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Employee Discipline

This document discusses employee discipline in the workplace. It defines discipline and explains why it is important in an organization. There are three main components of discipline: self-discipline, orderly behavior, and punishment. Self-discipline requires being organized, on time, keeping commitments, prioritizing difficult tasks, and accepting feedback. Orderly behavior refers to discipline as a condition for an organized workplace. Punishment is used to prevent future misconduct and promote proper conduct. Progressive discipline is a multi-step process used to modify unacceptable employee behavior through warnings, suspensions, and eventually termination if issues persist. The goal of discipline is to correct employees and help them improve, not punish them personally.

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Mecer Consulting Limited
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297 views37 pages

Employee Discipline

This document discusses employee discipline in the workplace. It defines discipline and explains why it is important in an organization. There are three main components of discipline: self-discipline, orderly behavior, and punishment. Self-discipline requires being organized, on time, keeping commitments, prioritizing difficult tasks, and accepting feedback. Orderly behavior refers to discipline as a condition for an organized workplace. Punishment is used to prevent future misconduct and promote proper conduct. Progressive discipline is a multi-step process used to modify unacceptable employee behavior through warnings, suspensions, and eventually termination if issues persist. The goal of discipline is to correct employees and help them improve, not punish them personally.

Uploaded by

Mecer Consulting Limited
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Employee Discipline in the

Workplace

By
Daodu Olagoke Pedro
Mecer Consulting Limited
Introduction
Definition
Nature of Discipline
Why Discipline in an Organization
Components of Discipline

Self Discipline
Orderly Behavior
Punishment
Self Discipline
Self Discipline
• Self-discipline is whipping one’s self into
shape.
A: Acceptance
W: Willingness /Willpower
H: Hard-work
I: Industrious
P: Persistence
To be Self-Discipline
• Must be organized
• Must be on Time
• Keep your word
• Do the most difficult task first
• Welcome responsibilities
• Finish what you start
• Accept correction
•
.

• Orderly Behavior • Punishment


 This is what we use to
prevent indiscipline.
It refers to When an employee goes
discipline as a astray in his/her conduct,
condition that he/she has to be
punished
must exist for an  Punishment is also used
orderly behavior to prevent the
in an organization reoccurrence of bad
conduct in an
organization.
.
.
Symptoms of Indiscipline
Cont……
.
Cont…….
Disciplinary Action
• Disciplinary action must be taken against the
act, not against the person. Disciplinary action
is use to correct and develop an employee
into a better version of himself and on his role
and duties.
• Disciplinary action must not be taken
personal, rather it must be accepted as a
treatment for a illness.
Aspects to Disciplinary Action
 Investigation: Immediate investigation of the offence
Or conduct must be done to ascertain the facts.
 Previous Warning: It is important that the company
policies, rules and regulations be communicated to
employees at all time.
 Consistency: this is highly essential in administering
disciplinary action. This will allow employ to know the
consequence of an infraction or violation to rules and
regulations.
 Disciplinary action must be impersonal. It should be
institutional
Disciplinary Options
Cont…….
Cont…….
Expectations from Disciplinary Action
Handling Employee Termination
• Employers should keep in mind the following
when terminating the employee:
1. Were similarly situated employees terminated for
the same behavior OR offence?
2. Particularly for due-process employees, was there
adequate documentation to support the
termination?
• It is good policy to seek advice from legal
counsel before making the decision to
terminate an employee.
.

• Research has shown that if employees


perceive that the process used to determine
their termination was fair (and if they perceive
that they were treated fairly during this
process), they are less likely to sue their
employers for wrongful termination (Lind et
al., 2000).
The Hot Stove Rule
.
Cont……
.
Progressive Discipline
 Progressive discipline is a step by step process
designed to modify unacceptable employee
behaviors in the workplace.
 It is a process of correction singular or
repeated episode of en employee failure to
comply with rules and regulation of an
organization Or failure to meet specific
workplace expectations.
.
.
 Progressive discipline is not warranted in
every case. Sometimes, based on the severity
or nature of the employee’s conduct, it is
justified for an employer to skip steps in the
progressive discipline process, including
proceeding straight to termination.
Advantage of Progressive Discipline
It has two (2) major advantage to the HR
manager
1. It gives the employee additional opportunities
to correct his performance prior to discharge.
2. It stresses the seriousness of repeated
violations to employees
Conclusion

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