Discipline and grievances
Presented by – Manisha,
Komal
Discipline
According to [Link], “discipline is
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 the force or fear of force
which restrains an individual or a group
from doing things which are deemed to
be destructive of group objectives”
Objectives of discipline
To obtain a willing acceptance of the rules , regulations
and procedures of an organizations so that org. goals
may be attained ;
To impart an element of certainty despite several
differences in informal behaviour patterns and other
related changes in an org.;
To develop among the employees a spirit of tolerance
and a desire to make adjustments ;
To give and seek direction and responsibility ;
Cont….
To create an atmosphere of respect for the
human personality and human relations; and;
To increase the working efficiency and morale of
the employees so that their productivity is
stepped up , the cost of production brought
down and the quality of production improved .
Types of discipline
1. Positive or self imposed discipline – it refers to
rewards , appreciation , constructive support ,
reinforcement of approved personnel actions
and behaviour , incentive payments ,and
promotions to motivate employees to extend
their co-operation to the management and
work willingly , effectively and competently.
Cont….
2. Enforced or negative discipline – refers to
people who are enforced or constrained to
obey orders ,and to perform their tasks in
accordance with the rules and regulations that
have been laid down ,failing which they would
have to suffer penalties.
The purpose of negative discipline – to scare
others ,
to keep others in line and
to ensure that they do not indulge in undesirable
behaviour.
Causes of indiscipline
Non placement of the right person on the right job
which is suitable for his qualifications ,
experience , and training;
Undesirable behavior of senior officials ,who may
have set pattern of behavior which they expect
their subordinates to follow ;
Faulty evaluation of persons and situations by
executives leads to favouritism , which generates
undisciplined behavior ;
Intolerably bad working conditions;
Errors of judgement on the part of supervisor or
the top management
Cont…
Lack of upward communication , as a result of which the
thoughts , feelings and reactions of employees cannot
be conveyed to the top management ;
The “divide and rule” policy of the management , as a
result of which friction and misunderstanding are created
among the employees which destroy their team spirit ;
Improper co-ordination , delegation of authority and
fixing of responsibility ;and
Psychological and sociological reasons, including
misunderstanding , rivalry and distrust among workers
and supervisors an absence of fellow feeling , a
widespread sense of injustice ,or apathy on the part of
the management
Guidelines of a disciplinary actions
1. Location of responsibility
2. Proper formulation and communication of rules
3. Rules and regulations should be reasonable
4. Equal treatment
5. Disciplinary action should be taken in private
6. Importance of promptness in taking disciplinary
action
7. Innocence is presumed
8. Get the facts
Cont…
9. Action should be taken in cool
atmosphere
10. Natural justice
[Link] a disciplinary action has been taken
the supervisor should treat his
subordinate in a normal manner
[Link]’t backdown when you are right
13. Negative motivation should be handled
in a positive manner
Procedure
1. An accurate statement of the disciplinary
problem ;
2. Collection of data or facts bearing on the
case ;
3. Selection of tentative penalties to be
imposed ;
4. Choice of the penalty ;
5. Application of the penalty ; and
6. Follow up on the disciplinary action.
GRIEVANCE
INTRODUCTION
A complaint becomes a greivance when
dissatisfaction, which is mostly related to
work,is brought to the notice of the
management.
A greivance is any discontent or
dissatisfaction arising out of anything
connected with the company which an
employee thinks or feels to be unfair,
unjustice or inequitable.
Sources of grievances
Concerning wages
Demand for individual adjustment, the
worker feels that he is underpaid.
Mistakes in calculating the wages of a
worker.
Concerning supervision
Complaints against discipline,inadequate
instructions given for job performance.
Conti.
Forman is playing favourites and ignores
complaints.
Concerning individual advancement
Complaints that the claims of senior
persons have been ignored and younger
workers have been promoted ahead of older
and more experienced employees.
General working condition
Complaints about working condition,
noise,fumes and other unpleasent or
unsafe condition.
Collective bargaining
The company is attempting to undermine
the trade union and the workers who
belong to that union and the company
does not deal effectively with union
grievances.
Steps of grievances
Step 1-
The aggrieved employee verbally
explains his grievances to his immediate
supervisor and it can be settled if the
supervisor has been properly trained for the
purpose.
Step 2-
It is sent to a higher level manager
with a note in which are mentioned the
time,place and nature of the action to which
the employee objects.
Step 3-
It is submitted to the Grievance committee
since it is not solved by the supervisor and higher
level mgmt.,they consider the record and may
suggest a possible solution.
Step 4-
If the decision and suggestion of the
grievance committee is not accepted by the
grievant than he may approach to the
management or the corporate excutives.
Step 5-
This is the final step and is taken
when the grievance is referred to an
arbitrator who is acceptable to the employee
as well as the management.
Elements of grievance procedure
The existence of a sound channel.
The procedure should be simple,definite and
prompt.
The steps in handling a grievance should be
clearly defined.
Decision should be followed up in order that
the reaction to the decision may be known
and in order to determine whether the issue
has been closed or not.
