What are the key elements in the disciplinary process?

Ans: Discipline is action taken by management to encourage compliance with organization’s standards. It’s a process to correct and mould employees for better performance. There are two types of disciplines – preventive and corrective.

Preventive Discipline: is action taken to encourage employees to follow standards and rules so that indiscipline is prevented. The Personnel Department plays a major role in preventive discipline. They communicate rules to employees, conduct training programmes and even counsel employees, if necessary.

Corrective Discipline: is action taken when there is non-compliance with the rules.

Typically, corrective discipline is a penalty like warning or suspension.

Types of Discipline Action

Oral Reprimand: In most cases, an oral reprimand is sufficient to achieve desired results. Superiors must know their employees well to know whether to mention the offence casually is fine or severe dressing down is necessary to get attention and cooperation and bring about change.

Written Reprimand: When the offence is more serious, written reprimand may be given. Since this would remain on the employees record it is regarded as a more severe penalty.

Loss of Privileges and Fines: Loss of privilege means losing a good assignment or the right to work on a machine of one’s choice for offences. Leaving the work place without permission a time may be imposed which would have a relationship with the amount of time lost due to the offence.

Lay off demotion, discharge: There are several penalties and usually out of the preview of the supervisor alone. These disciplinary actions have to be taken in consolation with the personal department and senior managers after a proper enquiry.

Key elements in the disciplinary process:

• First of all the root causes: Two supervisors needs to identify reasons for indiscipline. This can be achieved by interacting regularly with employees and their co-workers and observing them closely on the job.

• Analyse reason purpose performances: through frequent interaction and observation determine if the indiscpline is due to lack of skill and training low effort or circumstances beyond the employees’ control.

• Prepare for discipline interview: After determining causes and reason for poor performance, prepare for an interview with the employees by examining past records and taking to previous supervisor.

• Conduct the interview core and professionalism: Conduct the interview privately and discuss the problem, not the person give the employees on opportunity to speak and listen to his point of view also.

• Some discipline: Prescribe the discipline steps to taken according to the problem in specific terms with a clean timetable.

• Win respect Administer disciple in a firm and equitable manner and earn respect.

Thus, These are some of key elements in a discipline process.

Q3.what are the limitation to applying the hot stove rule to all employees?

Ans. Hot stove rule is an approach to disciple. This disciplinary action has the same characteristic, as the penalty a person would receive if he touched a hot stove.

The consequences are:

• Warning: Before any behaviour has taken place the consequences of undesirable behaviour are communicated to the employees.

• Immediate turn: If any disciplinary action has to be taken, it is taken immediately after the undesirable act has accrued. The employee must be able to see the connection between the act and the punishment.

• Consistency: The same action is taken against any person performing the undispable act: there is no discrimination.

• Impersonality: The disciplinary action is not against an individual, it is meant to eliminate undesirable behaviour.

In hot stove approach the progressive discipline approach is administrative to give an employee a chance to take corrective action (warning) before more serious penalties are improved .therefore the of penalty is increased every time the offence is repeatedly .The objective of the discipline programme is to create and maintain a productive responsive work force.

Limitation of the hot stove rule

Hot stove rule like the progressive discipline focus as the past behaviour the employees is punished in the present for employees is punished in the present for what he has done in the past through he may realize that he was wrong in the past.

It spoils the image of the company in the eyes of the employees as they fell insecure and there morale comes down or some employees who are discipline in positive way may not remain committed to their job or feel good about the company.

It doesn’t focus much on seeing that indiscipline does not occur in the first place. It first starts with warning and communicating the penalties .It is not future oriented like positive discipline.

The person who is punished so severely doesn’t remain loyal to the company and create fans in other employees as well.

In spite of all these limitation,

Hot stove rule has certain advantages also:

Due to its serve punishment employee remain in discipline organization, rate of productivity increase when there is an atmosphere of discipline.

There is no discriminate all the employees who does the same indiscipline are punished equally.

Before, any punishments given warning is given in the satisfy before any behaviour has taken place the consequence as of undesirable behaviour are communicated to the employees.

It is not against: any individual, in personal .It is directed formal a person; it is meant to eliminate undesirable behaviour.

Creates an atmosphere of discipline in the organization.

Q1.How can conflicts are avoided in an organization? What are the differences between arbitration and mediation?

Ans: Conflicts are part of the natural order of the things .In an organization, employees and management have divergent resources may be allocated and this leads to grievances.

The PM plays and important role in handling disagreements while each supervisor deals only with problems occurring in his department The personal executive has a company wide perspective of complaints and can identify the types and cause of the problems with this information the personnel department can create formal procedure for problem solving.

Conflicts generally arise on certain issues between the union and the management and the workers. It is necessary to avoid the rest cause of all the conflicts for that is important first of all to discover the reasons for conflicts generally conflicts due to following reasons on the part of union, management, workers etc.