Maintenance of discipline- Nursing Management

Management of Nursing services and Education For UG & PG Nursing Students

1. Maintenance Of Discipline Mr.Visanth V S Asso.Professor IGSCON, Amethi

2. The word Discipline comes from the Latin term disciplina which means teaching, learning and growing Discipline does not mean strict observance or rigid rules and regulations . It simply means working, cooperating and behaving in a normal and orderly way, as any reasonable person would expect an employee to do. Introduction

3. Discipline is defined as a training or molding of the mind and character to bring about desired behaviours. Discipline refers to working in accordance with certain recognized rules, regulations and customs, whether they are written or implicit in character. Definition- Discipline

4. To obtain a willing acceptance of the rules, regulations and procedures of an organization. To impart an element of certainty despite several differences in informal behavior patterns and other related changes in an organization To develop among the employees a spirit of tolerance and a desire to make adjustments To give and seek direction and responsibility To create an atmosphere of respect for the human personality and human relations To increase the working efficiency and morale of the employees. Aims & Objectives Of Discipline

5. Self-controlled discipline: In the case of self-controlled discipline, the employee brings her or his behaviour into agreement with the organizations‘ official behaviour code i.e. the employee regulates their own activities for the common good of the organization. Enforced discipline: In the case of enforced discipline a managerial action enforces employee compliance with organizations rules and regulations, i.e. it is a common discipline imposed from the top. Types Of Discipline

6. Have a positive attitude: The manager‘s attitude is very important in preventing or correcting undesirable behavior. Therefore the manager must maintain a positive attitude by expecting the best from the staff. Investigate carefully: If a staff nurse is disciplined unfairly or unnecessarily, the effects on the entire staff nurse may be severe. Therefore managers must proceed with caution. They should collect facts, check allegations, and even ask the accused employees for their side of the story. Be prompt: If the disciplinary action is delayed, the relationship between the punishment and the offense becomes less clear. Principles Of Disciplinary Action

7. Protect privacy: Disciplinary actions affect the ego of the staff nurse. Discussing the situation in private, causes less resentment and greater chance for future co-operation. Focus on the act: When disciplining a staff, the manager should emphasize that it was the act that was unacceptable, not the employee. Enforce rules consistently: Consistency reduces the possibility of favorism , promotes predictability, and fosters acceptance of penalties.

8. Advise the employee: The employees must be informed that their conduct is not acceptable. Take corrective, consistent action: The manager should be sure that the staff nurse understands that the behavior was contrary to the organizations requirements. Follow up: The manager should quietly investigate to determine whether the staff nurse behavior has changed. If not, the manager should determine the reason for the nurse‘s attitude.

9. Codes of conduct: The employees must be informed of codes of conduct. Agency handbooks, policy manuals, and orientation programs may be used. Authorized penalties: The agency‘s disciplinary action program should indicate that the current action is being administered without bias and is directly related to the offense. Records of offences and corrective measures: The personnel record should clearly indicate the offense, management‘s efforts to correct the problem and the resulting penalties. Right of appeal: Formal provision for right of employee appeal is a part of each disciplinary action program. Components Of A Disciplinary Action Program

10. Oral reprimands: For minor violations that may have occurred for the first time, managers may opt give an oral warning in private. When oral warning is given, the nurse manager is advised to make an anecdotal record of time, place, occasion and gist of the reprimand. Written reprimand: If the offense is more severe or repeated, the reprimand may be written. The written notice should include the name of the employee, name of manager, nature of the problem, the plan for correction, and consequences of future repetition. The employee has to sign it, to indicate that the employee has read it. A copy should be given to the employee and one retained for the personnel file. Penalties

11. Fines may be charged for offences such as tardiness. Loss of privileges might include transfer to a less desirable shift and loss of preference for assignments. Demotion is a questionable solution. It creates hard feelings which may be contagious and more likely places offenders in a position for which they are overqualified. Suspension : for a period of time Withholding increment Termination(dismissal) Other P enalties

12. Acceptance Willpower Hard Work Industry Persistence . The Five Pillars of Self-Discipline

13. Constructive discipline (positive discipline): U ses discipline as a means of helping the employees grow, not as a punitive measure. The primary emphasis here is assisting employees to behave in a manner that allows them to be self-directive in meeting organizational goals . Destructive discipline (also called enforced or negative discipline ): If employees are forced to follow the rules and regulations of the organization by inducing fear in them, then it is termed as negative discipline CONSTRUCTIVE VS DESTRUCTIVE DISCIPLINE

14. Disciplinary action may be ineffective because of methodological weakness or of procedural omissions by the manager. Methodological problems result from improper documentation of disciplinary interview and procedural problems from failure to apply discipline in a timely fashion and to follow due process. Disciplinary Conference: It is a group discussion using both directive and non-directive interview techniques. It is damaging to employee‘s self-esteem to receive criticism from an authoritative figure. Thus a disciplinary conference is anxiety provoking situation for both employee and the manager. Disciplinary letter: It is a letter sent to the nurse/employee immediately after the conference, documenting the interview content from the manager‘s viewpoint. It is needed as sometimes employee‘s anxiety may block perception of the painful feedback offered by the manager. Dealing With Disciplinary Problems

15. Model standing orders: It specifies the terms and conditions which govern day to day employer-employee relationship, infringement of which could result in a charge of misconduct Errors in disciplining employees: The frequent errors encountered while disciplining the employees are: Delay in administering discipline Ignoring rule violation in hope that it is an isolated event Accumulations of rule violations, causing irritated manager to ―blow up Administering sweetened discipline Failure to administer progressively severe sanctions Failure to document disciplinary actions accurately Imposing discipline disproportionate to the seriousness of the offense Disciplining inconsistently

16. Acts Acts amounting to crimes Eg . Bribery, corruption Acts amounting to misdemeanor Eg . Misbehavior, insubordination , disobedience Acts amounting to misconduct Eg . Violation of conduct rules or standing orders Omissions Eg . Habitual late attendance, irresponsibility, negligence. Causes Of Disciplinary Proceedings

17. Preliminary enquiry Decision to start formal departmental enquiry Suspension Charge sheet and its service Appointment of enquiry officer Written statement of defense Recording of evidence by the enquiry officer Personal hearing of charged official Report of enquiry officer Stages Of Disciplinary Proceeding Enquiry Show cause notice by the disciplinary authority Reply to show-cause notice and decision thereon Review of punishment order Appeal or revision Reinstatement and restitution Show-cause notice against withholding of emoluments for suspension period in the case of a reinstated

18. Thank You