The Management of Employee Discipline

Discipline is very important for anyone who is part of the Uniformed Public Services. Discipline is put in place to maintain order and to make sure that everyone works to the best of their abilities. All the services are organised in a similar way with a clear rank structure and clearly defined roles and responsibilities, which all rely on discipline to work effectively.

Discipline is important in most aspects of line, discipline is the practice of training people to obey rules and regulations, whilst using appropriate punishment to correct mistakes and disobedience. We use discipline to keep social and working order so that there are no complications. Discipline teaches people correct ways to act so that goals are reached and encourage people to accept responsibility in life. Discipline is not to get mixed up with punishment. Punishment is the consequence of not following rules and regulations.

‘Supervision aims to identify solutions to problems, improve practise and increase understanding of professional issues,’ (UKCC, 19960

Discipline is the quality of being able to behave and work in a controlled way which involves obeying particular rules or standards. However, it can be interpreted in an alternative way; if you refer to an activity or situation as a discipline, you mean that, in order to be successful in it, you need to behave in a strictly controlled way and obey particular rules or standards. Punishment can be used to correct disobedience in some circumstances.

A part of my own personal supervision with my manager we discuss the supervisees/supervisions I have held and it is my responsibility to flag up any issues that occur. I informed my

However, while in the case there is no information regarding how the supervisee feels, but the supervisee could feel obligated to stay there and speak with their supervisor due to their professional relationship. Granted, it may be possible that the supervisee feels no obligation to stay and relax, one of the core issues with multiple-role relationships in the training and supervisory process is the potential for abuse of power (Corey, Corey, Corey, & Callanan, 2015). Which leads to the second possible ethical issues of not maintaining clear boundaries between the multiple roles of the

If a problem arises, each employee is also responsible to relay that information back to their specific supervisor if necessary. Small issues can be resolved by the employee’s own decision making.

Many organizations and establishments have philosophies in how an organization is to be functioning and which positions are necessary to execute the plan. One of the crucial positions that make the establishment function is that of a Supervisor. The term supervisor is a word with Latin roots which means “to look over,” however, a supervisor is viewed as a person who is an immediate overseer to an employee at a workplace. The supervisor is the person an employee would directly report to for any work related situation. A supervisor plays an essential part of the management team that gives an organization purpose and leadership by being responsible for employees’ progress and productivity (Bittel & Newstrom, 1992).

Over communication is also prevalent. In lieu of making a decision, the Supervisors in some instances over communicate upwards rather than making the decision themselves absolving them of their responsibility.

Problem employees inevitably surface in most workplaces and sometimes employers need to counsel their employees and on occasions employers must discipline the employee. In an organization top-management often formulate the standards that supervisors must use when they have to deal with problem employees. A supervisor must have the skills required to organize, staff, lead, and control which includes the ability and talent required to deal with problem employees.

Discipline plays an important role towards the formation of students’ character. It is one of the important components in a system where closely related to the discipline, nature, morality and decency. The word discipline is one thing that is synonymous in daily life. The word discipline is so broad meaning either meaning negative or positive sense. However, the negative meaning that often become the focus and is becoming an issue that is popular if it involves individual or group meetings with the community.

The objective of the Human Resource Department is to design management systems to ensure human talent is maximized to effectively and efficiently achieve organizational goals. HR has seven functions that are intertwined. These functions are global, environmental, cultural geographic, political, social, legal, economic, and technological. Human resource management has the potential to drastically impact the success and effectiveness of an organization. Human Resources has heavily focused on recordkeeping and paperwork. It has often been considered a clerical and low-level administrative department. In most organizations, Human Resources is looked upon as the employee mediator in the organization. They tend to be the voice of the employee, building company morale and putting out fires involving crisis management. The problems they deal with are both employee work-related and not work-related. HR strives to ensure fair treatment for all employees. They work with varying departments throughout the organization in order to create and implement necessary programs and policies. HR works with equal employment opportunity and other laws, to ensure compliance. They work to fill current job openings by processing applications, interviewing, and training. They answer questions regarding benefits and wages and address safety issues. The expansion of technology and outsourcing have drastically transformed the

Introduction Managers have really important role of managing employees working well and it leads to organisation 's success. Some people claim reward and punishment are the best tool for a responsible managers because self-interest is the bottom-line of human motivation. Reward and punishment is one of way to encourage and control employees, but, there is some more else elements and concepts that manager should go along with for managing employees well and organisation’s success. It comes to employee 's motivation, employee engagement comes up as one of important key wards. Also, leadership skill helps manager to encourage worker to contribute for organisation. Furthermore, organisational culture influences for those and all managing

Organisations have different structures and cultures according to their needs to achieve their goals and objectives.

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.