{"id":194,"date":"2018-10-11T10:03:20","date_gmt":"2018-10-11T10:03:20","guid":{"rendered":"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/?post_type=chapter&#038;p=194"},"modified":"2019-01-03T07:30:04","modified_gmt":"2019-01-03T07:30:04","slug":"discipline","status":"publish","type":"chapter","link":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/chapter\/discipline\/","title":{"rendered":"Discipline"},"content":{"raw":"<div><span style=\"float: right\"><a href=\"https:\/\/youtu.be\/QX3EbOb4b1o\" target=\"_blank\" rel=\"noopener\"><img src=\"http:\/\/epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/2018\/11\/download.png\" alt=\"epgp books\" width=\"75px\" height=\"75px;\" \/><\/a>\r\n<\/span><\/div>\r\n<div>\r\n\r\n&nbsp;\r\n\r\n<strong>1. Learning Outcome<\/strong>\r\n\r\n&nbsp;\r\n\r\nAfter studying this unit, you would be able to:\r\n<ul>\r\n \t<li>Understand the fundamental nature of Industrial discipline<\/li>\r\n \t<li>Point out the nature and major aims &amp; objectives of discipline.<\/li>\r\n \t<li>Study and appreciate the significance of discipline in Industry.<\/li>\r\n \t<li>Know about various principles for maintenance<span style=\"text-align: initial;font-size: 1em\"> of discipline.<\/span><\/li>\r\n \t<li>Understand the concepts of Indiscipline and misconduct.<\/li>\r\n \t<li>Know about the causes of Breach of discipline.<\/li>\r\n \t<li>Know about the guidelines governing the disciplinary action.<\/li>\r\n \t<li>Learn about the Mc Gregor\u2019s hot stove rule.<\/li>\r\n \t<li>Learn about the code of discipline in Indian Industry.<\/li>\r\n<\/ul>\r\n<\/div>\r\n<strong style=\"text-align: initial;font-size: 1em\">2. Introduction: Discipline<\/strong>\r\n<div>\r\n\r\n<img class=\"aligncenter size-full wp-image-197\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/91.png\" alt=\"\" width=\"408\" height=\"279\" \/>\r\n<p style=\"text-align: left\">Source: https:\/\/mythicscribes.com\/wp-content\/uploads\/2016\/03\/discipline.jpg<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Discipline may be defined as an approach which aims at instilling orderly behaviour and respect for willing obedience to a recognized authority. Industrial discipline is crucial for healthy industrial environment and for escalating production &amp; productivity. The promotion and maintenance of employee discipline brings multifarious benefits to the organisation and its employees in form of say ; goal attainment , smooth functioning of the organization etc.<\/p>\r\n&nbsp;\r\n\r\n<strong>Meaning &amp; Definition of Discipline<\/strong>\r\n\r\n&nbsp;\r\n\r\n<strong>What does Discipline means?<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Discipline means getting obedience to rules and regulations of the organization. Discipline is absolutely essential for the smooth running of business. Fayol, stated that discipline is obedience, application, energy and outward mark of respect. According to Webster\u2019s Dictionary, the word discipline has three meanings \u201cFirst, its is the training that corrects moulds , strengthens or perfects individual behavior. Second, it is control gained by enforcing obedience. The third meaning, it is punishment or chastisement.<\/p>\r\n&nbsp;\r\n\r\n<strong>Definition of Discipline<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">According to Dr. Spriegel, \u201cDiscipline 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; it is force or fear of force which restrain an individual or a group from doing things which are deemed to be destructive of group objectives. It is also the exercise of restraint or the enforcement of penalties for the violation of group regulations.\u201d<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Thus discipline can be regarded as a force that requires employees to follow the rules and regulations of an organization considered vital for its efficient working.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">In brief, discipline is an employee\u2019s self control which motivates him to comply with the organization\u2019s goals and objectives.<\/p>\r\n\r\n<\/div>\r\n<div>\r\n\r\n<strong>3. Concept of Discipline<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">The dialogue between the workers and managers in a work setting pave way to the emergence of the concept of discipline.<\/p>\r\n&nbsp;\r\n\r\n<strong>3.1 Aspects of Discipline<\/strong>\r\n\r\n<img class=\"aligncenter size-full wp-image-198\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/92.png\" alt=\"\" width=\"386\" height=\"304\" \/>\r\n\r\n<strong>Source: <\/strong>http:\/\/stephaniemulac.com\/blog\/wp-content\/uploads\/2015\/06\/Fotolia_55368346_Subscription_Monthly_M.jpg\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>Negative Aspect <\/strong>- This aspect uses \u201cfear\u201d as a force to enforce discipline in the organization. If any employee or worker defies the rules and regulation strict punishment is levied on them. This is categorized as traditional concept of discipline.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>Positive Discipline <\/strong>\u2013 Now a days the management of various organizations have adopted positive progressive outlook for disciplining the employees. With the ever increasing awareness among the workers concerning their rights and responsibility, it was required on the part of management to reconsider the negative approach of fear used by them so far.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Thus management emphasized on the concept of self \u2013 discipline. This approach of self control asserts on cooperative efforts of employees to abide by the rules of the organization. Thus positive aspect of discipline plays a much greater role in safeguarding industrial peace and prosperity.<\/p>\r\n&nbsp;\r\n\r\n<strong>3.2 Main Characteristics of Discipline<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">The main characteristics of Discipline can be summed up as follows :-<\/p>\r\n<p style=\"text-align: justify\">(i)\u00a0 To guarantee successful fulfilment of organizational goals it motivates workers to abide by the instructions issued by the management or superiors.<\/p>\r\n<p style=\"text-align: justify\">(ii) It is a negative approach in the sense that it discourages employees in under taking some activities while encouraging to undertake the few others.<\/p>\r\n<p style=\"text-align: justify\">(iii) On\u00a0 Violation\u00a0 or\u00a0 disobedience\u00a0 of\u00a0 organization\u00a0 rules\u00a0 it\u00a0 imposes\u00a0 fine\u00a0 or\u00a0 reprimand, therefore,\u00a0 it is also called as punitive or big stick approach.<\/p>\r\n\r\n<\/div>\r\n<strong style=\"text-align: initial;font-size: 1em\">3.3 Aims &amp; Objectives of Discipline<\/strong>\r\n<div>\r\n\r\n<img class=\"aligncenter size-full wp-image-200\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/93.png\" alt=\"\" width=\"376\" height=\"242\" \/>\r\n\r\n&nbsp;\r\n\r\n<strong>Source: <\/strong>https:\/\/pinnacleperformancechampions.files.wordpress.com\/2012\/08\/discipline.jpg\r\n<p style=\"text-align: justify\">The aims and objectives of discipline are as follows:-<\/p>\r\n<p style=\"text-align: justify\">(i)\u00a0 \u00a0For the achievement of organizational goals it tries to earn the willing approval of employees.<\/p>\r\n<p style=\"text-align: justify\">(ii)\u00a0 To introduce the component of uniformity and assurance despite the numerous difference in informal behaviour patterns in the organization.<\/p>\r\n<p style=\"text-align: justify\">(iii) For improving the quality of production by enhancing the morale and working efficiency of the employees.<\/p>\r\n<p style=\"text-align: justify\">(iv) To generate respect for human relations in the organization.<\/p>\r\n<p style=\"text-align: justify\">(v)\u00a0 To confer and seek direction and responsibility.<\/p>\r\n<strong>3.4 Importance of Discipline in Industry<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of discipline in any industry can create a great amount of commotion and confusion thereby decreasing its productivity. For any enterprise however big or small manpower is the most pivotal resource and thereby all efforts should be made to discipline them.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">All steps should be taken to encourage mutual trust and confidence between the workers and the management which is indispensable to bring about needed discipline at the workplace.<\/p>\r\n&nbsp;\r\n\r\nMaintenance of discipline is a precondition for attaining the aims and purposes of the organization swiftly. Disciplined employers will assist in creation of pleasant industrial environment which will be beneficial for the industry and the nation both.\r\n\r\n<\/div>\r\n<strong style=\"text-align: initial;font-size: 1em\">4. Indiscipline<\/strong>\r\n<div>\r\n\r\n<img class=\"aligncenter size-full wp-image-202\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/94.png\" alt=\"\" width=\"457\" height=\"241\" \/>\r\n\r\n<strong>Source: https:\/\/cdn.modernghana.com\/images\/content\/nsju4yxlk2_lpg6jwv33d_indiscipline.jpg<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Indiscipline may be expressed as non \u2013 compliance to formal and informal rules and regulations of an organization. Indiscipline may prove to have detrimental effects on the morale and motivation of the employees as well as on the organization as a whole. There are various socio-economic and cultural factors that play a role in creating indiscipline in an organization which can be summed up in following figure :-<\/p>\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-203\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/95.png\" alt=\"\" width=\"621\" height=\"375\" \/>\r\n\r\n&nbsp;\r\n<p style=\"text-align: center\"><strong>Source: Designed by Author<\/strong><\/p>\r\n\r\n<\/div>\r\n<strong style=\"text-align: initial;font-size: 1em\">Ways to Cope With Indiscipline<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Management can adopt various strategies as mentioned in the figure below to keep a check on indiscipline in the organization.<\/span><\/p>\r\n\r\n<div>\r\n\r\n<img class=\"aligncenter size-full wp-image-205\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/96.png\" alt=\"\" width=\"614\" height=\"281\" \/>\r\n\r\n&nbsp;\r\n<p style=\"text-align: center\"><strong>Figure 2: Means to Cope with Indiscipline<\/strong><\/p>\r\n<p style=\"text-align: center\"><strong>Source: Designed by Author<\/strong><\/p>\r\n&nbsp;\r\n\r\n<strong>5. Misconduct<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">An action or type of behaviour can be defined as misconduct if it is prejudicial to the interests of the employer and other employees, inconsistent with the norms set for discharging duties, unsafe or unfaithful to such a degree that it becomes incompatible to continue employer \u2013 employee relationships.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: center\"><strong>Categories of Misconduct<\/strong><\/p>\r\n<img class=\"aligncenter size-full wp-image-207\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/97.png\" alt=\"\" width=\"728\" height=\"300\" \/>\r\n\r\n&nbsp;\r\n\r\n<strong>Source: <\/strong>http:\/\/www.hrreview.co.uk\/wp-content\/uploads\/regulations300-728x300.jpg\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Disciplinary acts of misconduct can be categorized on the basis of the severity of the consequences.<\/p>\r\n<p style=\"text-align: justify\"><strong>(i)\u00a0 \u00a0\u00a0<\/strong><strong>Minor Contravention<\/strong>\u2013 results in few serious consequences. Example \u2013 negligence, minor disobedience to rules, carelessness.<\/p>\r\n<p style=\"text-align: justify\"><strong>(ii)\u00a0\u00a0<\/strong><strong>Major Contravention <\/strong>\u2013 Partially hinders the working of the organization. Example \u2013 lying, cheating, stealing<\/p>\r\n<p style=\"text-align: justify\"><strong>(iii)\u00a0<\/strong><strong>Intolerable Offences <\/strong>\u2013 are of unlawful and severe nature which endanger employment relationship.<\/p>\r\n<p style=\"text-align: justify\">Example \u2013 threat to use weapon, use of drugs on the job, smoking near inflammables.<\/p>\r\n&nbsp;\r\n\r\n<strong>Misconduct Stated In Model Standing Orders<\/strong>\r\n\r\n&nbsp;\r\n\r\nHere is an illustrative list of acts constituting misconduct under Model Standing Orders Act , 1946.\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(i)\u00a0 \u00a0 \u00a0<\/span>Wilful<span style=\"text-align: initial;font-size: 1em\"> insubordination or disobedience of any lawful and reasonable <\/span>order ,<span style=\"text-align: initial;font-size: 1em\"> rule or regulation.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(ii)\u00a0 \u00a0 Refusal to work on a job or a machine which has been assigned to him.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(iii)\u00a0 \u00a0Refusal to accept or reply to a charge sheet within the prescribed period of time.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(iv)\u00a0\u00a0\u00a0<\/span>Theft , fraud ,<span style=\"text-align: initial;font-size: 1em\"> or dishonesty in connection with the property of the company.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(v)\u00a0 \u00a0 Theft of another employee\u2019s property inside the industrial area or company premises.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(vi)\u00a0 \u00a0Causing willful damage <\/span>to ,<span style=\"text-align: initial;font-size: 1em\"> or loss <\/span>of ,<span style=\"text-align: initial;font-size: 1em\"> the employer\u2019s goods or property.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(vii)\u00a0 Causing damage to a product in <\/span>process or<span style=\"text-align: initial;font-size: 1em\"> to any property.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(viii) Interference <\/span>with ,<span style=\"text-align: initial;font-size: 1em\"> safety devices.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(ix)\u00a0 \u00a0Non-observance of safety precautions and rules.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(x)\u00a0\u00a0\u00a0 Taking or giving a bribe or any illegal gratification.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(xii)\u00a0 Acceptance of gifts from subordinates.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(xiii) Habitual late coming.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(xiv) Absence from duty without leave.<\/span>\r\n\r\n<span style=\"text-align: initial;font-size: 1em\">(xv)\u00a0 Overstay when on leave without prior authorized permission.<\/span>\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(xvi) Entering or <\/span>leaving ,<span style=\"text-align: initial;font-size: 1em\"> or attempting to enter or <\/span>leave ,<span style=\"text-align: initial;font-size: 1em\"> the work premises except through authorized entrance and exits.<\/span><\/p>\r\n\r\n<\/div>\r\n<div>\r\n\r\n<strong>6. Causes &amp; Approaches towards Disciplinary Action<\/strong>\r\n\r\n&nbsp;\r\n\r\nThe main reasons for breach of discipline in any organization may be stated under following heads\r\n\r\n<img class=\"aligncenter size-full wp-image-210\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/98.png\" alt=\"\" width=\"576\" height=\"247\" \/>\r\n\r\n&nbsp;\r\n\r\nSource: Designed by Author\r\n\r\n&nbsp;\r\n\r\n<strong>(I)\u00a0 <\/strong><strong>Causes Related To the Worker<\/strong>\r\n\r\n(a) Illiteracy and low intellectual level of workers.\r\n\r\n(b) Workers personal problems like their fears, hope, aspirations etc.\r\n\r\n(c) Inborn tendencies of workers to flout rules.\r\n\r\n&nbsp;\r\n\r\n<strong>(II)\u00a0 <\/strong><strong>Causes Related To the Socio \u2013 Cultural Factors -<\/strong>\r\n\r\n(a) Misunderstanding and rivalry among workers.\r\n\r\n(b) Discrimination based on caste, colour, sex, place in imposing penalties.\r\n\r\n&nbsp;\r\n\r\n<strong>(III)\u00a0 <\/strong><strong>Causes Related To the Work Environment \u2013<\/strong>\r\n<p style=\"text-align: justify\">(a) Bad working conditions.<\/p>\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em;text-align: initial\">(b) Defective supervision<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(c) Non-placement of right person <\/span>on<span style=\"text-align: initial;font-size: 1em\"> the right job.<\/span><\/p>\r\n\r\n<\/div>\r\n<div>\r\n<p style=\"text-align: justify\"><strong>\u00a0 \u00a0(IV) Causes Related To the Management Practices \u2013<\/strong><\/p>\r\n<p style=\"text-align: justify\">(a) Lack of clarity in rules &amp; regulation as laid out by the top management.<\/p>\r\n<p style=\"text-align: justify\">(b) Faulty performance appraisal systems leading to favoritism thereby generating indiscipline.<\/p>\r\n<p style=\"text-align: justify\">(c)\u00a0Absence of sympathetic and scientific management.<\/p>\r\n<strong>6.1 Principles of Industrial Discipline<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">Industrial Discipline should be based on certain just and fair principles to be accepted by the employees. The basic Prerequisites or principles to be observed are:-<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">(i)\u00a0 \u00a0 \u00a0The very objectives of industrial discipline should be clearly laid out<\/p>\r\n<p style=\"text-align: justify\">(ii)\u00a0 The code of conduct should be framed with consultation &amp; collaboration of the workers or their representatives.<\/p>\r\n<p style=\"text-align: justify\">(iii)\u00a0 \u00a0The code of conduct must be communicated to all concerned in the organization.<\/p>\r\n<p style=\"text-align: justify\">(iv)\u00a0 \u00a0The rules and regulation concerning the discipline should understandable by all.<\/p>\r\n<p style=\"text-align: justify\">(v)\u00a0 The rules of conduct must able to settle the grievances if any arising during the period be of employment.<\/p>\r\n<p style=\"text-align: justify\">(vi)\u00a0 The approach of discipline policy should be preventive i.e. stress be laid on prevention of violation of discipline rather than on the administration of penalties.<\/p>\r\n<p style=\"text-align: justify\">(vii) The quantum of reprimand for each case of misconduct should be specified clearly in advance by publishing them in employee\u2019s handbook.<\/p>\r\n<p style=\"text-align: justify\">(viii) The enforcement authority must be specified.<\/p>\r\n<p style=\"text-align: justify\">(ix)\u00a0 \u00a0Discipline policy should not discriminate against the employees; it should be uniform for all employees without favoring any one worker or employee.<\/p>\r\n<p style=\"text-align: justify\">(x)\u00a0 \u00a0 A disciplinary committee in the advisory capacity be constituted to look into the matters of indiscipline and put forth the necessary suggestions.<\/p>\r\n<strong>6.2 Guidelines of a Disciplinary Action<\/strong>\r\n\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-216\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/99.png\" alt=\"\" width=\"412\" height=\"254\" \/>\r\n\r\n<strong>Source: <\/strong>h<a href=\"\/\/www.employeerescue.co.uk\/wp-c\">ttp:\/\/www.employeerescue.co.uk\/wp-<\/a><a href=\"\/\/www.employeerescue.co.uk\/wp-c\">c<\/a>ontent\/uploads\/2014\/11\/discipline.jpg\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>(a)\u00a0<\/strong><strong>Fixation of Responsibility <\/strong>\u2013 the responsibility for sustaining discipline in the organization should be given to a responsible person, say personnel officer.<\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(b)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Proper Framing &amp; Communication of Rules <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the rules and regulations should be cautiously and accurately formulated and published in employee handbooks<\/span><\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(c)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Rules and Regulations Should be Reasonable <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the work standards set Should be attainable by the employees and the rules be modified at frequent intervals to suit the changing organizational circumstances<\/span><\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(d)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Equal Treatment \u2013 <\/strong><span style=\"text-align: initial;font-size: 1em\">Rules and penalties should be applied equitably. Identical punishment should be granted for identical <\/span>offences<span style=\"text-align: initial;font-size: 1em\">.<\/span><\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(e)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Prompt Action <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 care should be taken to make sure that the penalty is imposed soon after the violation of a rule has occurred.<\/span><\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(f)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Search for the Facts <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 before proceeding to take any action against an employee , provide him with sufficient time to present his side of the case i.e. What and why it happened<\/span><\/p>\r\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(g)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Natural Justice <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the punishment or penalty imposed on the indisciplined worker must satisfy the principle of natural justice. The punishment should always justify with the gravity of the offence.<\/span><\/p>\r\n\r\n<\/div>\r\n<div>\r\n\r\n&nbsp;\r\n\r\n<strong>6.3 Mc Gregor\u2019s Hot Stove Rule<\/strong>\r\n\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-219\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/100.png\" alt=\"\" width=\"332\" height=\"250\" \/>\r\n\r\n&nbsp;\r\n\r\n<strong>Source: <\/strong>https:\/\/i.ytimg.com\/vi\/3QSveq13UcY\/hqdefault.jpg\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">The model method for enforcement of discipline should have the four important characteristics of a red \u2013 hot \u2013 stove.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>(i)\u00a0 \u00a0<\/strong><strong>Advance Warning <\/strong>\u2013 a red \u2013 hot stove tells us, \u201cdon\u2019t touch me, you will suffer\u201d Similarly a worker knows what is expected of him and what will be the result if he fails to live up to those expectations.<\/p>\r\n<p style=\"text-align: justify\"><strong>(ii)\u00a0 <\/strong><strong>Immediate Effect <\/strong>- if one overlooks the advance warning and touches the stove, gets immediate result (fingers may suffer burns) likewise workers may get instantaneous effect on committing any act of indiscipline<\/p>\r\n<p style=\"text-align: justify\"><strong>(iii)\u00a0<\/strong><strong>Consistency <\/strong>\u2013 every time we touch a red \u2013 hot stove we get the same result. Every time a worker commits the insufficient act , he should be penalized.<\/p>\r\n<p style=\"text-align: justify\"><strong>(iv)\u00a0<\/strong><strong>Impersonal Approach <\/strong>\u2013 red \u2013 hot stove functions uniformly for all, doing away with any favoritism. In the same way, management should not discriminate in imposing punishment on basis of caste, creed, colour, sex etc. It should guarantee the fundamental right to equality.<\/p>\r\n\r\n<\/div>\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Thus these four characteristics should be kept in mind before administrating any disciplinary action.<\/span><\/p>\r\n\r\n<div>\r\n\r\n&nbsp;\r\n\r\n<strong>6.4 Procedure for Disciplinary Action<\/strong>\r\n\r\n&nbsp;\r\n\r\nThe following steps should be taken care of while administrating a disciplinary action.\r\n\r\n&nbsp;\r\n\r\n<img class=\"aligncenter size-full wp-image-220\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/101.png\" alt=\"\" width=\"616\" height=\"312\" \/>\r\n\r\n&nbsp;\r\n\r\nSource: Designed by Author\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\"><strong>(a)\u00a0<\/strong><strong>Ascertaining the Statement of the Problem <\/strong>- First look into the violation of rule and the number of employees involved in the matter. Then ascertain the gravity of the violation and the conditions under which it occurred.<\/p>\r\n<p style=\"text-align: justify\"><strong>(b)\u00a0<\/strong><strong>Searching for the Underlying Facts <\/strong>\u2013 This calls for thorough examination of the case together the relevant facts.<\/p>\r\n<p style=\"text-align: justify\"><strong>(c)\u00a0<\/strong><strong>Deciding upon the Type of Penalty <\/strong>\u2013 The penalty or punishment should be such which discourages future reoccurrence of the offence or violation. But it should always relate to the gravity of the offence.<\/p>\r\n<p style=\"text-align: justify\"><strong>(d)\u00a0<\/strong><strong>Application of Penalty <\/strong>\u2013 The selected penalty may be imposed on the wrong doers and if the offence is not of a serious nature then it may be disposed off quickly.<\/p>\r\n<p style=\"text-align: justify\"><strong>(e)\u00a0<\/strong><strong>Follow-up on Disciplinary Action <\/strong>\u2013 Vigilant supervision of the person against whom a disciplinary action is taken should be done.<\/p>\r\n&nbsp;\r\n\r\n<strong>7. Code of Discipline in Indian Industry<\/strong>\r\n\r\n&nbsp;\r\n<p style=\"text-align: justify\">The Indian labour conference held in New Delhi in July 1957, discussed discipline in Indian Industries, and laid down certain principles governing it, these were<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">(a) It is a State \u2013 induced voluntary agreement between labour unions and management to abide by certain self-imposed rules of behavior in order to ensure that disputes do not arise ; and that , if they do, to promote and orderly settlement through negotiation , conciliation and voluntary arbitration.<\/p>\r\n<p style=\"text-align: justify\">(b) The Code enjoys upon the parties to accord due recognition to each other\u2019s just rights and responsibilities.<\/p>\r\n<p style=\"text-align: justify\">(c) It enjoins upon the parties to refrain from taking any unilateral action in connection with any industrial matters ; to utilize the existing machinery for the settlement of disputes\u00a0<span style=\"font-size: 1em\">with the utmost <\/span>expedition ;<span style=\"font-size: 1em\"> and to abjure strikes and lock-outs without notice and without first exploring all possible avenues of a settlement.<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(d) It discourages litigation and lays emphasis on a mutual settlement of disputes through negotiation, conciliation and voluntary arbitration rather than through adjudication.<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(e) It enjoins that neither party should resort to demonstration , intimidation , victimization , violence, coercion , discrimination , or interfere in union activities or with the normal work of employees , or indulge insubordination or wilful damage to property.<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(f) The code requires the employers to recognize the majority union in their establishments or industries, and set up a well-defined and mutually <\/span>agreed<span style=\"font-size: 1em\"> grievance redressal procedure. It requires workers not to adopt go-slow <\/span>tactics ,<span style=\"font-size: 1em\"> or indulge in <\/span>stay<span style=\"font-size: 1em\"> in or sit-down strikes while they are on duty.<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(g) It emphasizes that awards, <\/span>decisions ,<span style=\"font-size: 1em\"> agreements <\/span>and<span style=\"font-size: 1em\"> settlements should be promptly and readily <\/span>implemented ;<span style=\"font-size: 1em\"> and that any act which disturbs or impairs the cordial relations between employees and <\/span>management ,<span style=\"font-size: 1em\"> or which is contrary to the spirit of the <\/span>Code ,<span style=\"font-size: 1em\"> is carefully avoided.<\/span><\/p>\r\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(h) It directs employees and their trade unions to take appropriate action against their officers and members who indulge in activities which are contrary to the spirit and letter of the code.<\/span><\/p>\r\n\r\n<\/div>\r\n<ol start=\"8\">\r\n \t<li><strong>Summary<\/strong><\/li>\r\n<\/ol>\r\n<p style=\"text-align: justify\">Industry discipline is vital for creation and maintenance of healthy &amp; peaceful industrial environment. It brings numerous benefits to the organization and its employee as well. Discipline is absolutely essential for the smooth running of business. 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; it is force or fear of force which restrain an individual or a group from doing things which are deemed to be destructive of group objectives. It is also the exercise of restraint or the enforcement of penalties for the violation of group regulations.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of discipline in any industry can create a great amount of commotion and confusion thereby decreasing its productivity. For any enterprise however big or small manpower is the most pivotal resource and thereby all efforts should be made to discipline them.<\/p>\r\n&nbsp;\r\n<p style=\"text-align: justify\">Discipline has two aspects i.e. positive &amp; negative. Indiscipline &amp; misconduct can surge from number of factors like unfair labour practices, wage differentials, poor communication, ineffective leadership etc. Indiscipline &amp; misconduct are two evils that can hamper the smooth functioning of an organization so they should be curbed at any cost. Model standing orders and the code of discipline as stated by the Indian Labour Conference can help in long term to keep a check on the Indiscipline in the Industry.<\/p>\r\n<table>\r\n<tbody>\r\n<tr>\r\n<td><strong>you can view video on Discipline<\/strong><\/td>\r\n<td><a href=\"https:\/\/youtu.be\/QX3EbOb4b1o\" target=\"_blank\" rel=\"noopener\"><img class=\"alignnone wp-image-120\" src=\"http:\/\/epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/2018\/11\/download.png\" alt=\"\" width=\"36\" height=\"36\" \/><\/a><\/td>\r\n<\/tr>\r\n<\/tbody>\r\n<\/table>\r\n","rendered":"<div><span style=\"float: right\"><a href=\"https:\/\/youtu.be\/QX3EbOb4b1o\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" src=\"http:\/\/epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/2018\/11\/download.png\" alt=\"epgp books\" width=\"75px\" height=\"75px;\" \/><\/a><br \/>\n<\/span><\/div>\n<div>\n<p>&nbsp;<\/p>\n<p><strong>1. Learning Outcome<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>After studying this unit, you would be able to:<\/p>\n<ul>\n<li>Understand the fundamental nature of Industrial discipline<\/li>\n<li>Point out the nature and major aims &amp; objectives of discipline.<\/li>\n<li>Study and appreciate the significance of discipline in Industry.<\/li>\n<li>Know about various principles for maintenance<span style=\"text-align: initial;font-size: 1em\"> of discipline.<\/span><\/li>\n<li>Understand the concepts of Indiscipline and misconduct.<\/li>\n<li>Know about the causes of Breach of discipline.<\/li>\n<li>Know about the guidelines governing the disciplinary action.<\/li>\n<li>Learn about the Mc Gregor\u2019s hot stove rule.<\/li>\n<li>Learn about the code of discipline in Indian Industry.<\/li>\n<\/ul>\n<\/div>\n<p><strong style=\"text-align: initial;font-size: 1em\">2. Introduction: Discipline<\/strong><\/p>\n<div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-197\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/91.png\" alt=\"\" width=\"408\" height=\"279\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/91.png 408w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/91-300x205.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/91-65x44.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/91-225x154.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/91-350x239.png 350w\" sizes=\"auto, (max-width: 408px) 100vw, 408px\" \/><\/p>\n<p style=\"text-align: left\">Source: https:\/\/mythicscribes.com\/wp-content\/uploads\/2016\/03\/discipline.jpg<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Discipline may be defined as an approach which aims at instilling orderly behaviour and respect for willing obedience to a recognized authority. Industrial discipline is crucial for healthy industrial environment and for escalating production &amp; productivity. The promotion and maintenance of employee discipline brings multifarious benefits to the organisation and its employees in form of say ; goal attainment , smooth functioning of the organization etc.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Meaning &amp; Definition of Discipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>What does Discipline means?<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Discipline means getting obedience to rules and regulations of the organization. Discipline is absolutely essential for the smooth running of business. Fayol, stated that discipline is obedience, application, energy and outward mark of respect. According to Webster\u2019s Dictionary, the word discipline has three meanings \u201cFirst, its is the training that corrects moulds , strengthens or perfects individual behavior. Second, it is control gained by enforcing obedience. The third meaning, it is punishment or chastisement.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Definition of Discipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">According to Dr. Spriegel, \u201cDiscipline 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; it is force or fear of force which restrain an individual or a group from doing things which are deemed to be destructive of group objectives. It is also the exercise of restraint or the enforcement of penalties for the violation of group regulations.\u201d<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Thus discipline can be regarded as a force that requires employees to follow the rules and regulations of an organization considered vital for its efficient working.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">In brief, discipline is an employee\u2019s self control which motivates him to comply with the organization\u2019s goals and objectives.<\/p>\n<\/div>\n<div>\n<p><strong>3. Concept of Discipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">The dialogue between the workers and managers in a work setting pave way to the emergence of the concept of discipline.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>3.1 Aspects of Discipline<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-198\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/92.png\" alt=\"\" width=\"386\" height=\"304\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/92.png 386w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/92-300x236.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/92-65x51.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/92-225x177.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/92-350x276.png 350w\" sizes=\"auto, (max-width: 386px) 100vw, 386px\" \/><\/p>\n<p><strong>Source: <\/strong>http:\/\/stephaniemulac.com\/blog\/wp-content\/uploads\/2015\/06\/Fotolia_55368346_Subscription_Monthly_M.jpg<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>Negative Aspect <\/strong>&#8211; This aspect uses \u201cfear\u201d as a force to enforce discipline in the organization. If any employee or worker defies the rules and regulation strict punishment is levied on them. This is categorized as traditional concept of discipline.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>Positive Discipline <\/strong>\u2013 Now a days the management of various organizations have adopted positive progressive outlook for disciplining the employees. With the ever increasing awareness among the workers concerning their rights and responsibility, it was required on the part of management to reconsider the negative approach of fear used by them so far.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Thus management emphasized on the concept of self \u2013 discipline. This approach of self control asserts on cooperative efforts of employees to abide by the rules of the organization. Thus positive aspect of discipline plays a much greater role in safeguarding industrial peace and prosperity.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>3.2 Main Characteristics of Discipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">The main characteristics of Discipline can be summed up as follows :-<\/p>\n<p style=\"text-align: justify\">(i)\u00a0 To guarantee successful fulfilment of organizational goals it motivates workers to abide by the instructions issued by the management or superiors.<\/p>\n<p style=\"text-align: justify\">(ii) It is a negative approach in the sense that it discourages employees in under taking some activities while encouraging to undertake the few others.<\/p>\n<p style=\"text-align: justify\">(iii) On\u00a0 Violation\u00a0 or\u00a0 disobedience\u00a0 of\u00a0 organization\u00a0 rules\u00a0 it\u00a0 imposes\u00a0 fine\u00a0 or\u00a0 reprimand, therefore,\u00a0 it is also called as punitive or big stick approach.<\/p>\n<\/div>\n<p><strong style=\"text-align: initial;font-size: 1em\">3.3 Aims &amp; Objectives of Discipline<\/strong><\/p>\n<div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-200\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/93.png\" alt=\"\" width=\"376\" height=\"242\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/93.png 376w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/93-300x193.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/93-65x42.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/93-225x145.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/93-350x225.png 350w\" sizes=\"auto, (max-width: 376px) 100vw, 376px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Source: <\/strong>https:\/\/pinnacleperformancechampions.files.wordpress.com\/2012\/08\/discipline.jpg<\/p>\n<p style=\"text-align: justify\">The aims and objectives of discipline are as follows:-<\/p>\n<p style=\"text-align: justify\">(i)\u00a0 \u00a0For the achievement of organizational goals it tries to earn the willing approval of employees.<\/p>\n<p style=\"text-align: justify\">(ii)\u00a0 To introduce the component of uniformity and assurance despite the numerous difference in informal behaviour patterns in the organization.<\/p>\n<p style=\"text-align: justify\">(iii) For improving the quality of production by enhancing the morale and working efficiency of the employees.<\/p>\n<p style=\"text-align: justify\">(iv) To generate respect for human relations in the organization.<\/p>\n<p style=\"text-align: justify\">(v)\u00a0 To confer and seek direction and responsibility.<\/p>\n<p><strong>3.4 Importance of Discipline in Industry<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of discipline in any industry can create a great amount of commotion and confusion thereby decreasing its productivity. For any enterprise however big or small manpower is the most pivotal resource and thereby all efforts should be made to discipline them.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">All steps should be taken to encourage mutual trust and confidence between the workers and the management which is indispensable to bring about needed discipline at the workplace.<\/p>\n<p>&nbsp;<\/p>\n<p>Maintenance of discipline is a precondition for attaining the aims and purposes of the organization swiftly. Disciplined employers will assist in creation of pleasant industrial environment which will be beneficial for the industry and the nation both.<\/p>\n<\/div>\n<p><strong style=\"text-align: initial;font-size: 1em\">4. Indiscipline<\/strong><\/p>\n<div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-202\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/94.png\" alt=\"\" width=\"457\" height=\"241\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/94.png 457w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/94-300x158.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/94-65x34.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/94-225x119.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/94-350x185.png 350w\" sizes=\"auto, (max-width: 457px) 100vw, 457px\" \/><\/p>\n<p><strong>Source: https:\/\/cdn.modernghana.com\/images\/content\/nsju4yxlk2_lpg6jwv33d_indiscipline.jpg<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Indiscipline may be expressed as non \u2013 compliance to formal and informal rules and regulations of an organization. Indiscipline may prove to have detrimental effects on the morale and motivation of the employees as well as on the organization as a whole. There are various socio-economic and cultural factors that play a role in creating indiscipline in an organization which can be summed up in following figure :-<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-203\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/95.png\" alt=\"\" width=\"621\" height=\"375\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/95.png 621w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/95-300x181.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/95-65x39.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/95-225x136.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/95-350x211.png 350w\" sizes=\"auto, (max-width: 621px) 100vw, 621px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center\"><strong>Source: Designed by Author<\/strong><\/p>\n<\/div>\n<p><strong style=\"text-align: initial;font-size: 1em\">Ways to Cope With Indiscipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Management can adopt various strategies as mentioned in the figure below to keep a check on indiscipline in the organization.<\/span><\/p>\n<div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-205\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/96.png\" alt=\"\" width=\"614\" height=\"281\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/96.png 614w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/96-300x137.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/96-65x30.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/96-225x103.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/96-350x160.png 350w\" sizes=\"auto, (max-width: 614px) 100vw, 614px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center\"><strong>Figure 2: Means to Cope with Indiscipline<\/strong><\/p>\n<p style=\"text-align: center\"><strong>Source: Designed by Author<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><strong>5. Misconduct<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">An action or type of behaviour can be defined as misconduct if it is prejudicial to the interests of the employer and other employees, inconsistent with the norms set for discharging duties, unsafe or unfaithful to such a degree that it becomes incompatible to continue employer \u2013 employee relationships.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: center\"><strong>Categories of Misconduct<\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-207\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/97.png\" alt=\"\" width=\"728\" height=\"300\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/97.png 728w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/97-300x124.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/97-65x27.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/97-225x93.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/97-350x144.png 350w\" sizes=\"auto, (max-width: 728px) 100vw, 728px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Source: <\/strong>http:\/\/www.hrreview.co.uk\/wp-content\/uploads\/regulations300-728&#215;300.jpg<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Disciplinary acts of misconduct can be categorized on the basis of the severity of the consequences.<\/p>\n<p style=\"text-align: justify\"><strong>(i)\u00a0 \u00a0\u00a0<\/strong><strong>Minor Contravention<\/strong>\u2013 results in few serious consequences. Example \u2013 negligence, minor disobedience to rules, carelessness.<\/p>\n<p style=\"text-align: justify\"><strong>(ii)\u00a0\u00a0<\/strong><strong>Major Contravention <\/strong>\u2013 Partially hinders the working of the organization. Example \u2013 lying, cheating, stealing<\/p>\n<p style=\"text-align: justify\"><strong>(iii)\u00a0<\/strong><strong>Intolerable Offences <\/strong>\u2013 are of unlawful and severe nature which endanger employment relationship.<\/p>\n<p style=\"text-align: justify\">Example \u2013 threat to use weapon, use of drugs on the job, smoking near inflammables.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>Misconduct Stated In Model Standing Orders<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>Here is an illustrative list of acts constituting misconduct under Model Standing Orders Act , 1946.<\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(i)\u00a0 \u00a0 \u00a0<\/span>Wilful<span style=\"text-align: initial;font-size: 1em\"> insubordination or disobedience of any lawful and reasonable <\/span>order ,<span style=\"text-align: initial;font-size: 1em\"> rule or regulation.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(ii)\u00a0 \u00a0 Refusal to work on a job or a machine which has been assigned to him.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(iii)\u00a0 \u00a0Refusal to accept or reply to a charge sheet within the prescribed period of time.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(iv)\u00a0\u00a0\u00a0<\/span>Theft , fraud ,<span style=\"text-align: initial;font-size: 1em\"> or dishonesty in connection with the property of the company.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(v)\u00a0 \u00a0 Theft of another employee\u2019s property inside the industrial area or company premises.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(vi)\u00a0 \u00a0Causing willful damage <\/span>to ,<span style=\"text-align: initial;font-size: 1em\"> or loss <\/span>of ,<span style=\"text-align: initial;font-size: 1em\"> the employer\u2019s goods or property.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(vii)\u00a0 Causing damage to a product in <\/span>process or<span style=\"text-align: initial;font-size: 1em\"> to any property.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(viii) Interference <\/span>with ,<span style=\"text-align: initial;font-size: 1em\"> safety devices.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(ix)\u00a0 \u00a0Non-observance of safety precautions and rules.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(x)\u00a0\u00a0\u00a0 Taking or giving a bribe or any illegal gratification.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(xii)\u00a0 Acceptance of gifts from subordinates.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(xiii) Habitual late coming.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(xiv) Absence from duty without leave.<\/span><\/p>\n<p><span style=\"text-align: initial;font-size: 1em\">(xv)\u00a0 Overstay when on leave without prior authorized permission.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(xvi) Entering or <\/span>leaving ,<span style=\"text-align: initial;font-size: 1em\"> or attempting to enter or <\/span>leave ,<span style=\"text-align: initial;font-size: 1em\"> the work premises except through authorized entrance and exits.<\/span><\/p>\n<\/div>\n<div>\n<p><strong>6. Causes &amp; Approaches towards Disciplinary Action<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The main reasons for breach of discipline in any organization may be stated under following heads<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-210\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/98.png\" alt=\"\" width=\"576\" height=\"247\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/98.png 576w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/98-300x129.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/98-65x28.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/98-225x96.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/98-350x150.png 350w\" sizes=\"auto, (max-width: 576px) 100vw, 576px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>Source: Designed by Author<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(I)\u00a0 <\/strong><strong>Causes Related To the Worker<\/strong><\/p>\n<p>(a) Illiteracy and low intellectual level of workers.<\/p>\n<p>(b) Workers personal problems like their fears, hope, aspirations etc.<\/p>\n<p>(c) Inborn tendencies of workers to flout rules.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(II)\u00a0 <\/strong><strong>Causes Related To the Socio \u2013 Cultural Factors &#8211;<\/strong><\/p>\n<p>(a) Misunderstanding and rivalry among workers.<\/p>\n<p>(b) Discrimination based on caste, colour, sex, place in imposing penalties.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>(III)\u00a0 <\/strong><strong>Causes Related To the Work Environment \u2013<\/strong><\/p>\n<p style=\"text-align: justify\">(a) Bad working conditions.<\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em;text-align: initial\">(b) Defective supervision<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(c) Non-placement of right person <\/span>on<span style=\"text-align: initial;font-size: 1em\"> the right job.<\/span><\/p>\n<\/div>\n<div>\n<p style=\"text-align: justify\"><strong>\u00a0 \u00a0(IV) Causes Related To the Management Practices \u2013<\/strong><\/p>\n<p style=\"text-align: justify\">(a) Lack of clarity in rules &amp; regulation as laid out by the top management.<\/p>\n<p style=\"text-align: justify\">(b) Faulty performance appraisal systems leading to favoritism thereby generating indiscipline.<\/p>\n<p style=\"text-align: justify\">(c)\u00a0Absence of sympathetic and scientific management.<\/p>\n<p><strong>6.1 Principles of Industrial Discipline<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Industrial Discipline should be based on certain just and fair principles to be accepted by the employees. The basic Prerequisites or principles to be observed are:-<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">(i)\u00a0 \u00a0 \u00a0The very objectives of industrial discipline should be clearly laid out<\/p>\n<p style=\"text-align: justify\">(ii)\u00a0 The code of conduct should be framed with consultation &amp; collaboration of the workers or their representatives.<\/p>\n<p style=\"text-align: justify\">(iii)\u00a0 \u00a0The code of conduct must be communicated to all concerned in the organization.<\/p>\n<p style=\"text-align: justify\">(iv)\u00a0 \u00a0The rules and regulation concerning the discipline should understandable by all.<\/p>\n<p style=\"text-align: justify\">(v)\u00a0 The rules of conduct must able to settle the grievances if any arising during the period be of employment.<\/p>\n<p style=\"text-align: justify\">(vi)\u00a0 The approach of discipline policy should be preventive i.e. stress be laid on prevention of violation of discipline rather than on the administration of penalties.<\/p>\n<p style=\"text-align: justify\">(vii) The quantum of reprimand for each case of misconduct should be specified clearly in advance by publishing them in employee\u2019s handbook.<\/p>\n<p style=\"text-align: justify\">(viii) The enforcement authority must be specified.<\/p>\n<p style=\"text-align: justify\">(ix)\u00a0 \u00a0Discipline policy should not discriminate against the employees; it should be uniform for all employees without favoring any one worker or employee.<\/p>\n<p style=\"text-align: justify\">(x)\u00a0 \u00a0 A disciplinary committee in the advisory capacity be constituted to look into the matters of indiscipline and put forth the necessary suggestions.<\/p>\n<p><strong>6.2 Guidelines of a Disciplinary Action<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-216\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/99.png\" alt=\"\" width=\"412\" height=\"254\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/99.png 412w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/99-300x185.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/99-65x40.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/99-225x139.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/99-350x216.png 350w\" sizes=\"auto, (max-width: 412px) 100vw, 412px\" \/><\/p>\n<p><strong>Source: <\/strong>h<a href=\"\/\/www.employeerescue.co.uk\/wp-c\">ttp:\/\/www.employeerescue.co.uk\/wp-<\/a><a href=\"\/\/www.employeerescue.co.uk\/wp-c\">c<\/a>ontent\/uploads\/2014\/11\/discipline.jpg<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>(a)\u00a0<\/strong><strong>Fixation of Responsibility <\/strong>\u2013 the responsibility for sustaining discipline in the organization should be given to a responsible person, say personnel officer.<\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(b)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Proper Framing &amp; Communication of Rules <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the rules and regulations should be cautiously and accurately formulated and published in employee handbooks<\/span><\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(c)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Rules and Regulations Should be Reasonable <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the work standards set Should be attainable by the employees and the rules be modified at frequent intervals to suit the changing organizational circumstances<\/span><\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(d)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Equal Treatment \u2013 <\/strong><span style=\"text-align: initial;font-size: 1em\">Rules and penalties should be applied equitably. Identical punishment should be granted for identical <\/span>offences<span style=\"text-align: initial;font-size: 1em\">.<\/span><\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(e)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Prompt Action <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 care should be taken to make sure that the penalty is imposed soon after the violation of a rule has occurred.<\/span><\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(f)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Search for the Facts <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 before proceeding to take any action against an employee , provide him with sufficient time to present his side of the case i.e. What and why it happened<\/span><\/p>\n<p style=\"text-align: justify\"><strong style=\"text-align: initial;font-size: 1em\">(g)\u00a0<\/strong><strong style=\"text-align: initial;font-size: 1em\">Natural Justice <\/strong><span style=\"text-align: initial;font-size: 1em\">\u2013 the punishment or penalty imposed on the indisciplined worker must satisfy the principle of natural justice. The punishment should always justify with the gravity of the offence.<\/span><\/p>\n<\/div>\n<div>\n<p>&nbsp;<\/p>\n<p><strong>6.3 Mc Gregor\u2019s Hot Stove Rule<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-219\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/100.png\" alt=\"\" width=\"332\" height=\"250\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/100.png 332w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/100-300x226.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/100-65x49.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/100-225x169.png 225w\" sizes=\"auto, (max-width: 332px) 100vw, 332px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p><strong>Source: <\/strong>https:\/\/i.ytimg.com\/vi\/3QSveq13UcY\/hqdefault.jpg<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">The model method for enforcement of discipline should have the four important characteristics of a red \u2013 hot \u2013 stove.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>(i)\u00a0 \u00a0<\/strong><strong>Advance Warning <\/strong>\u2013 a red \u2013 hot stove tells us, \u201cdon\u2019t touch me, you will suffer\u201d Similarly a worker knows what is expected of him and what will be the result if he fails to live up to those expectations.<\/p>\n<p style=\"text-align: justify\"><strong>(ii)\u00a0 <\/strong><strong>Immediate Effect <\/strong>&#8211; if one overlooks the advance warning and touches the stove, gets immediate result (fingers may suffer burns) likewise workers may get instantaneous effect on committing any act of indiscipline<\/p>\n<p style=\"text-align: justify\"><strong>(iii)\u00a0<\/strong><strong>Consistency <\/strong>\u2013 every time we touch a red \u2013 hot stove we get the same result. Every time a worker commits the insufficient act , he should be penalized.<\/p>\n<p style=\"text-align: justify\"><strong>(iv)\u00a0<\/strong><strong>Impersonal Approach <\/strong>\u2013 red \u2013 hot stove functions uniformly for all, doing away with any favoritism. In the same way, management should not discriminate in imposing punishment on basis of caste, creed, colour, sex etc. It should guarantee the fundamental right to equality.<\/p>\n<\/div>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">Thus these four characteristics should be kept in mind before administrating any disciplinary action.<\/span><\/p>\n<div>\n<p>&nbsp;<\/p>\n<p><strong>6.4 Procedure for Disciplinary Action<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p>The following steps should be taken care of while administrating a disciplinary action.<\/p>\n<p>&nbsp;<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-220\" src=\"http:\/\/mgmtp01.epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/sites\/66\/2018\/10\/101.png\" alt=\"\" width=\"616\" height=\"312\" srcset=\"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/101.png 616w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/101-300x152.png 300w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/101-65x33.png 65w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/101-225x114.png 225w, https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-content\/uploads\/sites\/66\/2018\/10\/101-350x177.png 350w\" sizes=\"auto, (max-width: 616px) 100vw, 616px\" \/><\/p>\n<p>&nbsp;<\/p>\n<p>Source: Designed by Author<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\"><strong>(a)\u00a0<\/strong><strong>Ascertaining the Statement of the Problem <\/strong>&#8211; First look into the violation of rule and the number of employees involved in the matter. Then ascertain the gravity of the violation and the conditions under which it occurred.<\/p>\n<p style=\"text-align: justify\"><strong>(b)\u00a0<\/strong><strong>Searching for the Underlying Facts <\/strong>\u2013 This calls for thorough examination of the case together the relevant facts.<\/p>\n<p style=\"text-align: justify\"><strong>(c)\u00a0<\/strong><strong>Deciding upon the Type of Penalty <\/strong>\u2013 The penalty or punishment should be such which discourages future reoccurrence of the offence or violation. But it should always relate to the gravity of the offence.<\/p>\n<p style=\"text-align: justify\"><strong>(d)\u00a0<\/strong><strong>Application of Penalty <\/strong>\u2013 The selected penalty may be imposed on the wrong doers and if the offence is not of a serious nature then it may be disposed off quickly.<\/p>\n<p style=\"text-align: justify\"><strong>(e)\u00a0<\/strong><strong>Follow-up on Disciplinary Action <\/strong>\u2013 Vigilant supervision of the person against whom a disciplinary action is taken should be done.<\/p>\n<p>&nbsp;<\/p>\n<p><strong>7. Code of Discipline in Indian Industry<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">The Indian labour conference held in New Delhi in July 1957, discussed discipline in Indian Industries, and laid down certain principles governing it, these were<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">(a) It is a State \u2013 induced voluntary agreement between labour unions and management to abide by certain self-imposed rules of behavior in order to ensure that disputes do not arise ; and that , if they do, to promote and orderly settlement through negotiation , conciliation and voluntary arbitration.<\/p>\n<p style=\"text-align: justify\">(b) The Code enjoys upon the parties to accord due recognition to each other\u2019s just rights and responsibilities.<\/p>\n<p style=\"text-align: justify\">(c) It enjoins upon the parties to refrain from taking any unilateral action in connection with any industrial matters ; to utilize the existing machinery for the settlement of disputes\u00a0<span style=\"font-size: 1em\">with the utmost <\/span>expedition ;<span style=\"font-size: 1em\"> and to abjure strikes and lock-outs without notice and without first exploring all possible avenues of a settlement.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"text-align: initial;font-size: 1em\">(d) It discourages litigation and lays emphasis on a mutual settlement of disputes through negotiation, conciliation and voluntary arbitration rather than through adjudication.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(e) It enjoins that neither party should resort to demonstration , intimidation , victimization , violence, coercion , discrimination , or interfere in union activities or with the normal work of employees , or indulge insubordination or wilful damage to property.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(f) The code requires the employers to recognize the majority union in their establishments or industries, and set up a well-defined and mutually <\/span>agreed<span style=\"font-size: 1em\"> grievance redressal procedure. It requires workers not to adopt go-slow <\/span>tactics ,<span style=\"font-size: 1em\"> or indulge in <\/span>stay<span style=\"font-size: 1em\"> in or sit-down strikes while they are on duty.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(g) It emphasizes that awards, <\/span>decisions ,<span style=\"font-size: 1em\"> agreements <\/span>and<span style=\"font-size: 1em\"> settlements should be promptly and readily <\/span>implemented ;<span style=\"font-size: 1em\"> and that any act which disturbs or impairs the cordial relations between employees and <\/span>management ,<span style=\"font-size: 1em\"> or which is contrary to the spirit of the <\/span>Code ,<span style=\"font-size: 1em\"> is carefully avoided.<\/span><\/p>\n<p style=\"text-align: justify\"><span style=\"font-size: 1em\">(h) It directs employees and their trade unions to take appropriate action against their officers and members who indulge in activities which are contrary to the spirit and letter of the code.<\/span><\/p>\n<\/div>\n<ol start=\"8\">\n<li><strong>Summary<\/strong><\/li>\n<\/ol>\n<p style=\"text-align: justify\">Industry discipline is vital for creation and maintenance of healthy &amp; peaceful industrial environment. It brings numerous benefits to the organization and its employee as well. Discipline is absolutely essential for the smooth running of business. 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; it is force or fear of force which restrain an individual or a group from doing things which are deemed to be destructive of group objectives. It is also the exercise of restraint or the enforcement of penalties for the violation of group regulations.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Discipline acts as a cornerstone for the smooth functioning of any enterprise. Absence of discipline in any industry can create a great amount of commotion and confusion thereby decreasing its productivity. For any enterprise however big or small manpower is the most pivotal resource and thereby all efforts should be made to discipline them.<\/p>\n<p>&nbsp;<\/p>\n<p style=\"text-align: justify\">Discipline has two aspects i.e. positive &amp; negative. Indiscipline &amp; misconduct can surge from number of factors like unfair labour practices, wage differentials, poor communication, ineffective leadership etc. Indiscipline &amp; misconduct are two evils that can hamper the smooth functioning of an organization so they should be curbed at any cost. Model standing orders and the code of discipline as stated by the Indian Labour Conference can help in long term to keep a check on the Indiscipline in the Industry.<\/p>\n<table>\n<tbody>\n<tr>\n<td><strong>you can view video on Discipline<\/strong><\/td>\n<td><a href=\"https:\/\/youtu.be\/QX3EbOb4b1o\" target=\"_blank\" rel=\"noopener\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-120\" src=\"http:\/\/epgpbooks.inflibnet.ac.in\/wp-content\/uploads\/2018\/11\/download.png\" alt=\"\" width=\"36\" height=\"36\" \/><\/a><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"author":3,"menu_order":32,"template":"","meta":{"_acf_changed":false,"pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":["dr-anurodh-godha"],"pb_section_license":""},"chapter-type":[],"contributor":[59],"license":[],"class_list":["post-194","chapter","type-chapter","status-publish","hentry","contributor-dr-anurodh-godha"],"part":3,"_links":{"self":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapters\/194","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/wp\/v2\/users\/3"}],"version-history":[{"count":7,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapters\/194\/revisions"}],"predecessor-version":[{"id":834,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapters\/194\/revisions\/834"}],"part":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/parts\/3"}],"metadata":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapters\/194\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/wp\/v2\/media?parent=194"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/pressbooks\/v2\/chapter-type?post=194"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/wp\/v2\/contributor?post=194"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/ebooks.inflibnet.ac.in\/mgmtp01\/wp-json\/wp\/v2\/license?post=194"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}