Program ( BBA/BCOM/BBA LLB ) – Semester ( IV)
Course ( Business Law )
Title of the Session DISCIPLINARY ACTION
By
Dr. …Rumna Bhattacharyya…………
Disclaimer: This PPT is the property of the ICFAI University, Jharkhand and can be used only for the educational purpose of the
students of the University
MAIN POINTS OF CHAPTER 12
Definition and Concept of Discipline
Aims and Objectives of Discipline
Forms and Types of Discipline
Acts of Indiscipline or Misconduct
Principles of Maintaining Discipline
Disciplinary Procedure
Approaches to Discipline
Types of Disciplinary Action
Code of Discipline in the Indian Industry
DEFINITION AND CONCEPT OF
DISCIPLINE
Discipline is employee self-control which prompts
him to willingly co-operate with the
organizational standards, rules, objectives, etc.
An employee is subjected to disciplinary action
when he fails to meet some obligations towards
his job or the organization.
AIMS AND OBJECTIVES OF DISCIPLINE
To enable employees work in accordance with
the rules & regulations
To ensure employees follow organizational
procedures
To provide directions to employees
To maintain a sense of orderliness
To maintain common feelings of trust and
confidence
FORMS AND TYPES OF DISCIPLINE
Self-imposed or positive discipline
Employees are motivated through rewards,
appreciation, constructive support, reinforcement or
approved personnel actions to conform to organizational
rules and regulations.
Enforced or negative discipline
Employees are forced to follow the rules and regulations
of the organization by inducing fear in them, then it is
referred to as negative discipline.
ACTS OF INDISCIPLINE OR
MISCONDUCT
Disciplinary problems
Minor Major Intolerable
infractions infractions offences
Basic acts of misconduct are:
Attendance
On-the-Job Behavior
Dishonesty
Activities that are harmful for the organization
CAUSES OF INDISCIPLINE AND
MISCONDUCT
Employee frustration
Strained relationships with the supervisor or with
colleagues
Improper or biased performance evaluation
Ineffective grievance redressal procedure
Inconvenient working conditions
Ambiguous working responsibilities
PRINCIPLES OF MAINTAINING
DISCIPLINE
Rules should be framed based on the nature of
work and working conditions.
The rules should be so formulated that they
ensure an objective and unbiased analysis of
the acts.
All the employees should know the penalties for
violation of different rules.
Mc Gregor`s Red Hot Stove Rule
DISCIPLINARY PROCEDURE
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
APPROACHES TO DISCIPLINE
Incorrect Discipline
It refers to the usage of improper and incorrect
measures to enforce discipline in the organization.
Preventive Discipline
Employees are managed in a way that prevents
undesirable behavior or misconduct.
Positive Discipline
Unsatisfactory behavior of employees is corrected
through the support and positive attitude of the
managers.
TYPES OF DISCIPLINARY ACTION
Verbal Warning
Written Warning
Suspension
Demotion
Pay Cut
Dismissal
STEPS IN THE PROCESS OF
POSITIVE DISCIPLINE
Clarify Responsibility for Discipline
Define Expected Employee Behavior
Communicate Discipline Policy, Procedures, and Rules
Collect Performance Data
Administer Progressive Discipline
Administer Corrective Counseling Techniques
CODE OF DISCIPLINE IN
THE INDIAN INDUSTRY
Formulated on the recommendations of the Indian Labor
Conference held in New Delhi in the year 1957.
Certain features are:
Both the management and the employees should abide
by certain self-imposed rules.
No party should take any unilateral decision regarding
any dispute.
Acts of violence, coercion, intimidation or incitement
should not be indulged in.
Trade unions must be recognized in accordance with
the criteria laid down for this purpose.
Industrial Employment (Standing
Orders) Act 1946
o To ensure uniform and stable conditions of service
o Employers must define clearly the conditions of
employment in the form of standing orders or services
rules & make them known
o Central Government or State government prescribed
Model Standing orders
o Industrial establishment can follow the model or draw
their own.
o The draft must be in conformity with the model
o Employees should adhere to the laid rules
FOCAL POINTS OF CHAPTER
Definition and Concept of Discipline
Aims and Objectives of Discipline
Forms and Types of Discipline
Acts of Indiscipline or Misconduct
Principles of Maintaining Discipline
Disciplinary Procedure
Approaches to Discipline
Types of Disciplinary Action
Code of Discipline in the Indian Industry