Case Study on Disipline
Case Study on Discipline
Introduction
Discipline According to Snell Bohlander, discipline can be defined as : 1. Treatment that punishes 2. Orderly behavior in an organization setting 3. Training that molds and strengthen desirable conduct – corrects undesirable conduct – and develops self-control
Discipline also considered as a management tools used to correct undesirable employee behavior. Discipline is applied as a constructive ways of getting employees to act in the acceptable standards of performance.
Many organizations define discipline in their policy manuals, as training that “corrects, molds, or perfect knowledge, attitudes, behavior, or conduct.” Thus, discipline is viewed as a way to correct poor employee performance in order to improve ability of employees to perform better in job and to improve their job attitudes or work behavior.
Misconducts
Can be defined as : 1. Improper behavior 2. Intentional wrong-doing or deliberate violation of a rule of standard of behavior 3. Any behavior inconsistent with the faithful discharge of his duties
There are two criteria for donating misconduct. That are the intentional doing of something which the doer knows to be wrong and which he does recklessly, not caring what would the result would be. The majority of misconduct occurs in the work setting during working hours. Sometimes, misconduct may occur outside the work environment, when the employee casts aspersions on the image of the employer.
Examples of misconducts may be grouped as minor and major as follow :
Minor
* Coming late for work * Use rude language * Wear inappropriate clothes * Telling inappropriate jokes with sexual connotations
Major
* Consuming illegal drinks at work, or illegal drugs * Fighting * Refusal to work * Theft * Committing fraud
Disciplinary Actions The Employment Act 1955 (Section 14) stated that : (1) The employer may, on the ground of misconduct
Introduction
Discipline According to Snell Bohlander, discipline can be defined as : 1. Treatment that punishes 2. Orderly behavior in an organization setting 3. Training that molds and strengthen desirable conduct – corrects undesirable conduct – and develops self-control
Discipline also considered as a management tools used to correct undesirable employee behavior. Discipline is applied as a constructive ways of getting employees to act in the acceptable standards of performance.
Many organizations define discipline in their policy manuals, as training that “corrects, molds, or perfect knowledge, attitudes, behavior, or conduct.” Thus, discipline is viewed as a way to correct poor employee performance in order to improve ability of employees to perform better in job and to improve their job attitudes or work behavior.
Misconducts
Can be defined as : 1. Improper behavior 2. Intentional wrong-doing or deliberate violation of a rule of standard of behavior 3. Any behavior inconsistent with the faithful discharge of his duties
There are two criteria for donating misconduct. That are the intentional doing of something which the doer knows to be wrong and which he does recklessly, not caring what would the result would be. The majority of misconduct occurs in the work setting during working hours. Sometimes, misconduct may occur outside the work environment, when the employee casts aspersions on the image of the employer.
Examples of misconducts may be grouped as minor and major as follow :
Minor
* Coming late for work * Use rude language * Wear inappropriate clothes * Telling inappropriate jokes with sexual connotations
Major
* Consuming illegal drinks at work, or illegal drugs * Fighting * Refusal to work * Theft * Committing fraud
Disciplinary Actions The Employment Act 1955 (Section 14) stated that : (1) The employer may, on the ground of misconduct