Assignment On Discipline
1.0 Introduction.
Disciplinary rules and procedures are necessary for promoting fairness and order in the treatment of individuals and in the conduct of industrial relations. They also assist an organization to operate effectively. Rules set standards of conduct at work; procedure helps to ensure that the standards are adhered to and also provides a fair method of dealing with alleged failures to observe them. Failure by an employee to reach and maintain standards of work may not, in the first instance, be a disciplinary matter.
This work gives practical guidance on how to draw up disciplinary rules and procedures and how to operate them effectively. Its aim is to help employers and trade unions as well as individual employees - both men and women - wherever they are employed regardless of the size of the organisation in which they work. In the smaller establishments it may not be practicable to adopt all the detailed provisions, but most of the features listed in the Section entitled ‘Essential Features of Disciplinary Procedures’ could be adopted and incorporated into a simple procedure.
Research Questions
The above statements have led to the formulation of the following research questions;
1. What are the perceived problems that employees have regarding the company’s disciplinary procedure? - Are disciplinary procedures strictly followed and applied by leaders in the organisation?
1.2 Research objectives
The main objectives of the research are:
- To evaluate employee perceptions about the disciplinary procedures at the case organisation.
- To analyse the effectiveness of disciplinary action in the business.
- To analyse weaknesses in the current application of disciplinary action and to recommend appropriate method for improvements.
2.0 Literature review.
Every organization expects satisfactory standards of behaviour, conduct and attendance from all its employees.
This paper focuses on exploring the significance, importance and necessity of
Disciplinary rules and procedures are necessary for promoting fairness and order in the treatment of individuals and in the conduct of industrial relations. They also assist an organization to operate effectively. Rules set standards of conduct at work; procedure helps to ensure that the standards are adhered to and also provides a fair method of dealing with alleged failures to observe them. Failure by an employee to reach and maintain standards of work may not, in the first instance, be a disciplinary matter.
This work gives practical guidance on how to draw up disciplinary rules and procedures and how to operate them effectively. Its aim is to help employers and trade unions as well as individual employees - both men and women - wherever they are employed regardless of the size of the organisation in which they work. In the smaller establishments it may not be practicable to adopt all the detailed provisions, but most of the features listed in the Section entitled ‘Essential Features of Disciplinary Procedures’ could be adopted and incorporated into a simple procedure.
Research Questions
The above statements have led to the formulation of the following research questions;
1. What are the perceived problems that employees have regarding the company’s disciplinary procedure? - Are disciplinary procedures strictly followed and applied by leaders in the organisation?
1.2 Research objectives
The main objectives of the research are:
- To evaluate employee perceptions about the disciplinary procedures at the case organisation.
- To analyse the effectiveness of disciplinary action in the business.
- To analyse weaknesses in the current application of disciplinary action and to recommend appropriate method for improvements.
2.0 Literature review.
Every organization expects satisfactory standards of behaviour, conduct and attendance from all its employees.
This paper focuses on exploring the significance, importance and necessity of
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