maintainence of discipline for nursing administration ppt

maintainence of discipline

1. DISCIPLINE

2. Definition Discipline is the force that prompts individuals or groups to observe rules, regulations, standards and procedures deemed necessary for an organization. Richard D C alhoon

3. Purposes of discipline To control and manage disorderly or unsatisfactorily conduct of employees Protect other employees who are committing their talents, times and efforts of organization. Provide code of conduct for the guidance of the group. To create an atmosphere of respect for human personality and human relations To improve the employee morale and to increase the productivity which is the ultimate goal of any organization.

4. Principles of discipline There should be sound standards of conduct, codes and norms of organization. Employee s hould be aware of standard of conduct, codes and norms The standard of conduct , codes and norms should be implemented properly and it should be reviewed periodically There should be proper procedure available to take disciplinary action if needed If necessary disciplinary action should be taken prompltly,thoughtfully and consistently . Disciplinary action should be progressive in nature

5. Types of discipline Positive discipline Negative discipline It is a type of discipline whereby the employee maintains discipline willingly by following established rules and regulations of the organization. It is a type of discipline where in the employees are forced to obey rules and regulations It is a type of developmental approach wherein the behavior of nurse employees are shaped by providing favorable consequences for the right behavior Actions like punishment,warnings , penalities etc are taken Positive discipline can be achieved through rewards and effective leadership ,team coordination and cooperation Employees may have low morale ,may become more destructive and may give low work output in this type

6. Disciplinary measures for employees Unsatisfactory job performance Grossly insufficient Job performance Unacceptable personal conduct

7. Causes of unsatisfactory job performance Failure to produce work of acceptable quality, accuracy ,quantity . Deficiencies in performance as required in the work plan or as noted in the performance evaluation. Inability to follow instructions or procedures Inappropriate customer service Absenteeism ,tardiness or the other abuses of work time

8. Causes of grossly insufficient job performance The loss of or damage to s tate property or funds that results in a serious adverse impact on the state or work unit.

9. Causes of unacceptable personal conduct Serious destruction in workplace Insubordination Subjecting an employee or client to intentionally discriminate or harassment

10. Characteristics of a sound disciplinary system The employees should be aware of code of conduct or conduct rules. There should be timely enquiry when there is a break of conduct rules. The disciplinary officer should be impersonal A system of advance warning to employees who are not following the code of conduct should be present

11. Progressive disciplinary actions It is a process of dealing with employees when they do not meet expected performance standards in their job. When there is misbehavior or offence in the part of the employees the manager have the authority to take disciplinary actions. In progressive disciplinary process step by step program of disciplinary actions are designed to correct performance of employees. This include verbal command, written reprimand, suspension fro work, demotion, and disciplinary termination o r dismissal

12. Verbal command Administrator arranges a meeting with the concerned employee and inform about the misconduct of the behavior that have altered the rules. Verbal command is done for the minor disciplinary problems. Most often there is modification of behavior by verbal command .

13. Written repridement The disciplinary action and warning regarding misbehavior is documented. It is also documented in the personal records when the name of the employee, the rules violated and offences with explanation are written with dated signature The document is signed by both the manager and the employee in the personal records. This disciplinary action is taken when the same mistake is repeated by the employee even after oral repridement

14. Suspension of work The employee is removed from the job for a few days or weeks or months depending on the severity of the violation. A committee is appointed by the organization to conduct investigation of the concerned matter The grounds on which decision to suspend was taken should be documented in the suspension order. This disciplinary action is taken when the employee continues the misbehavior even after giving written reprimand

15. Demotion Demotion is given when an employee has already received one or two prior disciplinary measures. This disciplinary action is carried out usually for unsatisfactory job performance and grossly insufficient job performance.

16. Disciplinary termination or dismissals Dismissal is when the e mployee is terminated from the service. This is the result of gross misconduct or gross inefficiency in job performance. Dismissals is a serious issue because the job is often a means of livelihood for the employee. This disciplinary measure is carried out when all the above mentioned disciplinary measures fail

17. Penalties for misconduct Major penalties: demotion, dismissal, transfer, withholding increments Minor penalties: oral warning, written warning, fines , loss of privileges.

18. Role of nurse manager Expectations should be made clear to the subordinates. Manager should develop positive attitude towards employee. Establish trust with staff nurses and accept their potentialities. Generate positive work culture in the department. Encourage open communication with the subordinates. Formulate rules and policies which are available to all employees. Carefully keep record of employees behavior. Take corrective and constructive action. Allow employees feedback in disciplinary process.