PRESENTED BY:

JIGNESH BHAYANI ANKIT SHAH SHRENIK ZAVERI GHANSHAYAM BORICHA VIKAS SHAH NISARG VORA KEYUR KHAMBHATI DHAVAL TRIVEDI HARDIK GHELANI DIMANT PATEL MEHUL GALANI

DISCIPLINE

INTRODUCTION

Industrial peace is one of the most delicate and complex problem of the modern society. Discipline is essential for peaceful industrial relation and in any undertaking there should be order and no chaos . Maintenance of discipline is essential for achievement of maximum productivity ,higher production and reduction in cost of production. Discipline means orderliness,obidience and maintenance of proper subordination among employees and a check restraint on liberty of individual. Discipline implies a state of order in an organization. It means proper appreciation of the hierarchical superior subordinate- relationship.

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DEFINITION OF DISCIPLINE.
In

simple words discipline connotes orderliness. It means that there is absence of chaos , irregularity and confusion in a normal and orderly behavior which a reasonable person is expected to have

Discipline is a force that prompts and individual or group to observe rules , regulation, and procedures deemed necessary to the attainment of and objective . (W.R.Spriegal and Edward Schultz) Discipline used as noun and preceded by the objective (good)means that the worker willingly abides by the company rules and executive order. To set right the indiscipline or improve its causes provide its punishment the provisions are known as Discipline.

MEANING :

(i)Websters dictionary gave three meanings of the word discilpline.It is the training that corrects , mould, strengthens(ii) It is control gained by enforcing obidience (iii) punishment or chastisement

Megginson offers three distant meaning of the word discipline. Self-discipline The necessary condition of orderly behavior The act of training and punishing.

CHARACTERISTICS OF DISCIPLINE :
Determinating

and positive

willingness Negative approach Punitive or a big stick approach

OBJECTIVES OF DISCIPLINE:
Voluntary

acceptance Feeling of adjustment Give direction Feeling of endurance Feeling of respect of human being To enhance the moral and efficiency of the organization in order to have maximum production and minimum cost To seek direction and responsibility

ASPECTS OR TYPES OF DISCIPLINE:

According to Dale Yoder discipline is to regulate human behavior through reward or punishment . Thus the definition stress upon 2 types of discipline they are as follows: Positive discipline Negative discipline

PRINCIPLES OF DISCIPLINE:
Full

knowledge of Administration Preventive Measures Appeal Natural Justice Code of Conduct Treatment of Equality Responsible Person Prompt Action Instrument of Organization Confidential Proceedings

INTRODUCTION OF INDISCIPLINE:
Indiscipline refers to absence of discipline

disorderliness, insubordinations, on compliance to formal and informal rules and regulations. Indiscipline cannot be tolerated as it effects the moral, in involvement and motivation of subordinates in the organization. Indiscipline many a times leads to chaos and confusion and reduces the efficiency of organization. It often results into strikes, go slows absenteeism, cumulating into losses of production, profit and wages.

CAUSES OF INDISCIPLINE:

Biased Attitude Defective supervision Lack of personnel development opportunities Lack of effective leadership Personal Factor Divide and Rule policy Avoidance of Grievances Lack of code of conduct Victimization and excessive Pressure

STEP ENSURED FOR DISCIPLINARY ACTION

Rules and regulations are reasonable, legitimate and quite clear. Subordinates should be involved in making of rules and regulations so that they would be willingly acceptable to them. Prior and clear notice is served regarding the consequences of breach of rules. There should be consistent and uniform punishment. The workers should be treated with dignity as human beings. The manager should establish high standards.

PROCEDURE FOR DISCIPLINARY ACTION

An opportunity should be given to the charged employee to present witness oh his own choice and confidence. The employee has a right to cross examine the management evidence, which should be taken in his presence. Any material against him can be used only after he is given an opportunity to explain. The enquiry against the employee should be fair and conducted by an impartial person. The punishment awarded to the employee should not be out-ofproportion to his misconduct.
Following should be taken into consideration:

Letter of charges to employee. Admission of misconduct to be accepted. Opportunity of being heard. Decision regarding penalty. Final order of punishment. Follow up.

CODE OF DISCIPLINE IN INDIA

The code of discipline was evolved in broad outline at the 15th Indian Labor Conference held in 1957 and was scrutinized later on by a subcommittee on workers participation in Management and Discipline in industry. At meeting of the sub-committee held on 14 and 15 march 1958, it was ratified and was finally adopted at the 16th session of the Indian Labor Conference held in 1958. The code of discipline came into operation with effect from June 1, 1958 and is applicable to both public and private sectors.

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