employee discipline ir

7/30/2019 Employee Discipline IR

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Discipline

Means orderliness or the absence ofdisorder,

chaos and confusion in human behavior and

action.

Acc to Richard D. Colhoon

Discipline may be considered as the force that

prompts individuals or groups to observe

rule,regulation,standards and procedure

deemed necessary for an organization.


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Self Discipline


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Objectives

To develop the feeling of cooperation among

the workers

To maintain good industrial relations in

organization

To promote morale and efficiency among the

workers


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Why is discipline needed

uniformity

Consistency

predictability


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Types ofDiscipline

Positive

Discipli

ne

Negative

Disciplin

e


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When Administering Discipline

Never lose your temper

Tackle disciplinary action head on, do not

avoid it

Never play therapist

Make sure employee assumes responsibilityfor change


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Principles of Industrial Discipline

Knowledge of Rules

Prompt Action

Fair Action Well-Defined Procedure

Constructive Approach

Review and Revision


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Symptoms of general indiscipline

Changes in the normal behavior

Absenteeism

Increased grievance

Lack of concern for performance

Go slow

Disorderly behavior

Lack of concern for job

Late coming


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Causes Of indiscipline

Ineffective leadership (Henry Fayol)

Lack of well defined code of conduct to guidebehavior on both side

Faculty supervision

Divide and rule policy of management

Bias or favoritism in disciplinary action

Uninteresting work

Drunkenness and family problem


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Principle of natural justice

1. Employee charged should be given-:

Opportunity to present witness of his own

choice on whom he relies

Right to cross examine managements

evidence

Evidence should be taken in presence of

employee


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2.Discilplonary action should be consistent for

all.3.Disciplinary action shouls be taken by

immediate boss of the employee.

4.The enquiry against the employee should befair and impartial


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Process of taking Disciplinary

Action

PreliminaryInvestigation

Issue of a chargesheet

Suspension Pending

Enquiry

Notice of Enquiry

Conduct of Enquiry

Recording

Finding

Awarding Punishment

Communicating Punishment


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Statutory Provisions Concerning

Discipline

Industrial Employment Act 1946

The Industrial Dispute act 1947

The Payment of Wages Act 1936


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DEFINING IR

Industrial relations encompasses a set of

phenomena, both inside and outside the

workplace, concerned with determining and

regulating employment relationship

Relationship between management and

employees or among employees and their

organization that characterize and grow out of

employment.

Th i d C t U d t


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Theories and Concepts Used to

Analyse Industrial Relations

Approaches Used to Define Industrial Relations

1) Institutional-baseddefinitions:industrial relations are the sum of institutional processes thatestablish and administer the rules regulating workplace relations

(2) Social Psychology-baseddefinitions:industrial relations are the sum of social psychologicalinteractions between individuals

(3) Class-baseddefinitions:industrial relations are the sum of institutions, interactions andprocesses that are a product of wider social and economicinfluences, in particular the class divisions of contemporarycapitalism


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Industrial relation policy

Globalization brought major changes in industrial relations policy in India.

The changes can be summarized as follows:

Collective bargaining in India has mostly been decentralized, sectors are

also facing pressures to follow decentralization.

Industries cutting employment to a significant extent to cope with the

domestic and foreign competition e.g. pharmaceuticals.

There is a clear shortage of managers and skilled labour.

Another trend is that the employers have started to push for internal

unions i.e. no outside affiliation. HR policies and forms of work are emerging that include, especially in

multi-national companies, multi-skills, variable compensation, job rotation

etc.

HRM is seen as a key component of business strategy.

Training and skill development is also receiving attention
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Parties in the IR system


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SCOPE OF IR

Collective bargaining

Machinery for settlement of industrial

disputes

Standing orders

Workers participation in management

Unfair labour practices


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IMPORTANCE OF IR

Uninterrupted production

Reduction in Industrial Disputes

High morale Mental Revolution

Reduced Wastage


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OBJECTIVES OF IR SYSTEM

To safeguard the interest of labour and managementby securing the highest level of mutual understandingand good-will.

To avoid industrial conflict and develop harmoniousrelations

To raise productivity by lessening the tendency to highturnover and frequency absenteeism.

To eliminate or minimize the number of strikes,lockouts by providing reasonable wages, improvedliving and working conditions, said fringe benefits.

To improve the economic conditions of workers


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Economic Performance

Business Success

Employees Experience of Work

Industrial Relations Affects:


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Employment Relations

Dunlops model


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Capitalist society

integrated group

common values,

interests, objectives

one authority /loyalty

irrational + fractional

coercion

intrusive anachronistic

only accepted if forced

Unitary Pluralistic Marxist

Assume

Nature of conflict

Conflict resolution

TU Role

Post-capitalist society

Sectional groups - coalesce

different values, interests,

objectives

competitive authority /loyalty(formal/informal)

inevitable, rational, structural

compromise + agreement

legitimate internal, integral to

workplace

accepted role in econ &

managerial relations

Capitalist

Division of labour/capital

social imbalance + inequalities -

power, wealth etc

inherent in econ. & socialsystems

disorder - precursor to change

change society

employee response to

capitalism

mobilise, express class

consciousness

develop political awareness &

activity

Industrial relations


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Industrial Disputes

Industrial dispute means any dispute or difference between

employers and employers, or between employers and

workmen or between workmen and workmen, which is

connected with employment or non-employment or the

terms of employment .The dispute has to be betweenplurality of workman and employer

Where any employer discharges, dismisses, retrenches or

otherwise terminates the services of an individual workman,

any dispute or difference between that workman and hisemployer.shall be deemed to be an industrial dispute


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FORMS OF UNREST/DISPUTES

STRIKES: A strike is spontaneous and concerted refusal of work and withdrawal of labor from

production temporarily. It is a collective stoppage of work for pressurizing their employers to

accept certain demands.

LOCK-OUTS:

It is the counterpart of strike.

It is the weapon available with employer to close down the factory till the workers agree to

resume work on the conditions laid down by employer.

If it is impossible to meet the demands of workers, employers may decide o go for lock-out

GHERAO:

Gherao means to surround

Group of workers initiate collective action aimed at preventing members of he management

from leaving the office. This can happen outside the premises tooPICKETING and BOYCOTT

While picketing workers carry/display signs ,banners and placards( In connection with

dispute), prevent others from entering the place of work and persuade others to join the

strike

Boycott aims at disrupting the normal functioning of an enterprise, Through forceful

and negative behavioral acts, strikers prevent others not to cooperate with employer


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WAYS FOR SETTLEMENT OF

INDUSTRIAL DISPUTES1) COLLECTIVE BARGAINING:

It is a technique by which disputes as to conditions of

employment are resolved amicably, by agreement rather

than coercion

2) NEGOTIATION

3) CONCILIATION:-

Impartial third party helps the two parties to reach a

mutually acceptable settlement.

Conciliator meets parties separately or together to exchange

information, clarify issues and settle misunderstanding.

Conciliator does not impose a solution but works with the

parties to enable them to come to an agreement.


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WAYS FOR SETTLEMENT OF

INDUSTRIAL DISPUTES4) MEDIATION: Impartial third party helps to reach a

mutually acceptable agreement. Mediator makes

recommendations for the two parties to consider. Final

agreement is made by the two parties themselves.

5) ARBITRATION: Third party settles the dispute by makingan independent decision for the two parties. Some preferarbitration as the responsibility for reaching agreementis made by a neutral party (quite often, appointed by thegovernment e.g. Arbitration Court).

Arbitration gives some people the impression that theydid not give in to the other party but fought all the wayto the Arbitration Court

6) ADJUDICATION


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By:-Entrepreneur

Gunjan VirmaniSwati Sharma 2Pooja Sanger

employee discipline ir

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