Discipline and Grievance

DISCIPLINARY AND GRIEVANCE PROCEDURES

Discipline is considered as “a condition in an enterprise in which there is orderliness in which the members of the enterprise behave sensibly and conduct themselves according to the standards of acceptable behaviour as related to the goals of the organization”

Positive or constructive discipline relates to procedures, systems and equipment in the work place which have been designed specifically so that the employee has no option but to act in the desired manner to complete a task safely and successfully. Eg, machine shutting off automatically if safety guard is not in place or removed. Negative discipline is, on the other hand, the promise of sanctions designed to make employee choose to behave in a desirable way.

Disciplinary action may be:

(a) punitive (punishing an offence)

(b) deterrent (warning people not to behave in that way, through sanctions)

(c) reformative (calling attention to nature of the offence so that it will not happen again)

However, self-discipline is the best form of discipline, where employees exercise good standards of behaviour such as being early, following instructions, not fighting, not drinking at work, not stealing.

TYPES OF DISCIPLINARY SITUATIONS

The most frequently occurring are:

(a) excessive absenteeism’

(b) excessive lateness

(c) poor/inadequate work performance

(d) poor work attitudes which influence other workers and reflect badly on organisation’s image

(e) breaking rules – eg going home early; breaking safety rules

(f) improper personal appearance

(g) violation of rules, regulations and proceedings

(h) off- job behaviours – drinking, drugs, other law breaking activities