Discipline at Work

Most disciplinary action policies are progressive. This means that as rule violations increase, so do the consequences. To protect the organization, adequate documentation of the rule violation and the consequence must exist. Most employee discipline plans use the same basic guideline.

It is as follows:. Modern managers also realize that effective employee discipline is more of a mindset than a physical action. By focusing on the needs of employees, and the human relations aspect of the management job, managers are able to foster the development of dedication in employees.

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A dedicated and happy employee is one that longs to do a good job. In order for the employee to meet his own personal goal, he must become self-disciplined. Becoming self-disciplined is a win-win concept.

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The employee is happier because of the job that he is doing. The organization is happy because this type of employee is often a long-term employee who is capable of increased productivity. Employee discipline is a complex topic in management. It must be taken seriously and handled carefully. From the earliest days when it was realized that employee discipline was important, this concept has continued to grow and evolve.

In years past, the focus was on having a system that allowed managers to control the actions of employees based on the reaction they would get from the organization. In the modern world, employee discipline is still used as a form of control, but only to the extent that it makes an employee realize what is expected of him, and what the consequences will be should any policy or procedure be violated. The focus of employee discipline has shifted from the physical sense of discipline to the mental process of being self-disciplined and wanting to do a good job.

By making this shift, management is able to create a much more pleasant and productive work environment. To unlock this lesson you must be a Study. Did you know… We have over college courses that prepare you to earn credit by exam that is accepted by over 1, colleges and universities.

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Discipline in the Workplace

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Want to watch this again later? Common Methods of Employee Discipline: Written Warnings in the Workplace: Employee and Workplace Grievances: What Are Employee Rights in the Workplace? Subordination Of Individual Interests: Division Of Work in Management: Roles and Duties of Union Members and Leadership.

Fayol's Order Principle in Management: Principle of Unity Of Direction: What Is Collective Bargaining? Stability Of Tenure Of Personnel: Absenteeism in the Workplace: Job Bidding as a Recruitment Method. Definition and Labor Relations Legislation. What is a Profit-Sharing Plan?

Self-Discipline in the Workplace - SIGMA Assessment Systems

Practice and Study Guide. FTCE Marketing Human Resource Management for Teachers: Praxis Business Education - Content Knowledge Effective Communication in the Workplace: Rebekiah Hill Rebekiah has taught college accounting and has a master's in both management and business. Employee discipline in the workplace is a touchy subject. Anger In the Workplace Picture the following scenario: Employee Discipline Defined What exactly is employee discipline? The Principle The concept of employee discipline was brought up in the early s. Modern Practices Over the years, the concept of employee discipline has grown.

Try it risk-free No obligation, cancel anytime. Want to learn more? Select a subject to preview related courses: It is as follows: Verbal counseling Second rule infraction: Written warning Third rule infraction: Suspension from work Fourth rule infraction: If you're not an employee, or not sure whether you're an employee you will need to get advice before using this information. You can get advice from one of the organisations listed under Further help. If your employer has concerns or a complaint about your work, they may decide to take disciplinary action against you.

There are a number of reasons why your employer may decide to take disciplinary action against you. Your employer should try to sort out their concerns by talking to you informally , if at all possible. However, employers may not sort out their concerns in this way and they may decide to start a disciplinary procedure. This could lead to disciplinary action and, in some cases, even dismissal. The first time you may be aware of a problem with your employer is when they ask to talk to you about a concern they have.

It is often best to keep this conversation informal at first because sometimes this may be the result of a misunderstanding, and you may be able to provide evidence, for example a doctor's note, to clear things up. You should, however, keep a note of the conversation and what was agreed. However, it may not always be possible for your employer to sort out their concerns informally and they may start formal disciplinary procedures.

Self-Discipline in the Workplace

In some cases, this may lead to dismissal. If your employer decides to start disciplinary action against you, they should follow the Acas Code of Practice. The Code of Practice sets out standards of fairness and reasonable behaviour that employers and employees are expected to follow in most situations when dealing with a dispute.

Your employer doesn't have to follow the Code of Practice.

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However, if you decide to take your employer to an employment tribunal and you win your case, they could be ordered to pay you more compensation for not following the Code. If your employer is taking disciplinary action against you, it's always a good idea to keep a note of exactly what happens and when. If your employer follows the Code of Practice, their disciplinary and dismissal procedures will include the following steps:. If your employer is considering disciplinary action or dismissal, their first step should be to write to you setting out the complaint about your work.

The next step will be a meeting to discuss the problem. Your employer's letter should include full details about what they are saying you have done wrong. There should be enough detail for you to be able to prepare a response or an explanation before the meeting. The letter should also say you have a right to have someone at the meeting with you. Once your employer has contacted you in writing, they should also arrange a meeting at a reasonable time and place to discuss the problem.

Your employer should not take any disciplinary action before this meeting. You have a legal right to ask someone to accompany you to the meeting - either a colleague from work or a trade union representative. Your employer should give you the opportunity to set out your case at the meeting. After the meeting, your employer should tell you what they have decided and should do this in writing. You don't have to appeal, but if you later decide to go to an employment tribunal and you win your case, the tribunal may reduce any compensation awarded to you as a result of your failure to appeal.

If you want to appeal, you should do this within a reasonable period of time and you should put your appeal in writing. You have a legal right to ask either a colleague from work or a trade union representative to accompany you to the meeting. You or your employer may want to consider mediation as a way to help resolve the problem. Mediation is completely voluntary and confidential. It involves an independent, impartial person helping you and your employer to reach a solution that is acceptable to everyone.

Sometimes the mediator may come from within your organisation, or your employer may want to consider bringing in an external mediator. External mediation services are not free although if both you and your employer agree to use mediation, it will usually be your employer who pays. You might be able to make a claim to an employment tribunal if you don't agree with the disciplinary action your employer has taken against you. For more information about dismissal and unfair dismissal, see Dismissal.

You can make a claim to an employment tribunal, even if you haven't appealed against the disciplinary action your employer has taken against you. However, if you win your case, the tribunal may reduce any compensation awarded to you as a result of your failure to appeal. Remember that in most cases you must make an application to an employment tribunal within 3 months of the date when the event you are complaining about happened. If your application is received after this time limit, the tribunal will not usually accept it. You must contact Acas to start the early conciliation process before you can make a claim to an employment tribunal.

For more information about early conciliation and how it affects the time limit, see Using early conciliation. If you are worried about how the time limits apply to you, take advice from one of the organisations listed under Further help.