ON

DISCIPLINE & GRIEVANCE MANAGEMENT

SUBMITTED TO: PRESENTED

BY:
Mrs. Rashmi Bhatia Karan Kapoor
Hemendra Rastogi
Manish Jain
Ankur Mishra
Ashish Sinha
 Discipline Management
Types Of Discipline
Cause Of Indiscipline
Maintaining Discipline
 Grievance Management
Cause Of Grievance
Grievance Procedure
-Steps in Grievance Procedure
-Features of good Grievance Procedural
“Discipline in aboard sense means
orderliness-
The opposite if confusion. It simply
means working, cooperating and
behaving in normal and orderly way,
as any responsible person would
except and employee to do”.
 Positive Discipline

 Negative Discipline
Point Negative Discipline Positive Discipline
Concept It is adherence to estd It is the creation of a
norms & regulations, conducive climate in
out of fear of an org so that emp
punishment willingly confirm to the
estd rules

Supervision Requires intense Emp exercise self

supervisory control to control to meet org obj
prevent emp from
going off the track

Conflict Emp do not perceive There is no conflict

the corporate goals as between individual &
their own org goals
 Environmental Factors

 Organizational Factors

 Individual Factors
 To obtain a willing acceptance of and
adherence to organizational rules,
regulations, and procedures for
performing the jobs effectively.
 To bring unpredictable behaviours of
people in conformity to expected ones so
that their behaviours become more
predictable.
 To develop tendency among the
employees for greater tolerance and
adjusments.
 To create a sense of respect for
human being in the organization and
to create better superior-subordinate
relations.
 To create the conducive work
environment so as at facilitate
increased productivity effectiveness.
“A grievance is any discontent or
dissatisfaction, whether expressed or
not whether valid or not, arising out
of anything connected with the
company which an employee thinks,
believes or even feels to be unfair,
unjust, or unequitable.”
 Wages & working conditions

 Supervision

 Management policies & practices

 Maladjustment of employee
“A grievance procedure is a problem
solving, dispute settling machinery
which has been set up following an
agreement to that effect between
labour and management. It is the
means by which a trade union or an
employee makes & processes his claim
that there has been a violation of the
labour agreement by the company.”
 Identify grievances
 Define correctly
 Collect data
 Analyze & solve
 Prompt redressal
 Implement & follow up
 Acceptability

 Simplicity

 promptness
 Discipline
 On jan 20,1994 babbir singh was hired as a mechanic for a
large national automobile service station in Mumbai .babbir
was to do routine preventive maintenance on thecars that were
leased out to various local firm from time to time.when he
first commenced his job he was schedule to check on the time
clock at 7am.on july 25,1995 babbir’s supervisor rajinder
called him to his office and said ,”babbir,I have noticed
during that you have been late for several time.since you were
confirmed in service about six months back,you have not been
reporting to work at time .what can I help you get here on
time ”
 Babbir replied “it would be awfully nice if you permit me to
come at 8 instead of 7a.m since I have to travel more than
60kms to report for work daily . ”
Rajinder then said “babbir,I am highly pleased with your work
performance, so it does not matter much ,if your work day begins
at 8a.m ”
During the month of aug 1995 ,babbir was late eight times.another
meeting took place between the two,similar to the one at the end
of july .as a result of it,babbir’s starting time was changed to
9a.m
On jan 10,1996,rajinder posted the following notice on the display
board”any employee late for work more than thrice in one
particular month is subject to termination.”
On feb 20,1996,rajinder called babbir into his cabin and gave him
letter that read-
“during feb20, 1996 you have late for the work for more than three
times .if this behaviour continues,you are subject
termination.”babbir signed the letter to acknowledge that he had
received it.
In april 1996,babbir was again late eight times offering various
excuses as usual. Iin may and june months that followed,more
or less,the some behaviour continued.on august10,1996
rajinder informed babbir that he had been fined for his
tardiness.he also mentioned that evry wordoflaw has been
scrupulously observed before taking the harsh step.babbir
then,recollecting having signed some letter issued by rajinder
previously .
On aug19,1996 babbir came in with his union representative and
demanded that he got his job back .babbir ,this time raised his
violent demand on the information that another
woman,radhika by name ,working stores division ,was late as
many time or more he was.
 Babbir further alleged that rajinder was punching the
time clock for this woman because rajinder was having
an ‘affair ’with her.the union representative meanwhile
intervened and told that nearly six people in the
company had agrred to testify to this effect –under
oath.the union representative then said ,”rajinder,rules
are for everyone you cant let one person break a rule
and penalize someone else for breaking the same
rule.moreover,in babbirs case you have not followed
the rules mentioned in the act.you have also not
informed the union before babbir .we will bw
fighting the issue on other grounds as well .it’s
better,you agree to take back babbir