Disciplinary Approaches
Discipline is not a glamorous term. It is viewed with fear and suspicion in organisations. The multiple approaches and explanations advanced by different experts in the field have only added to the prevailing confusion.
There are 5 general modern approaches to discipline:
- Negative Discipline
- Positive Discipline
- Self-Discipline and Control
- Progressive Discipline
- Hot-Stove Discipline
Negative Discipline
Traditionally, discipline is interpreted as a sort of check or restraint on the freedom of a person. Discipline is used to refer to the act of imposing penalties for wrong behaviour. If employees fail to observe rules, they are punished. The fear of punishment puts the employee back on rails. “Discipline is the force that prompts an individual or a group to observe the rules, regulations and procedures which are deemed to be necessary to the attainment of an objective”.
Positive Discipline
Employees comply with rules not out of fear of punishment but out of an inherent desire to cooperate and achieve goals. Where the organisational climate is marked by two-way communication, clear goals, effective leadership, and adequate compensation employees need not be disciplined in the traditional way. There is a conscious cooperative effort on the part of management to secure compliance to company norms from the employees. Positive discipline, according to Spriegel enables an employee, “to have a greater freedom in that he enjoys a greater degree of self-expression in striving to achieve the group objective, which he identifies as his own.”
The differences between the two approaches may be summarised in table 2.2:
Concept
It is adherence to established norms and regulations, out of fear of punishment.
It is the creation of a Conducive climate in an organisation so that employees willingly confirm to the established rules.
Conflict
Employees do not perceive the corporate goals as their own.
There is no conflict between Individual and organisational goals.
Supervision
Requires intense supervisory control to prevent employees from going off the track.
Employees exercise self Control to meet organisational objections.
Progressive Discipline
Progressive discipline is a step-by-step program designed to correct performance problems, not merely compliance problems.
Each step in a progressive discipline program is a reminder of expected performance and should emphasise the employee’s responsibility for his own behaviour.
It is the manager’s responsibility to provide the tools in order for the employee to meet expectations.
The concept of progressive discipline states that penalties must be appropriate to the violation. If inappropriate behaviour is minor in nature and has not previously occurred, an oral warning may be sufficient. If the violation requires a written warning, it must be done according to a procedure.
After written warnings, if the conduct of the employee is still not along desired lines, serious punitive steps could be initiated. In case of major violations such as hitting a supervisor may justify the termination of an employee immediately.
In order to assist a manager to recognize the proper level of disciplinary action, some firms have formalized the procedure. One approach in the establishment of progressive disciplinary action is shown in Figure below.
Stages in Progressive Discipline
1. Informal discussion with the employee
2. Oral warning including counselling
3. Written warning
4. Disciplinary layoff (suspension)
5. Transfer or demotion
6. Discharge
Early Stages in Progressive Discipline
1. Informal discussion
· Determine reasons for employee conduct
· Reaffirm employee’s responsibility for behaviour
· Record date, place, and time of discussion
2. Oral warning (verbal counselling)
· Impress on employee the necessity for changing behaviour
· Warn employee of the consequences of continuing behaviour
· Notate warning in employee’s record
· Issue letter of clarification to employee
3. Written warning
· A formal document that becomes part of the employee’s permanent record
· Reemphasize the necessity for the changing behaviour to avoid more serious disciplinary action
· Have employee sign written warning or note refusal to sign