Is it punishment? Is it obedience?
Is it rules? Is it enforcement?
Is it always doing the same thing? Is it always doing the right thing?
Is it consistency? Is it doing what you’re told?
Is it rigid? Is it boring?
Do you even get a choice? Do you just comply?
To understand what discipline really is and what it really means, let’s look at the origin of the word to find its intent and true form.
The root word of discipline is “disciple,” which comes from the Latin word discipulus meaning “student.” Most people believe a disciple is a “follower” (probably because of the religious context), but in reality it means student—as in, “one who studies.”
The word “discipline” is from the Latin word disciplina, meaning “instruction and training.” It is derived from the root word discere—”to learn.”
So what is discipline?
Discipline is to study, learn, train, and apply a system of standards.
What isn’t discipline?
Discipline is not rules, regulations, or punishment. It is not compliance, obedience, or enforcement. It is not rigid, boring, or always doing the same thing.
Discipline is not something others do to you. It is something you do for yourself. You can receive instruction or guidance from one or many sources, but the source of discipline is not external. It is internal.
Discipline is not obedience to someone else’s standards to avoid punishment. It is learning and applying intentional standards to achieve meaningful objectives.
Discipline is a choice… your choice. It is a decision.
Better yet, all of your decisions.
The distinction between discipline being an external dynamic or an internal dynamic, a mandatory rule or a personal choice, is important. Understanding this at a deeper level is your gateway into a better, more discipline-driven life.
Do you see how it works?
When you understand discipline as a choice, you are in control—not anyone or anything else. More discipline, more choice, more control. Less discipline, less choice, less control.
When we maintain our own personal discipline, our choice, we retain control of ourselves and how we move through our environments.
When we lose our personal discipline, also our choice, we give control away to other people, external circumstances, and the inevitable randomness of life. We drift and become the plaything of circumstances (Viktor Frankl—”Man’s Search for Meaning”).
More discipline, more choice, more control. Better options. Higher standards. Improved skill. More flexibility.
Less discipline, less choice, less control. Fewer options. Lower standards. Inadequate skill. Less flexibility.
Discipline is a procedure that corrects or punishes a subordinate because a rule of procedure has been violated.
– Dessler,2001
Employee Discipline
Let’s start debating the concept of employee discipline with a question. What are the two fundamental characteristics that a professional employee should possess to script a successful life? The answer to this question is punctuality and discipline. There is no doubt that employees who have discipline instilled in them are successful not only in their professional lives, but also in their personal lives. The employees who follow discipline reach success faster than people who are not disciplined. Causing chaos or misbehaving at a workplace impacts productivity of the organisation. Discipline is very significant in the workplace. It makes sure all the employees behave properly, which helps maintain decency. The main goal of discipline in work is to maintain respect and trust between employees at all levels to ensure healthy relationships within an organisation.
So, what exactly is the employee discipline?
Discipline is the regulation and modulation of human activities to produce a controlled performance. The real purpose of discipline is quite simple. It is to encourage employees to confirm to established standards of job performance and to behave sensibly and safely at work. Discipline is essential to all organised group action.
Discipline should be viewed as a condition within an organisation whereby Employees know what is expected of them in terms of the organisation’s rules, Standards and policies and what the consequences are of infractions.
– Rue & Byars, 1996
Discipline is employee learning that promotes self-control, dedication, and orderly conduct. When used in restricted sense, it mean punishment.
Punishment is the process of either administering an unpleasant stimulus, such as a warning letter or a suspension, or withholding a reward, such as not granting a scheduled pay increase because of an employee’s job deficiencies. Punishment is only one form of discipline; other forms are positive reinforcement, including commendations and praise, and human resources development.
Discipline is the orderly conduct of affairs by the members of an organization who adhere to its necessary regulations because they desire to cooperate harmoniously in forwarding the end which the group has in view, and willingly recognize that, to do this, their wishes must be brought into a reasonable unison with the requirements of the group in action.
– Ordway Tead
The first step is to establish and maintain a reasonable, but firm discipline line.
TOO HIGH – People are insulted. Productivity drops.
TOO LOW – People take liberties. Productivity drops.
Predominant goals of employee discipline
Motivates employees so that they obey the organisation’s performance standards.
Employee discipline helps maintain trust and respect among supervisors, employees, and higher powers. If discipline is not supervised it can create internal issues like low morale and ill-will among employees.
Helps to improve the job performance of the employee.
To help improve the morale and efficiency of working among employees.
Predominant types of disciplines
There are predominately two types of discipline that can be seen in an organisation.
Discipline is the force that prompts individuals or groups to observe rules, regulations, standards and procedures deemed necessary for an organization.
-Richard D. Calhoon
Positive discipline
The synonyms of positive discipline: are self-discipline or constructive discipline. It is a type of discipline that does not have any punishment. The main goal of positive discipline is to encourage self-discipline in the employees. Self-discipline involves identifying your aims and striving towards them to achieve them. In this type of discipline, the employee is not afraid of punishment but will still obey the rules and regulations of the organisation. The employees also practise self-control to meet their aims and goals.
Negative discipline
The synonyms of negative discipline: are corrective discipline or punitive discipline. In this type of discipline, the employees obey the rules of the organisation because they fear punishment. The punishment can be in the form of fines, demotions, transfers, etc. The management of the organisation will take this action to make sure the needed code of conduct is followed. This makes sure no employees go off-track in terms of workplace discipline. The employees do not have the freedom to have their own goals in the negative discipline.
Why employee discipline is needed?
The need to have discipline is because there might be situations where employees might behave inappropriately. Various causes/ factors for indiscipline are:
– When the leadership/supervision is ineffective
– When there is an absence of communication among employees and high authorities
– If their authorities practise favouritism and discrimination among employees
– If there is an absence or lack of rules in an organisation
– If the organisation has bad working conditions
– If there is no proper teamwork and cooperation between the authority and employees
Why is employee discipline important?
Helps behaviour correction
The predominant aim of the organisation is to improve the behaviour of the employee through well-organised instructions instead of punishment. This must be done by a supervisor. The supervisor should thoroughly elucidate which areas the employee should work on to improve their behaviour. When an employee ignores the instructions from the supervisor, strict action might be taken. For successful behaviour correction of employees, the organisation must make time and community with its employees. This will instil discipline among the employees
To protect the organisation’s image and its employees
The employee’s conduct not only affects themselves but also their colleagues. Hence, the discipline of employees can be a way to protect the other employees who put their time and effort into the workplace. When the organisation gives information about employee discipline and behaviour, it induces a sense of safety among the employees. Employee discipline makes sure every employee is entitled to their right to protection.
Organisation’s advantage
If there is an effective employee discipline code among the employees in an organisation, it forms a congenial environment for employees to work in. This improves the organisation’s output. With good discipline comes easy communication among employees. With good communication, the organisation can keep its employees and can attract new talent.
To conclude, those employees who observe the rules and standards are rewarded by praise, by security and often by advancement. Those who cannot stay in line or measure up to performance standards are penalised in such a way that they can clearly learn what acceptable performance and behaviour are. Most employees recognise this system as a legitimate way to preserve order and safety and to keep everyone working towards the same organisational goals and standards. For most employees, self discipline is the best discipline. As often as not, the need to impose penalties is a fault of the management as well as of the individual worker. For that reason alone, a supervisor should resort to disciplinary action only after all else fails. Discipline should never be used as a show of authority or power on the supervisor’s part.
(SHAECH EDITORIAL DESK)
Heighlights
Elements of discipline
The objective is orderly behaviour.
Orderly behaviour is a group desire.
Orderly behaviour assists the attainment of organisational goals
When members behave appropriately as per rules, there is no need for disciplinary action. This is self discipline.
When some members violate the rules and regulations, punitive actions are needed to correct them.
Punishment serves two purposes: first, to directly punish an individual for an offence and secondly, to set an example for others not to violate the rules and regulations.