How to Administer Discipline Without Punishment

INTRODUCTION The Oxford Dictionary defines Discipline as an "order maintained among persons under control or command" and "train to obedience and order." From childhood we have all been subject to and recognize various forms of discipline: As children, we are punished when we do not listen to our parents and are rewarded when we are good. In school, we are made to conform to rules and regulations and are subject to different types of punishment, depending on the gravity of our non-conformance, if we breach such rules e.g. writing "lines" Stand up on the floor/on your chair/on the table/outside the class Caning by the Principal of the school Expelled from school As adults, we become increasingly aware of society's rules, e.g. No littering Driving- without a license/ a valid insurance or ignoring "no entry" streets Failure or Breach often results in payment of penalties and/or other prosecution by the Public Authorities We conform to such norms because non-compliance results in Punishment. There are innumerable other examples of such discipline. However, the focus of this book, being on Discipline in Industry, I will deal with this subject accordingly. Basically, we are rewarded when we comply with Rules and Regulations (including laws of the country) and are punished when we disobey such rules or do not comply with them. This book dwells on whether this ("if you do not comply") threat is the only solution to preventing and/or solving industrial disputes or whether there is any alternative approach- "Discipline without Punishment"? Both approaches are possible and this "How to" book attempts to show when and how to apply Negative Discipline and the circumstances during which Positive Discipline or Discipline without Punishment is the answer. The objective of this book is to assist Supervisors and Managers to exercise the disciplinary process in a manner that will satisfy the following: 1.The intent is to correct the behavior, not punish the employee, and to develop systems that reward those who perform their jobs satisfactorily, not overlook them, 2.The employees perceive the disciplinary process as fair, and 3.The various steps in the disciplinary process are followed in compliance with Court decisions (which closely follow the decisions in some of the Commonwealth countries). The subjects of Absenteeism, Grievance (handling) and Misconduct are also reviewed. Sufficient examples are provided of sample forms to use so that even a relatively inexperienced Supervisor can use this process of Discipline to attain his, as well as the organization's goal, of improved productivity and high morale. Productivity improvements do not specifically relate only to output of production in a factory but, generally to improvements in the job performance of employees whether or not these can be quantified. Productivity improvements are required in all enterprises whether these be in production, service or the public sector and, it is hoped that this book will provide sufficient leverage in this direction. New edition - comments The hard copy of this book was first published in1982.Thirty years have lapsed. The labor laws of many countries have been amended several times in the last three decades consonant with the macro and micro environmental changes due to global recessions and the changing needs of employees as developing countries become "emerging countries." Such change requires the need to attract and retain talented employees as technology takes over from manual work. Despite all these changes, the basic objective of this book remains unchanged;infact, the contents are even more applicable today because employees want to be motivated to perform effectively and be guided by their Supervisors to "do it right the first time.""