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Principles of Maintaining Discipline - Managing Discipline
Human Resources Management - Managing Discipline
Principles of Maintaining Discipline - Managing Discipline
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The principles that have to be adhered to, in the maintenance of discipline are:
Principles
of Maintaining Discipline
The principles that have to be adhered to, in the maintenance of discipline are:
1. The rules and regulations should be framed with mutual coordination and acceptance of the management and employees. By involving employees in the process, their degree of compliance with the rules can be improved.
2. All the rules should be evaluated and updated from time to time to ensure their relevance and utility.
3. Rules should be formulated based on the nature of work and working conditions, Separate rules have to be framed for employees in the office and in the field.
4. The rules should be so formulated that they ensure an objective and unbiased analysis of the acts of indiscipline. Every employee should be treated the same way under the disciplinary procedure.
5. All the employees should know the penalties for violation of different rules. This would help in maintaining restraint when they contemplate acting in violation of rules and regulations.
6. The disciplinary procedure should ensure that an employee does not repeat a similar act of indiscipline in the future. The disciplinary action taken, should deliver a strict message to the employee, regarding the consequence of a similar act being repeated.
8. The entire procedure including the appeal and review of all the disciplinary actions should be mentioned in the employee’s handbook or collective agreements.
9. The procedure should provide for a legal as well as a humane approach.
One effective way to approach the disciplinary process is to follow what is popularly known as the “red-hot stove rule”. This suggests that administering discipline is more like touching a hot stove. According to this rule propounded by McGregor, corrective action should be immediate, impartial, and consistent with a warning like the results of touching a red-hot stove. The results of touching a red-hot stove are:
The burn-received when a person touches a red-hot stove is immediate and the person knows that something has gone wrong.
Regardless of who touches it, the stove causes burns.
Every time a person touches a red-hot stove, he receives burns. That is, the results are consistent.
The principles that have to be adhered to, in the maintenance of discipline are:
2. All the rules should be evaluated and updated from time to time to ensure their relevance and utility.
3. Rules should be formulated based on the nature of work and working conditions, Separate rules have to be framed for employees in the office and in the field.
4. The rules should be so formulated that they ensure an objective and unbiased analysis of the acts of indiscipline. Every employee should be treated the same way under the disciplinary procedure.
5. All the employees should know the penalties for violation of different rules. This would help in maintaining restraint when they contemplate acting in violation of rules and regulations.
6. The disciplinary procedure should ensure that an employee does not repeat a similar act of indiscipline in the future. The disciplinary action taken, should deliver a strict message to the employee, regarding the consequence of a similar act being repeated.
7. The disciplinary procedure should provide for analysis of a rule or its violation, if the employees are violating the rules frequently.
8. The entire procedure including the appeal and review of all the disciplinary actions should be mentioned in the employee’s handbook or collective agreements.
9. The procedure should provide for a legal as well as a humane approach.
Mc Gregor’s Red Hot Stove Rule
One effective way to approach the disciplinary process is to follow what is popularly known as the “red-hot stove rule”. This suggests that administering discipline is more like touching a hot stove. According to this rule propounded by McGregor, corrective action should be immediate, impartial, and consistent with a warning like the results of touching a red-hot stove. The results of touching a red-hot stove are:
Immediate
The burn-received when a person touches a red-hot stove is immediate and the person knows that something has gone wrong.
Impersonal
Regardless of who touches it, the stove causes burns.
Consistent
Every time a person touches a red-hot stove, he receives burns. That is, the results are consistent.
Tags : Human Resources Management - Managing Discipline
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