Discipline management .pptx

maintenace of dicipline, type, aims, principle, need for dicipline, function, error, cause of indicipline, diciplinary action, role of nurse nurse manager.

1. MAINTENACE OF DISCIPLINE Ms Bhoomika p 4 th Bsc nursing

2. TABLE OF CONTENTS: 1. Definition 2. Type of discipline 3. Aims of discipline 4. Principles of discipline 5. Need for discipline 6. Function of discipline 7. Errors in discipline 8. Causes of indiscipline 9.Disciplinary action 10. Role and function of nursing manager

3. INTRODUCTION The word discipline Is derived from the Latin term discipline, which means ‘learning, teaching and growing’. Discipline means working in accordance with certain recognized rules, regulation and customs, whether they are written or implicit in character. The state of discipline greatly influences human performance in any organization.

4. DEFINITION Moulding and training of the mind and character to bring about desired behavior is known as discipline.

5. TYPES OF DISCIPLINE

6. Discipline is of two types : Self Controlled Enforced A managerial directed forces employee to comply with the organizations rules and regulation, i.e. it is a common form of discipline imposed from above. Here the manger exercise hi s authority to force the employee to behave in specific way . the employee align his or her behavior with that of the organization official code of conduct, i.e the employee regulate their own activities for the greater good. As a result, people get turned to work at peak performance through self controlled discipline

7. AIMS OF DISCIPLINE To assist the development of self control and cooperation which re regarded as essential traits in daily living as well as in professional functioning. To create favourable attitude toward the establishment and maintain condition essential for effective work in order to achieve the desired objectives. To create and maintain desire condition in teaching learning situation. This will in turn assist in achievement of objectives.

8. PRINCIPLE OF DISCIPLINE

9. Disciplinary guidelines should be in harmony with the ultimate goals of education. It should be implemented through love and understanding, not through fear. It should be primarily positive and constructive It should ensure equal justice for all, respect for the right and dignity of an individual and humanitarian approach toward all. Discipline is not the end, it is rather a means for successful implementation of educational programme.
Disciplinary policies and procedures should be first preventive and then corrective but neve retributive.

10. 7.The approach of discipline should be to place increasing responsibility on the student in terms of his own choices purpose and behavior as he grow up. 8.Discipline is something that the teacher helps student to attain not something that the teacher maintain. 9.As much as possible, disciplinary conversation should be held in private. 10.It should essentially relate the act of misconduct to act of correction. Avoid collective punishment. 11.As far as possible, do not let disciplinary measures interfere with other developmental opportunities.

11. NEED FOR DISCIPLINE Discipline is the most significant prerequisite for the successful implementation of an educational programe. It is essential for helping a child’s individual personality to grow, for giving him the feeling of security, a sense of confidence and the knowledge of boundaries to his freedom Discipline is essential for teachers also. For effective teaching, suitable condition as necessary as good teacher, etc Discipline is a prerequisite for efficient administration as well. If someone interprets administration as all those activities administration perform in order to create a situation favorable to learning, it becomes clear that maintaining discipline is one of his major task Discipline is educational institutions is also sought by the society. Society cannot realize s objectives without proper discipline in different walks of life

12. FUNCTION OF DISCIPLINE

13. † delay in administering discipline † ignoring rule violation in the hope that it is an isolated event †accumulation of rule violation causing irritated manger to “blow up” †administering sweetened discipline. †Failure to document disciplinary action accurately. †Failure to act within time limit set by grievance procedure. †Imposing discipline disproportionate to the seriousness of the offence †Disciplining inconsistently. ERRORS IN DISCIPLINE

14. CAUSES OF INDISCIPLINE wrong or improper attitude toward employees problem faulty disciplinary action neglect or deference of employees grievance an ill advise supervisor lack of well defined code of conduct divide and rule policy

15. DISCIPLINARY ACTION

16. MANAGEMENT OF DISCIPLINARY ACTION 1 2 3 4 There is an agency rule or standard that govern the behavior under consideration The employee was aware of the rule or standard governing his or her behavior The employee did, in fact, violate the agency rule or standard The penalty imposed is appropriate to the rule or standard violated .

17. ROLE AND FUNCTIONS OF MANAGER / ADMINISTRATOR IN MAINTANENCE OF DISCIPLINE Helping employee to identify themselves with the school/organizational goals Encountering employee to be self disciplined and comply with the established rules and regulations Periodically assessing the need for the existing rule and regulation and suggesting modification as necessary Humanistic ally using discipline as a mean of promoting employee growth Demonstrating sensitivity to environment in which discipline is enforced

18. Being aware of the power and responsibility, a formal authority has to set rules and discipline employees Ensuring that rules and regulations are unambiguously written and communicated to subordinates Serving in the role of coach to tackle lack of performance Enforcing established rule in a fair and equitable manner Discussing rule and regulation with subordinates, explaining the rationale and resolving queries.

19. Carefully documenting employees conduct that invites disciplinary action and counseling the employee Judiciously using the official authority to take progressively stronger disciplinary measure when employees continuously fail to meet expectations Bringing in the students/union employee under discipline, using the disciplinary measures provided in the accepted code of conduct Advising employees on how to seek redressal in disciplinary matters