INDISCIPLINE

Absences of order in an organaisation is called indiscipline. Indiscipline lies in non-cooperation, and non-cooperation is the result of the faulty attitudes and behavior of the management or the leaders in the organization It can Be divided in to

1.POSITIVE DISCIPLINE 2. NEGATIVE DISCIPLINE

Even where indiscipline results form the faulty attitudes and behavior of the subordinates, The common causes of indiscipline in an organisation may be stated as follows:

Lack of Effective Leadership

Effective leadership is a must for maintaining the discipline, which means to seek cooperation of the followers (subordinates) to achieve the desired objectives

2. Varying Disciplinary Measures

Consistent disciplinary actions must be there in the organisation to provide equal justice to all concerned. At different times and for everyone, the same standard of disciplinary measures should be taken otherwise it may give rise to growing indiscipline in the industry in future i.e., the judicious function on the past of management must be free form may bias, privilege or favouritism.

3. Defective Supervision:
Supervisor is the immediate boss of the workers and many disciplinary problems have their in faulty supervision. The attitude and behavior of the supervisor may create many problems. As the maintenance of the discipline is the discipline is the core f supervisory responsibilities, indiscipline may spring from the want of the right type of supervision.

4.Lack of well-defined Code of Conduct:

There must be a code of discipline in every organisation enlisting sufficient rules regulations or customary practices for the guidance and information of all employees. Such code should be communicated to all concerned parties in its true spirit

5. Divide and Rule Policy:

Many mangers in the business obtain secret information about other employees through their trusted assistants. The spying on employees is only productive of a vicious atmosphere and of undesirable in the organization.

6. Deferring settlement of Employee Grievances:

The employee grievances cannot be put off by deferring or neglecting their solutions. The grievances should properly be inquired into and settled by the managers in a reasonable period. Neglect of grievances often results in reduced performance, low morale and indiscipline among the employees.

7. Mis-judgment in Promotion and Placements:

in personnel matters like promotion and placements contribute to the growth of indiscipline in an enterprise. Cases of misjudgment are carefully noted, widely circulated, and hotly debated by the employees.

8. Inadequate Attention to Personal Problems:

Actions or reactions of people are the direct out come of their attitudes. Attitudes influence human beings and their activities. Discipline is the by-product of these attitudes and the attitudes in turn, is determined by the personal problems of employees.

9. Victimization and Excessive Pressures:

Sometimes the manager or the supervisor develops ill-feelings in him about some persons and victimises them in his own way. It contributes to indiscipline. Moreover, the supervisor puts excessive pressure of wok on the employees under his strict control which they feel suffocative. It may result in indiscipline.

10. Other Causes:

There may be certain other causes of indiscipline among the workers. Economical, social and political factors may influence the disciplinary problem in the organisation because industry is a part of the social and political system of the country. Political leaders very often use the work force for their own

Rules and regulations should be clearly stated: For discipline to be instilled in employees there should be clear rules and regulations that stipulates what is expected of each employee and what is not expected of them. The rules and regulations should be constantly updated and reviewed. This will make it possible to do away with rules that are no more necessary and addition of new ones that are needed There should be no discrimination in enforcing rules and regulations. To make sure that there is discipline in an organization there should be a general rule for every defaulter. What ever applies to A when he defaults should also be applicable to B.

Another important thing is that things that will prevent employees from getting involved in indiscipline should be discouraged and prevented. There should be proper communication of the rules concerning discipline in the firm. These rules should be written in the employee handbook and also put in notice boards Disciplinary actions should be in such a way that defaulters will not want to be disciplined a second time after defaulting for a first time.

Loss of entitlement:
Some indiscipline is cautioned by denying the offender his or her entitlement as a reprimand for the action. In some cases, the offender may not be paid any allowance or bonus due to him to punish him for an offence or indiscipline committed.

Suspension:
If an offence is strong, they employee may be suspended without pay. Depending on the level of offence the suspension may take up to two months or more without pay

Demotion:
A staff can be demoted from his position because of indiscipline. If a manager for instance keeps on coming to work late, how will he lead and control his subordinates? The best thing is to demote him if he has been advised about it and he fells to change

 Termination of appointment:
When an employee commits an offence that the company cannot condone, his appointment may be terminated.

Dismissal:
This is the strongest action that can be carried out on an offender. When an employee gets involved in fraud, stealing, illegal business etc the firm may have no other option left than to dismiss him out rightly.