Ordway Tead defined discipline as "...... the orderly conduct of affairs by the members of an organisation who adhere to its necessary regulations because they desire to co-operate harmoniously in forwarding the end which the group has in view, and willingly recognise that, to do this, their wishes must be brought into a reasonable unison with the requirements of the group in action."
Discipline within the workplace should not be observed as a mechanism for punishment but rather as a condition within the organisation whereby those within the organisation know what is expected of them in terms of the organisation's rules, regulations, standards and policies and what the consequences are of transgressions.
To create an orderly environment, maintenance of discipline is a prerequisite which provides the foundation for the organisation to attain maximum productivity and for employees to reach their full potential. Discipline strikes a balance between the career goals of the individual and those of the organisation.
A positive approach to discipline in the workplace may resolve problems without having to instigate disciplinary actions to those who do not conform to the rules and regulations. By focussing on corrective measures and allowing employees the time to correct their behaviour or performance their attention can be drawn back to focussing on their responsibilities within the organisation.
Within a positive approach an atmosphere is created within the organisation whereby persons within the organisation willingly conform to the established rules and regulations. They conform willingly since the leadership within the organisation strives towards effectiveness and focus on rewarding those who conform. Discipline does not become a measure of restriction but rather enables a greater degree of self-expression in striving towards achieving group objectives.
An orderly disciplinary procedure is needed within organisations to ensure that the instigation of disciplinary action is done in accordance with set fundamental principles of fairness and in a consistent manner, to ensure that disciplinary action is not carried out randomly but as a reformative measure to ensure compliance to set rules, regulations and behaviour standards as required by the organisation.
All organisations need a disciplinary code in order to inform all employees, both those who may transgress the employer's rules and those who will be charged with implementing discipline, of how the employer expects it employees to behave and what the likely consequences will be of misbehaviour.
Contact us to draft your customised Disciplinary Code and ensure that all your employees know "the rules of the game".