Employee Discipline and Disciplinary Procedure

 Employee Discipline and Disciplinary Procedure

 

Figure 01: (Anon., 2016)

Discipline is widely recognized as a necessary component of a well-run business. According to estimates, between 3% and 5% of the working population is subjected to some type of disciplinary action each year. This means that out of 10,000 employees, around 50 would face some type of disciplinary action (Armstrong & Baron, 2009).

Disciplinary processes are required because no organization can function effectively without instilling discipline in its employees. Various organizations have their own codes of conduct and ethics, which are meant to establish ethical standards for employees and to be applied in accordance with organizational requirements. In any given firm, the human resource department is the most significant department since it governs human capital, oversees the production process, and has a desire to ensure that the organization has a competitive advantage.

Types of Discipline

The two types of discipline are preventive and corrective discipline.

In preventive discipline, employees are encouraged to maintain self-discipline. In corrective discipline, employees who violate disciplinary expectations and other employees are prevented from future violations of discipline through punishment to the employee.

Disciplinary Procedure

A disciplinary hearing could be held after considering the seriousness of the offense. A verbal and written warning would suffice for minor infractions. However, for severe transgressions, the proper investigation procedure must be followed.

 

Figure 02: (Anon., n.d.)

Why is Disciplinary necessary?

A disciplined work environment encourages employees and managers to be on their best behavior. When management follows a company’s discipline procedure to the letter, it sets good example for employees, who will know exactly what is expected of them and what the consequences will be if they do not.

Employees must be disciplined to give high-quality inputs on time. Therefore discipline in the workplace goes hand in hand with efficiency. Discipline also helps to a pleasant working environment. When there are no explicit behavior norms in place, it typically leads to confusion and an impulsive and chaotic workplace. Discipline also ensures worker safety.

Conclusion

Discipline is the foundation of good labor relations. Employee discipline must be promoted and maintained in order for an organization to run well. Employee morale and workplace harmony are inextricably tied to the correct application of punishment. Discipline can also assist an employee in being more productive.one person’s actions can have an impact on the rest of the group.

References

Anon., 2016. Employee Discipline: Using Your HCM Solution to Your Advantage. [Online]
Available at: http://www.blog.stargarden.com

Anon., n.d. Disciplinary Process. [Online]
Available at: http://www.ochredevtest.thedivide.xyz

Armstrong, M. A. & Baron, A., 2009. Managing Performance: Performance Management Action. London: CIPD.