Discipline in HRM


Maintenance of harmonious human relations in an organisation depends upon promotion and maintenance of discipline. No organisation can prosper without discipline because it is a matter of utmost concern for all organisations.

Discipline in Industry may be described as willing cooperation and observance of rules and regulations of the organisation. Simply stated, it means orderliness. It implies absence of chaos irregularity and confusion in behaviour of workers.

Definition:- According to Ordway Tead, “Discipline is the orderly conduct of affairs by the members of an organisation, who adhere harmoniously in forwarding towards the end which the group has in view and willingly recognise that.”

Aspects- There are 2 aspects of discipline.

(a) Positive Aspect :-
Employees believe in and support discipline and adhere to rules, regulations, and desired standards of behaviour. Positive discipline takes places whenever the organisational climate is marked by aspects such as payment of adequate remuneration and incentives, chances for career advancement, etc, which all motivate employees to adhere to organisation rules & regulations.

(b) Negative Aspect:-
Employees sometimes do not believe in discipline. As such, they do not adhere to rules, regulations and desired standards of behaviour. This approach to discipline is called negative approach or corrective approach or punitive approach. In this approach people are forced to observe rules and regulations on account of fear of fine, demotion or transfer.

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