.
SERVICE
RULES The expression ‘condition of service’
means all those conditions which
regulate the holding of a post by the
person right from the time of his/her
appointment till his/her retirement, and
even beyond it in matters like pension.