Discipline simply means order in work and conduct of organizational members. Discipline is necessary in an organization to ensure that all employees of the organization follow the rules, regulations and procedures while carrying out their job.
According to Dale Beach, “Discipline regulates (by reward or punishment) the human behaviour in an organization”
According to Garry Desseler, “Discipline is a procedure that corrects or punishes a subordinate because a rule of procedure has been violated”
Management must maintain discipline in a organization in order to achieve higher productivity and growth, improve human and industrial relationships, resolve workplace conflicts, ensure obedience of employees, maintain cooperation among employees, ensure smooth running of the organization and to keep a check on violation of rules and regulations of the organization.
INDISCIPLINE
It refers to the breach of discipline in an organization. It is an act or conduct which is inappropriate or against the welfare of the organization.
Causes of Indiscipline/Misconduct –
- Violation of rules and regulations of the organization
- Indulging in acts which are detrimental to the organization (thefts, fraud, bribery etc.)
- Immoral or Dishonest conduct
- Causing damage or loss to the organization
Disciplinary Procedure
Disciplinary Procedure is a structured approach to maintain discipline in an organization and to deal with disobedience at work. It involves –
- Presenting verbal and written warnings to employees
- Investigating grievances
- Issues charge sheets
- Handling conflicts
- Punishing employees for misconduct
Steps of Disciplinary Procedure/ Process of discipline
| Step 1 | Preliminary Investigation |
| Step 2 | Issue of Charge Sheet |
| Step 3 | Consideration of the Explanation |
| Step 4 | Notice of Enquiry |
| Step 5 | Suspension with or without Pay |
| Step 6 | Conduct of Domestic Enquiry |
| Step 7 | Recording of Findings by the Enquiry officer |
| Step 8 | Awarding of Punishment |
| Step 9 | Communication of Punishment |
| Preliminary Investigation | Determine the validity and gravity of misconduct |
| Issue of Charge Sheet | Issue of notice of charge describing the misconduct and the person responsible for it and demanding an explanation for the misconduct. |
| Consideration of Explanation | The employee receiving the charge sheet may:
Management after carefully considering the explanation of the employee proceeds with the enquiry. |
| Notice of Enquiry | An advance notice indicating the date, time, venue, name of investigating officer is given to the accused demanding oral and documented evidence and witnesses if any, to prove his innocence. |
| Suspension with or without Pay | Depending upon the gravity of misconduct the worker may or may not be suspended from work until the disciplinary process is completed. |
| Conduct of Domestic Enquiry | An internal hearing is conducted by the employer to ascertain the guilt and look for a just cause to punish the employee. |
| Recording of Findings by the Enquiry officer | The enquiry officer submits his findings to the management which includes –
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| Awarding of Punishment | The final decision is taken by the management. The punishment of the employee is based on his/her past record in the organization and the gravity of his misconduct. |
| Communication of Punishment | The final decision is communicated to the accused through a letter containing –
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