Managing employee discipline
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The document discusses employee discipline and managing employee behavior. It notes that discipline refers to actions imposed on employees for failing to follow rules or policies. Poor employee selection, undefined expectations, and improperly trained supervisors can lead to indiscipline. Indiscipline results in misbehavior, inefficiency, higher costs and unsafe work. Organizations should create environments where discipline is not needed through proper hiring, training, and grievance systems. Disciplinary actions should be fair, protect employee rights, and be proportional to the misconduct. A progressive discipline process with clear communication of expectations helps ensure discipline is handled appropriately.
Managing employee discipline
- 2. “ Discipline is the bridge between goal and accomplishments” - Jim Rohn
- 3. Employee Discipline Discipline refers to the set of actions imposed by an organization on its employees for failure to follow the organizations rules, standards or policies. If we don’t discipline ourselves, the world will do it for us.
- 4. What leads to employee indiscipline? Poor employee selection and orientation procedures. Poorly defined employee expectations Poorly understood employee expectations Improperly selected and trained supervisors Incorrect philosophy of discipline
- 5. Employee indiscipline leads to… Employee misbehavior Inefficiency Increased costs Unhealthy and unsafe work environment
- 6. Start early….. First create an environment where discipline need not be implemented, i.e., it prevails already. It must include a well hiring, orientation, training, grievance and dispute resolution systems as integrated parts of a single program with a single objective: the creation and maintenance of a disciplined work force.
- 7. Disciplinary Guidelines Make sure the evidence supports the charge of employee wrongdoing. Ensure that the employee’s due rights are protected. Warn the employee of the disciplinary consequences. The rule that was allegedly violated should be related to the efficient and safe operation of the particular work environment. Fairly and adequately investigate the matter before administering discipline.
- 8. Contd… The investigation should produce substantial evidence of misconduct. Rules, orders or penalties should be applied evenhandedly. The penalty should be related to the misconduct and employee’s past work history. Maintain the employee’s right to counsel. Don’t rob an employee of his/her dignity.
- 9. Employee Perspective The employees have the right to know what is expected of them and what are the consequences of not fulfilling those expectations will be. Was the employee aware of what he/she fell short of what the employer expected.
- 10. Contd. Certain offences are contrary to acceptable conduct that discipline is readily accepted or justified upon review regardless of whether there was any prior communication or warning to the employee. Theft Intentional destruction of company property Total refusal to perform safe work Gross or intentional endangerment of the safety of coworkers. Excessive absenteeism is another factor that can lead to termination only after a series of lesser penalties.
- 11. Ethics Four elements emphasized in ethical thinking programs. respect the customs/rituals of others think of yourself and the organization as a part of the larger society try to evaluate a situation objectively and evaluate the anticipated and unintended consequences of each possible action consider the welfare of others as much as is feasible If an employee adheres to these ethical principles then there is no need for any disciplinary actions.
- 12. Discipline Process A fair and just discipline process is based on three pillars: Clear rules and regulations A system of progressive discipline An appeals process
- 13. Basic elements of Progressive Discipline Each situation is unique and might call for different actions and steps! Progressive discipline should be implemented through:- Informal feedback(Verbal warning) Letter of counsel(Written warning) Letter of reprimand Suspension(final warning) Termination
- 14. Consequences Union Grievance Equal Employment Opportunity Commission Complaint (EEOC) Law Suits Employee Buyouts Having to Reinstate Employee Embarrassment to Leadership Leadership Looses Credibility Employees Don’t Respect the process
- 15. Finally…To conclude... Make your expectations clear When you see initiative and self-discipline in action, fan the flame Treat the people you employ as if they are adults, which they are. Spend time meeting with staff members regularly Severe discipline procedures may back fire.
- 16. Contd. Make all policies and procedures available to all employees. Encourage open communication between you and the people who report to you. Human beings prefer to follow their own doctrines- therefore management should be aware that difficulties may crop up and should formulate friendly implementation of policies.
- 17. Army- the highest level of discipline
- 18. “ No man is fit to command another that cannot command himself” - William Penn
- 19. GROUP 8 SWAMY KARTHIK PREETHI SINGH SANTANU DAS SAUMIT DAS BHARATH Thank You