Paper: 01, Human Resource Management
Module: 32, Discipline
Prof. S P Bansal
Principal Investigator Vice Chancellor
Maharaja Agrasen University, Baddi
Prof YoginderVerma
Co-Principal Investigator Pro–Vice Chancellor
Central University of Himachal Pradesh. Kangra. H.P.
Prof. Rajeev Jain
Paper Coordinator Faculty of Commerce & Management,
Kota University, Kota
Dr. Anurodh Godha
Content Writer School of Commerce and Management,
VM Open University, Kota (Rajasthan) India
Items Description of Module
Subject Name Management
Paper Name Human Resource Management
Module Title Discipline
Module Id Module no.-32
Pre- Requisites Basic knowledge of Industrial Relations, Industrial Disputes and Trade Unions
Objectives To learn the concept of discipline and approaches of disciplinary action
Keywords Discipline, Misconduct, Disciplinary Action
QUADRANT-I
Module 32: Discipline
1 Learning Outcome
2 Introduction: Discipline
3 Concept of Discipline
3.1 Aspects of Discipline
3.2 Main Characteristics of Discipline
3.3 Aims & Objectives of Discipline
3.4 Importance of Discipline in Industry
4 Indiscipline
5 Misconduct
6 Causes & Approaches towards Disciplinary Action
6.1 Principles of Industrial Discipline
6.2 Guidelines of a Disciplinary Action
6.3 Mc Gregor’s Hot Stove Rule
6.4 Procedure for Disciplinary Action
7 Code of Discipline in Indian Industry
8 Summary
1. Learning Outcome
After studying this unit, you would be able to:
Understand the fundamental nature of Industrial discipline
Point out the nature and major aims & objectives of discipline.
Study and appreciate the significance of discipline in Industry.
Know about various principles for maintenance of discipline.
Understand the concepts of Indiscipline and misconduct.
Know about the causes of Breach of discipline.
Know about the guidelines governing the disciplinary action.
Learn about the Mc Gregor’s hot stove rule.
Learn about the code of discipline in Indian Industry.
2. Introduction: Discipline
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Discipline may be defined as an approach which aims at instilling orderly behaviour and respect for
willing obedience to a recognized authority. Industrial discipline is crucial for healthy industrial
environment and for escalating production & productivity. The promotion and maintenance of
employee discipline brings multifarious benefits to the organisation and its employees in form of say ;
goal attainment , smooth functioning of the organization etc.
Meaning & Definition of Discipline
What does Discipline means?
Discipline means getting obedience to rules and regulations of the organization. Discipline is
absolutely essential for the smooth running of business. Fayol, stated that discipline is
obedience, application, energy and outward mark of respect. According to Webster’s
Dictionary, the word discipline has three meanings “First, its is the training that corrects
moulds , strengthens or perfects individual behavior. Second, it is control gained by enforcing
obedience. The third meaning, it is punishment or chastisement.
Definition of Discipline
According to Dr. Spriegel, “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 force or fear of force which restrain 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.”
Thus discipline can be regarded as a force that requires employees to follow the rules and
regulations of an organization considered vital for its efficient working.
In brief, discipline is an employee’s self control which motivates him to comply with the
organization’s goals and objectives.
3. Concept of Discipline
The dialogue between the workers and managers in a work setting pave way to the emergence of the
concept of discipline.
3.1 Aspects of Discipline
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Negative Aspect - This aspect uses “fear” as a force to enforce discipline in the organization.
If any employee or worker defies the rules and regulation strict punishment is levied on them.
This is categorized as traditional concept of discipline.
Positive Discipline – Now a days the management of various organizations have adopted
positive progressive outlook for disciplining the employees. With the ever increasing
awareness among the workers concerning their rights and responsibility, it was required on
the part of management to reconsider the negative approach of fear used by them so far.
Thus management emphasized on the concept of self – discipline. This approach of self
control asserts on cooperative efforts of employees to abide by the rules of the organization.
Thus positive aspect of discipline plays a much greater role in safeguarding industrial peace
and prosperity.
3.2 Main Characteristics of Discipline
The main characteristics of Discipline can be summed up as follows :-
(i) To guarantee successful fulfilment of organizational goals it motivates workers to abide
by the instructions issued by the management or superiors.
(ii) It is a negative approach in the sense that it discourages employees in under taking some
activities while encouraging to undertake the few others.
(iii) On Violation or disobedience of organization rules it imposes fine or reprimand,
therefore, it is also called as punitive or big stick approach.
3.3 Aims & Objectives of Discipline
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The aims and objectives of discipline are as follows:-
(i) For the achievement of organizational goals it tries to earn the willing approval of
employees.
(ii) To introduce the component of uniformity and assurance despite the numerous
difference in informal behaviour patterns in the organization.
(iii) For improving the quality of production by enhancing the morale and working efficiency
of the employees.
(iv) To generate respect for human relations in the organization.
(v) To confer and seek direction and responsibility.
3.4 Importance of Discipline in Industry
Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of
discipline in any industry can create a great amount of commotion and confusion thereby
decreasing its productivity. For any enterprise however big or small manpower is the most
pivotal resource and thereby all efforts should be made to discipline them.
All steps should be taken to encourage mutual trust and confidence between the workers and
the management which is indispensable to bring about needed discipline at the workplace.
Maintenance of discipline is a precondition for attaining the aims and purposes of the
organization swiftly. Disciplined employers will assist in creation of pleasant industrial
environment which will be beneficial for the industry and the nation both.
4. Indiscipline
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Indiscipline may be expressed as non – compliance to formal and informal rules and regulations of an
organization. Indiscipline may prove to have detrimental effects on the morale and motivation of the
employees as well as on the organization as a whole. There are various socio-economic and cultural
factors that play a role in creating indiscipline in an organization which can be summed up in
following figure :-
Source: Designed by Author
Ways to Cope With Indiscipline
Management can adopt various strategies as mentioned in the figure below to keep a check on
indiscipline in the organization.
Figure 2: Means to Cope with Indiscipline
Source: Designed by Author
5. Misconduct
An action or type of behaviour can be defined as misconduct if it is prejudicial to the interests of the
employer and other employees, inconsistent with the norms set for discharging duties, unsafe or
unfaithful to such a degree that it becomes incompatible to continue employer – employee
relationships.
Categories of Misconduct
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Disciplinary acts of misconduct can be categorized on the basis of the severity of the
consequences.
(i) Minor Contravention– results in few serious consequences.
Example – negligence, minor disobedience to rules, carelessness.
(ii) Major Contravention – Partially hinders the working of the organization.
Example – lying, cheating, stealing
(iii) Intolerable Offences – are of unlawful and severe nature which endanger
employment relationship.
Example – threat to use weapon, use of drugs on the job, smoking near inflammables.
Misconduct Stated In Model Standing Orders
Here is an illustrative list of acts constituting misconduct under Model Standing Orders Act ,
1946.
(i) Wilful insubordination or disobedience of any lawful and reasonable order , rule or
regulation.
(ii) Refusal to work on a job or a machine which has been assigned to him.
(iii) Refusal to accept or reply to a charge sheet within the prescribed period of time.
(iv) Theft , fraud , or dishonesty in connection with the property of the company.
(v) Theft of another employee’s property inside the industrial area or company premises.
(vi) Causing willful damage to , or loss of , the employer’s goods or property.
(vii) Causing damage to a product in process or to any property.
(viii) Interference with , safety devices.
(ix) Non-observance of safety precautions and rules.
(x) Taking or giving a bribe or any illegal gratification.
(xii) Acceptance of gifts from subordinates.
(xiii) Habitual late coming.
(xiv) Absence from duty without leave.
(xv) Overstay when on leave without prior authorized permission.
(xvi) Entering or leaving , or attempting to enter or leave , the work premises except through
authorized entrance and exits.
6. Causes & Approaches towards Disciplinary Action
The main reasons for breach of discipline in any organization may be stated under following heads
Source: Designed by Author
(I) Causes Related To the Worker
(a) Illiteracy and low intellectual level of workers.
(b) Workers personal problems like their fears, hope, aspirations etc.
(c) Inborn tendencies of workers to flout rules.
(II) Causes Related To the Socio – Cultural Factors -
(a) Misunderstanding and rivalry among workers.
(b) Discrimination based on caste, colour, sex, place in imposing penalties.
(III) Causes Related To the Work Environment –
(a) Bad working conditions.
(b) Defective supervision
(c) Non-placement of right person on the right job.
(IV) Causes Related To the Management Practices –
(a) Lack of clarity in rules & regulation as laid out by the top management.
(b) Faulty performance appraisal systems leading to favoritism thereby
generating indiscipline.
(c) Absence of sympathetic and scientific management.
6.1 Principles of Industrial Discipline
Industrial Discipline should be based on certain just and fair principles to be accepted by
the employees. The basic Prerequisites or principles to be observed are:-
(i) The very objectives of industrial discipline should be clearly laid out
(ii) The code of conduct should be framed with consultation & collaboration of the
workers or their representatives.
(iii) The code of conduct must be communicated to all concerned in the organization.
(iv) The rules and regulation concerning the discipline should understandable by all.
(v) The rules of conduct must able to settle the grievances if any arising during the
period be of employment.
(vi) The approach of discipline policy should be preventive i.e. stress be laid on
prevention of violation of discipline rather than on the administration of penalties.
(vii) The quantum of reprimand for each case of misconduct should be specified clearly
in advance by publishing them in employee’s handbook.
(viii) The enforcement authority must be specified.
(ix) Discipline policy should not discriminate against the employees; it should be
uniform for all employees without favoring any one worker or employee.
(x) A disciplinary committee in the advisory capacity be constituted to look into the
matters of indiscipline and put forth the necessary suggestions.
6.2 Guidelines of a Disciplinary Action
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(a) Fixation of Responsibility – the responsibility for sustaining discipline in the
organization should be given to a responsible person, say personnel officer.
(b) Proper Framing & Communication of Rules – the rules and regulations should
be cautiously and accurately formulated and published in employee handbooks
(c) Rules and Regulations Should be Reasonable – the work standards set Should be
attainable by the employees and the rules be modified at frequent intervals to suit
the changing organizational circumstances
(d) Equal Treatment – Rules and penalties should be applied equitably. Identical
punishment should be granted for identical offences.
(e) Prompt Action – care should be taken to make sure that the penalty is imposed
soon after the violation of a rule has occurred.
(f) Search for the Facts – before proceeding to take any action against an employee ,
provide him with sufficient time to present his side of the case i.e. What and why it
happened
(g) Natural Justice – the punishment or penalty imposed on the indisciplined worker
must satisfy the principle of natural justice. The punishment should always justify
with the gravity of the offence.
6.3 Mc Gregor’s Hot Stove Rule
Source: [Link]
The model method for enforcement of discipline should have the four important
characteristics of a red – hot – stove.
(i) Advance Warning – a red – hot stove tells us, “don’t touch me, you will suffer”
Similarly a worker knows what is expected of him and what will be the result if he
fails to live up to those expectations.
(ii) Immediate Effect - if one overlooks the advance warning and touches the stove,
gets immediate result (fingers may suffer burns) likewise workers may get
instantaneous effect on committing any act of indiscipline.
(iii) Consistency – every time we touch a red – hot stove we get the same result. Every
time a worker commits the insufficient act , he should be penalized.
(iv) Impersonal Approach – red – hot stove functions uniformly for all, doing away
with any favoritism. In the same way, management should not discriminate in
imposing punishment on basis of caste, creed, colour, sex etc. It should guarantee
the fundamental right to equality.
Thus these four characteristics should be kept in mind before administrating any
disciplinary action.
6.4 Procedure for Disciplinary Action
The following steps should be taken care of while administrating a disciplinary
action.
Source: Designed by Author
(a) Ascertaining the Statement of the Problem - First look into the violation of
rule and the number of employees involved in the matter. Then ascertain the
gravity of the violation and the conditions under which it occurred.
(b) Searching for the Underlying Facts – This calls for thorough examination of
the case together the relevant facts.
(c) Deciding upon the Type of Penalty – The penalty or punishment should be
such which discourages future reoccurrence of the offence or violation. But it
should always relate to the gravity of the offence.
(d) Application of Penalty – The selected penalty may be imposed on the wrong
doers and if the offence is not of a serious nature then it may be disposed off
quickly.
(e) Follow-up on Disciplinary Action – Vigilant supervision of the person against
whom a disciplinary action is taken should be done.
7. Code of Discipline in Indian Industry
The Indian labour conference held in New Delhi in July 1957, discussed discipline in Indian
Industries, and laid down certain principles governing it, these were
(a) It is a State – induced voluntary agreement between labour unions and management to
abide by certain self-imposed rules of behavior in order to ensure that disputes do not
arise ; and that , if they do, to promote and orderly settlement through negotiation ,
conciliation and voluntary arbitration.
(b) The Code enjoys upon the parties to accord due recognition to each other’s just rights
and responsibilities.
(c) It enjoins upon the parties to refrain from taking any unilateral action in connection with
any industrial matters ; to utilize the existing machinery for the settlement of disputes
with the utmost expedition ; and to abjure strikes and lock-outs without notice and
without first exploring all possible avenues of a settlement.
(d) It discourages litigation and lays emphasis on a mutual settlement of disputes through
negotiation, conciliation and voluntary arbitration rather than through adjudication.
(e) It enjoins that neither party should resort to demonstration , intimidation , victimization ,
violence, coercion , discrimination , or interfere in union activities or with the normal
work of employees , or indulge insubordination or wilful damage to property.
(f) The code requires the employers to recognize the majority union in their establishments
or industries, and set up a well-defined and mutually agreed grievance redressal
procedure. It requires workers not to adopt go-slow tactics , or indulge in stay in or sit-
down strikes while they are on duty.
(g) It emphasizes that awards, decisions , agreements and settlements should be promptly
and readily implemented ; and that any act which disturbs or impairs the cordial relations
between employees and management , or which is contrary to the spirit of the Code , is
carefully avoided.
(h) It directs employees and their trade unions to take appropriate action against their
officers and members who indulge in activities which are contrary to the spirit and letter
of the code.
8. Summary
Industry discipline is vital for creation and maintenance of healthy & peaceful industrial environment.
It brings numerous benefits to the organization and its employee as well. Discipline is absolutely
essential for the smooth running of business. 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 force or fear of force which restrain 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.
Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of discipline in
any industry can create a great amount of commotion and confusion thereby decreasing its
productivity. For any enterprise however big or small manpower is the most pivotal resource and
thereby all efforts should be made to discipline them.
Discipline has two aspects i.e. positive & negative. Indiscipline & misconduct can surge from number
of factors like unfair labour practices, wage differentials, poor communication, ineffective leadership
etc. Indiscipline & misconduct are two evils that can hamper the smooth functioning of an
organization so they should be curbed at any cost. Model standing orders and the code of discipline as
stated by the Indian Labour Conference can help in long term to keep a check on the Indiscipline in
the Industry.