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Edit Comment Close Premium member Presentation Transcript COMMUNICATION IN DISCIPLINARY MATTERS : COMMUNICATION IN DISCIPLINARY MATTERS MADE BY:- PRIYANKA (68) MOHIT (69) DEEPIKA CHADHA (72) DEEPAK(71) MANISH (73) : 4/11/2009 Free template from www.brainybetty.com 2 It is the training that corrects moulds, strengthens or perfects It is the control gained by enforcing obedience; and It is the punishment or chastisement. Slide 3: 4/11/2009 Free template from www.brainybetty.com 3 Discipline is a force that prompts individuals or groups to observe the rules. Regulations and procedure .which are essential for the effective functioning of an organization. OBJECTIVE OF DISCIPLINE : 4/11/2009 Free template from www.brainybetty.com 4 OBJECTIVE OF DISCIPLINE To gain willing adherence of the rules, regulations and procedure of an organization . element of uniformity despite several differences in informal behaviour desire among employees to make adjustments seek direction and responsibility among employees atmosphere of respect for the human relation enhance the working efficiency and morale of the employees TWO SIDES OF DISCIPLINE : 4/11/2009 Free template from www.brainybetty.com 5 TWO SIDES OF DISCIPLINE Positive discipline *positive support and reinforcement for approved actions *molding behavior and developing in a supportive manner *adequate compensation and incentives *appropriate avenues for career growth and advancement, proper evaluation of performance and reinforcement of approved personnel behavior or actions *self control Negative discipline : 4/11/2009 Free template from www.brainybetty.com 6 Negative discipline they do not show the desired standard of behavior discipline programmed forces and constraints the employees to obey orders and functions in accordance with set rules and regulations of the organization through warnings ,penalties and other forms of punishment ELEMENTS OF DISCIPLINE : 4/11/2009 Free template from www.brainybetty.com 7 ELEMENTS OF DISCIPLINE Establishment of specific rules for work Seek employees advice and feedback on rules Mechanism for assessment System of administering punishment and motivates people for change DISCIPLINARY PROCEDURE : 4/11/2009 Free template from www.brainybetty.com 8 DISCIPLINARY PROCEDURE Issuing a letter of charge to the employee Consideration of the explanation Show-cause notice Holding of a full-fledged enquiry Follow-up COMMUNICATION ASPECTS IN DISCIPLINARY MATTERS : 4/11/2009 Free template from www.brainybetty.com 9 COMMUNICATION ASPECTS IN DISCIPLINARY MATTERS Simple and straightforward language Factual details Clearly explained notice Last Date for submitting the show cause Separate annexure Legal aspects of communication Order of punishment Charge sheet may be sent either personally or by post Letter must state specifically Letter of show cause notice : 4/11/2009 Free template from www.brainybetty.com 10 Letter of show cause notice Mr. Ajay Kumar Watchman Mohit motors ltd New Delhi Sub: reference to night inspection on 15-11-04 Reply to show cause letter : 4/11/2009 Free template from www.brainybetty.com 11 Reply to show cause letter Mr. Rakesh Sharma The assistant personnel manager Mohit motors ltd. New Delhi Sub: Sleeping on duty SOME DO’S AND DON’TS IN CORRESPONDENCE : 4/11/2009 Free template from www.brainybetty.com 12 SOME DO’S AND DON’TS IN CORRESPONDENCE Do’s Attractive and give details Accurately Correspondent is supposed to reply Letter looks beautiful and pleasing Envelope must be typed with care Address coincide with the window Be courteous check before signing check enclosures Check dates precise and clear Reply promptly Don’ts : 4/11/2009 Free template from www.brainybetty.com 13 Don’ts Do not delay a reply but do not also be in a hurry Do not be confused or long winded Never be rude Do not be unfair personal attack or personal criticism Do not miss any relevant points Do not write to a wrong person Do not use jargon Do not use clichés Don’t violate any Do’s Slide 14: 4/11/2009 Free template from www.brainybetty.com 14 RESULTS OF QUESTIONNAIRE Slide 15: 4/11/2009 Free template from www.brainybetty.com 15 Slide 16: 4/11/2009 Free template from www.brainybetty.com 16 Discipline In The Workplace: Avoiding the “I vs. You” Confrontation… Slide 17: 4/11/2009 Free template from www.brainybetty.com 17 So you need to discipline an employee yet you're hardly sure where to start. Mostly, be careful. This will be treacherous terrain . . . but we've got a map for you. After all, discipline is something used with children, right? And hopefully, you've got all adults working for you. So the notion of conducting a discipline session makes everyone feel uncomfortable - as though you are somehow overstepping your bounds. Slide 18: 4/11/2009 Free template from www.brainybetty.com 18 5 Questions To Ask Before Proceeding Did the employee understand what was expected? Did the employee know in advance? Is the rule that was violated reasonably related to the safe, efficient, and orderly operation of the organization? Is there substantial evidence that the employee actually did violate the rule? Is the disciplinary action you’re planning reasonably related to The seriousness of the offense? The employee’s record with the organization? Actions taken with employees who have committed similar offenses? Slide 19: 4/11/2009 Free template from www.brainybetty.com 19 When Discipline Becomes Necessary… Giving Feedback Describe… Don’t Judge! Solve the problem Maintain the relationship Goals… Slide 20: 4/11/2009 Free template from www.brainybetty.com 20 What Would You Do? Review case studies. Identify the key issue(s). Discuss with your group how you as a supervisor would handle (solve) the discipline problem. Record recommendations. Then, brainstorm from the employees point of view and record. Report your findings to the whole group. Slide 21: 4/11/2009 Free template from www.brainybetty.com 21 Confront the GAP Focus on the FACTS Investigate before you begin Ask the 5 questions Start on a positive note 3-Step Procedure Say “I’ve got a problem.” Explain (describe) the difference between the desired and actual performance. Say “Tell me about it.” 8-STEPS Slide 22: 4/11/2009 Free template from www.brainybetty.com 22 Heads Together… Gain the employee’s agreement State the disciplinary step, if appropriate Communicate your positive expectations Give recognition Slide 23: 4/11/2009 Free template from www.brainybetty.com 23 We can punish into compliance, butWe cannot punish into commitment The Key is to move: From Punishing People To Confronting Problems Slide 24: 4/11/2009 Free template from www.brainybetty.com 24 Late again." "I know it probably looks like that...but actually, I took my lunch break before work." ROLE PLAY You do not have the permission to view this presentation. In order to view it, please contact the author of the presentation.