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Human Resources Management - Managing Discipline

Approaches To Discipline - Managing Discipline

   Posted On :  14.06.2018 10:47 pm

There are three main approaches to discipline. They are incorrect discipline, preventive discipline and positive discipline.

Approaches To Discipline
 
There are three main approaches to discipline. They are incorrect discipline, preventive discipline and positive discipline.
 

Incorrect Discipline

 
The term “incorrect discipline” refers to the usage of improper and incorrect measures to enforce discipline in the organization. Some of the incorrect techniques used by managers are:

Positive Discipline: This is a disciplinary procedure where discipline is instilled in the employees through fear. This approach assumes that employees work more effectively and with discipline if fear is instilled in them.
 
Negative Feedback: In some organizations, employees are given feedback only when their performance is found to be unsatisfactory. This kind of approach, called the negative feedback approach, de-motivates employees. Hence it is important for organizations to give both positive and negative feedback to employees to enable them evaluate their own performance.

Late intervention: In case the manager ignores it and allows the problem to continue, then solving it becomes difficult in the later stages. This is referred to as a late intervention or procrastination discipline.
 
Labeling employees not behavior: Managers sometimes tend to label employees because of their unsatisfactory performance on a job. Such labeling has certain negative implications.
 
Misplaced responsibility: A proper analysis may sometimes reveal that it is not the employee, but the management, that is responsible for the misconduct of the employee.
 

Preventive Discipline

 
In this, employees are managed in a way that prevents undesirable behavior or misconduct. This approach needs an environment of job satisfaction and trust that will lead to improved employee performance. This kind of disciplinary approach is proactive in nature. Its characteristics are
 
1. When selecting an employee, the manager should make sure that the employee goals are in congruence with organizational goals.

2. The next step is the training and development of employees to ensure that they adapt themselves to the job requirements to deliver good performance.

3. The management should clearly state that disciplinary procedure to the employee and clear any doubts that employee may about the policies or procedures of the organization.

4. Constructive feedback should be provided to the employees as and when deemed necessary.

5. Communication is an essential aspect for preventive discipline to be effective. Employees should feel free to communicate their problems to the managements through an open door policy. Frequent meetings between management and employees should be held to help the employees share their problems, concerns and ideas with the management.

Positive Discipline

 
An approach in which unsatisfactory behavior of employees is corrected through the support and positive attitude of the managers is called positive discipline. This type of disciplinary process is positive and facilitates problem solving in a people oriented approach. This approach mainly lays emphasis on believing that if employees are treated fairly and in humane manner they will follow the disciplinary process of the organization. It is process comprising of a series of policies and steps. They are:
 
1. Clarify responsibility for discipline

2. Define expected employee behavior

3. Communicate discipline policy, procedures, and rules

4. Collect performance data

5. Administer progressive discipline

6. Administer corrective counseling techniques
Tags : Human Resources Management - Managing Discipline
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