Disciplinary Process

Discipline plays an important role in any organization which wants to succeed in business. Discipline stands for the force that induces the employees to observe certain rules and regulation which are necessary for the effective running of the organization. (Adiele, 2009)

It not only helps supervisors to run the firm in a proper way but also discipline creates a so-called job climate in the group of employees which makes it possible to produce good results in business. Moreover, discipline is a motivating factor for employees in case it is appropriately administered. (Buhler, 1993)

That is why it is one of the most important things to create a training program for supervisors in administering discipline in this or that organization. The disciplinary actions are always fair and can help supervisors to manage effectively. First of all, it is necessary to identify those situations where the violation of discipline can lead to disorders and activity interrupt in the organization.
The program of progressive discipline is considered to be the best way of applying disciplinary action. Both the employee and the supervisor know the consequences of it. The employee will have a chance to improve his behavior if the program is effective.

The program for supervisor in administering discipline in this or that organization should include the following principles:

The rules in the organization should be clearly stated and explained by the supervisor. The employees should know everything concerning discipline in the organization including all the details on order of the working day, supervisor’s prohibitions and permissions, behavior of employees and so on.
There should be a person in the organization who will control the discipline and rebukes the violation of disciplinary process.
The old rules and regulations should be updated in order to provide effective management.
All the rules and regulations should be equal to all the employees. There should be no any exception in order to prevent discrimination in the group of employees.
It is necessary to make a careful and fair diagnosis of the problem situation in order to find out if the disciplinary action is appropriate.
Special recommendations should be given to the employees who have problems with discipline in the organization.
The punishment for the violating the discipline should correspond to disciplinary process.
The national labor law which in stated in the US Constitution should be taken into consideration.
It is very important to give the defaulter an opportunity to state his or her case before the supervisor’s decision concerning the disciplinary action is made.
Any employee has his or her right to use the help of his or her colleagues or the representative of the Trade Union.
The employee who has violated the discipline in the organization should be informed in writing of the nature of the complaint and the possible sanctions which will be given to him by the supervisor.
All the details of the case which led to the breach of discipline by the employee should be thoroughly investigated by the supervisor before rendering of the final decision.
Any employee should be given an opportunity to appeal his misconduct or his gross misconduct according to the appeals procedure in the court.
It is forbidden to dismiss an employee for the first breach of discipline except the cases of gross misconduct. The supervisor should take it into his consideration.
The supervisor is entitled to organize a disciplinary hearing where the following disciplinary sanctions will be given to the employee who is accused in the breach of discipline: verbal warning, written warning or dismissal.
Any employee whose behavior does not correspond to the established rules and regulations and can be related to gross misconduct should be dismissed immediately.
According to the disciplinary process in this or that organization, the supervisor has his right to suspend the defaulter. Suspension can prevent the employee from work for several working days. In this case the working days will not be paid.
The supervisor is allowed to move the employee who has violated the discipline to a lower level position. It may be done temporary or even permanent. In most cases demotion is the cause of inadequate performance of responsibilities by the employee rather than the breach of discipline in the organization. Although some supervisors can practice this method in case of employee’s misconduct.
The supervisor should have an open mind while choosing the disciplinary action. The major goal of the supervisor in this or that organization is to guide the employee who has violated the discipline to improve performance or correct his misbehavior but not to punish the defaulter. (Grievance and Disciplinary Procedures)

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