DISCIPLINE IN ORGANIZATION & STRESS MANAGEMENT

This PPT covers important areas related to organisational discipline and stress management. Includes pictures and videos to make the presentation more interesting.

1. - DISCIPLINE IN ORGANISATION -STRESS MANAGEMENT INTRODUCTION

2. What is Organisational Discipline...? What is an Organisation? A consciously coordinated social unit: - composed of a group of people, -functioning on a relatively continuous basis, -to achieve a common goal or set of goals.

3. Definition... Discipline is defined as: -“ a force that prompts individuals or groups to observe the rules, regulations and procedures which are deemed to be necessary for the effective functioning of an organisation.”

4. MEANING… DI SC I PL INE

5. Aims & Objectives of Discipline To obtain a willing acceptance of the rules, regulations and procedures of an organisation so that organisational goals can be achieved. To develop a working culture which improves efficiency . To develop among the employees a spirit of acceptance and a desire to make adjustments. To give and seek direction and responsibility , thereby ensuring smooth running of the organisation. To create an atmosphere of respect for the human personality and human relations. To increase the working efficiency and morale of the employees so that their productivity is stepped up, the cost of production is brought down and the quality of production is maintained .

6. Aspects of Discipline

7. DISCIPLINE PROBLEMS Attendance

8. DISCIPLINE PROBLEMS On the Job B ehaviours

9. DISCIPLINE PROBLEMS Dishonesty

10. DISCIPLINE PROBLEMS Outside Activities

11. Disciplinary Actions Verbal Warning The first step in employee discipline, which includes identification of the problem and information sharing between the manager and the employee. Manager: Meets with employee States problem that has been identified Listens to employee's perspective Discusses potential solutions with employee Ends on a positive, hopeful note

12. Disciplinary Actions Written Warning The second, more formal step in employee discipline, which includes stating the problem and noting repetition over time. Includes: Meeting similar to verbal warning Placement of formal document in the employee's file.

13. Disciplinary Actions Suspension The third step in the employee disciplinary process, in which the employee is given time off, usually without pay, to demonstrate the seriousness of the problem. Manager meets with employee as before, and review formal documentation of suspension.

14. Disciplinary Actions © 2006 Thomson-Wadsworth Termination The final action in the employee disciplinary process, which leads to the end of employment and that results after repeated failure of the employee to correct the problem.

15. STEPS IN DISCIPLINARY ACTION A D isciplinary A ction involves the following steps: Statement of Disciplinary Problem Collection of Full Information Choosing the Right Disciplinary Action Application of Penalty Follow Up of the Case

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17. RED HOT STOVE RULE... Rule of discipline that can be compared with a hot stove in that, it gives advance warning (it is red-hot) is has immediate consequences (it burns when touched) is enforced consistently (it burns every time) applies to all employees in an impersonal and unbiased way (it burns all who touches it)

18. TO CONCLUDE... Employee discipline should be used for the purpose of helping the employee to correct behavioral or performance problems that have a negative impact on the workplace.

19. STRESS....??? WHAT IS STRESS? -“a state of mental or emotional strain or tension resulting from adverse or demanding circumstances.” S tressor : The person or event that triggers the stress response.

20. MEANING...

21. STRESS = DEMAND > RESOURCES

22. TYPES OF STRESS

23. Inverted-U Relationship Between Stress and Job Performance ( eustress ) (distress)

24. SOURCES OF STRESS SOURCES OF STRESS Job experience Social support Self efficiency Individual differences Job experience Social support Self efficacy

25. STAGES OF STRESS

26. STRESS MANAGEMENT All activities which helps controlling a person’s levels of stress, for the purpose of improving everyday functioning.

27. APPROACHES... There are 2 approaches for managing organizational stress:

28. BENEFITS OF STRESS MANAGEMENT Greater well being and job satisfaction. A healthier, more motivated and productive workforce . Improved performance, reduced accidents, lower absenteeism.

29. Stress is a part of being alive. Stress becomes a problem for us when we have too much stress and not enough resources to cope with it. Proper Stress Management helps controlling a person’s levels of stress, for the purpose of improving everyday functioning.

30. By, Tijo K Thomas MCom (A)