The word discipline is ingrained in the word disciple and is consequently best understood as a procedure free of threats, mortification, and embarrassment. The objective of the employee discipline is twofold:
A review of the literature on discipline procedure discloses an abundance of different discipline procedures, some advising that immediate, consistent consequences for "misbehaviour" are warranted, some recommending the importance of positive discipline, some warning against punishments and praise, and still others recommending the importance of making employees aware of the consequences for rule violations. (Tobin, 2000) Most of the discipline procedures can be grouped into two categories: systems-centred and principle-centred.
In the systems discipline procedure, the organisation has a preset list of rules, and senior officials of management are expected to take action when the rules are violated. Consequences are prescribed and are to be administered in the same manner to all violators, without regard to the situation or the person or whether they produce a change in behaviour. An example of this discipline procedure is the zero tolerance discipline procedure enforced in many conflict systems across the nation. Organizations using this discipline procedure to operate on a set of principles or values, which are disseminated to members of management, and rules based on these principles, are developed. Senior officials of management are expected to respond when any of the rules are violated. Discipline, on the other hand, is individualized and supported by the situation and the individual(s) involved.
Advantages and Disadvantages of Disciplinary Procedures
There are number of advantages and disadvantages of disciplinary procedures. Some of them are disciplinary procedure takes employees away from 1) solemn dishonesty, such as burglary of property, deliberate misrepresentation of salary or expenses claims for pecuniary advantage, misrepresentation of any in sequence given in applying for a post and failure to disclose criminal convictions where required to do so; 2) thought-out refusal to carry out a reasonable, lawful and safe instruction; 3) Wilfully pay no attention to responsibilities or instruction thereby placing other members of staff in danger; 4) Gross carelessness in failing to attend or carry out the duties of the post; thereby causing intolerable loss, damage or injury; 5) Being out of shape to carry out duties associated with the post as a result of taking alcohol or other drugs; 6) Acts of violent behaviour or vandalism in the itinerary of employment; g) Sexual misbehaviour at work.
Advantages and Disadvantages of Bargaining and Negotiating Procedures
The effective-negotiation system complements the management process in other ways, which suggest that it could be the operational vehicle for intraorganisational bargaining. For instance, organizational staffing and