Disciplinary Action in Organization

If Saks’ did not have a complaint procedure, the supervisors would be able to regulate their departments, but very few could keep the supervisors in check. The complaint procedures allows every employee to regulate each other, resulting in conformity by all to the policy.

6. Name ten examples of actions that may be lead to disciplinary action up to and including withdrawal/termination.

Therefore, even the result of the decision might be negative for the employees their reaction is likely to be positive. In this case, the management can deliver the perception of procedural justice to the employees to let them understand the reason of promotion and demotion in the station, or the reason that manager ignored the regulation when someone broke the rules.

As an employer, you need to be aware of the processes and duties produced in these regulations and the practical implications imposed. There is also a duty to involve employees in all health and safety

4) Disciplinary action policy stating under what circumstances and how employees will face disciplinary action.

between the needs of the company and the needs of the employees, and should be enforced in a

The central questions that will be addressed by this study are: What is the nature of the perception and attitudes on the discipline and suspension process of administrations and the perceived impact and toll on them with their participation in the process in relation to their own personal and professional leadership and educational philosophies.

These Policies and procedures are in place to adhere to, to keep everyone safe and maintain a safe place to work for everyone to work in. Keeping

Disciplinary procedures are a set way for an employer to deal with disciplinary issues. They should include a disciplinary hearing where you’re given a chance to explain your side of the story.

A. Conduct of an employee, whether on or off duty, may reflect directly upon the Office. It is, therefore, the policy of the department to require all employees to conduct themselves in a manner that does not bring discredit to the Agency.

Secondly, the individual is used as a basis for employment decisions affecting such individual. Finally, the result of such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.] (Aggarwal, 89-93)

The Objective of this case study is to identify and understand the enabler for the organization’s performance, and to develop the integrated Model to represent the scenario for the firm. This case study also aims to help identify the misconduct and the inappropriate practices and to suggest the solution for the knowledge creation and analysis of the counter measures taken by the firm after facing this problem.

Employee discipline is a concept that could automatically set a negative tone in the workplace. Ideally in a perfect world the workplace would be conflict free and every employee would be the perfect employee. However, unfortunately there probably is not a thing as perfect world. Employee discipline method that can be used by organizational leaders on trying to utilize various methods to help promote and encourage orderly conduct in the workplace. According to Zachary (2013), an organization should have the proper systems in place that helps to encourage proper behavior in the workplace. The right methods to be used to change that behavior if it negatively impacts the organization. In situations where discipline is required the HR perspective would be the type of “punishment” that might have to be administered by HR managers this could often times be unpleasant for both the administrator and the employee. Whether it is dismissing the employee. Perhaps suspending the employee. Even just a written warning. Regardless of the intensity of the punishment it requires that leadership utilize the right methods to help ensure that minimum fallout transpires from the discipline that is used.

I would like to express my gratitude to Dr. Taruna Parmar, Faculty, Lala Lajpat Rai Institute of Management for providing me invaluable support and guidance in writing this research paper. The shortcomings or a limitation of the research or errors continued

This is to certify that Shahriar Hossain is a BBA student of East West University. In the Fall- 2008 semester, he has taken the course Bus. 499, which requires a formal report on a specific topic or on a specific organization after completing a three months of work experience. For this purpose, he requires to gather relevant information about the chosen organization.