The Management of Employee Discipline

3158 Words13 Pages
The Management of Employee Discipline

I. Problem and Its background

a. Introduction

Discipline is regarded as the training of the mental, physical, moral, and development of individual character inherent in an organizational system. It is also the training that corrects and strengthens personal values and the development of self-discipline. It is the manner in which, member of the organization conform to the established rules and regulations which experience has shown to be desirable.

An employee’s attitude toward work is a crucial factor of productivity or performance and discipline plays an important role. Most people equate discipline with punishment but the true meaning connotes that discipline is a corrective action for
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III. Methodology

The methods we used in conducting our research about the Management of Employee Discipline is descriptive and scientific representation. First, we determine and clearly state what the problem is all about. Second, we gather information wherein we collect pertinent data which are related to the problem. We go to library and read books, journals, magazines and encyclopaedia. Third, we analyze and interpret our data gathered which is accurately accorded and analyzed. And lastly, we draw out our conclusion/generalization also we formulate recommendation about our problem.

IV. Results and Discussions

The Human Resource Manager’s role is greater in small companies than in large organizations and is usually greater in non-business organizations than in business firms. While HRD is the vanguard of all the employees’ welfare and discipline, the functions of disciplining employees in the organization are distributed as follow:
At the lower level of discipline, involving only warning, the first line supervisor has the final authority.
At the middle level, involving suspension, line supervisors, and managers have the final authority.
At the top levels, involving discharges, the authority is about evenly distributed or split between line managers and human resource managers. In general, as the severity of the offense increases, the role of the first line supervisors decreases
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