Here is a compilation of essays on ‘Industrial Discipline’ for class 9, 10, 11 and 12. Find paragraphs, long and short essays on ‘Industrial Discipline’ especially written for school and college students.
Essay on Industrial Discipline
Essay Contents:
- Essay on the Introduction to Industrial Discipline
- Essay on the Objectives of Industrial Discipline
- Essay on the Principles of Industrial Discipline
- Essay on Positive and Negative Industrial Discipline
- Essay on the Principles of Disciplinary Action
Essay # 1. Introduction to Industrial Discipline:
Discipline, in simple words, means the presence of orderliness in any particular field of activity. It implies the absence of chaos, irregularity, disorder and confusion in human behaviour and action. It simply means working, cooperating and behaving in a normal and orderly way, as any reasonable person would expect an employee to do.
For an industrial organisation, discipline means to follow rules, regulations and procedures systematically by its workers, in the manner and sense in which they are prepared and conveyed… It is a force that prompts individuals or groups to observe rules etc.
The following definitions will clarify the meaning of discipline:
Wiliam R. Spriegal—“Discipline is the force that prompts an individual or group to observe rules, regulations and procedures that is deemed necessary to the attainment of an objective.”
Richard P. Calhoon—“Discipline may be considered the force that prompts individuals or groups to observe rules, standards and procedures deemed necessary for an organisation.”
In brief, discipline may be regarded as a force which prompts individuals or groups to work towards the attainment of objectives of the organisation.
Discipline and control, these two terms should not be confused. Although there is considerable overlap between these two concepts; both have the same objective namely production at right price from workers who are committed and loyal. By control we mean all the devices of a non-detrimental nature available to management to achieve correct behaviour and attitude from their work-force.
These would include wage payment systems, supervision, motivation, management style, job training, employee relations training, security of employment, promotion, work-design, communication. Systems of industrial discipline are designed to trap the moral ardour of employees. Disciplinary rules and their systematic enforcement will be likely to be adapted means when other methods are not feasible or are considered to be too expensive.
Control is much wider term, by which the employer emphasises to attain a required standard of performance and behaviour, but without invoking any detrimental clause. Discipline, on the other hand, is closely associated with penalties imposed by the employer for misbehaviour of one kind or another at work.
Essay # 2. Objectives of Industrial Discipline:
The main objective of every organisation is to attain the maximum prosperity with minimum efforts and discipline is a tool to attain that prosperity.
In short, the objectives of discipline may be stated below:
(i) Getting general acceptance of rules, regulations, standards and procedures of the organisation from the employees.
(ii) Directing and getting the work done in a more responsible manner.
(iii) Maintaining good industrial relations and providing favourable work environment.
(iv) Developing the feeling of cooperation among the workers so as to get the work done in odd circumstances too.
(v) Promoting industrial morale and efficiency among the workers to get the best results at the minimum cost.
Essay # 3. Principles of Industrial Discipline:
The following principles must be followed in an industrial organisation to maintain the discipline:
(1) A code of discipline incorporating the rules, regulations and procedures should be prepared by the organisation with the consent of the workers so that they may follow them willingly.
(2) There should be a fair treatment to all according to the rules and regulations set in the code. Any biased view should be prevented.
(3) The stress should be laid on the prevention of the in-disciplined acts of the workers and not on penalties.
(4) An immediate boss should be responsible for maintaining the discipline among the workers working under him but there must be a provision of appeal to the higher authority against the decision of immediate boss.
(5) The authority for taking disciplinary action should be vested in a responsible officer who may direct their subordinates in the proper direction.
(6) The rules and regulations for maintaining discipline in the organisation should be known to all along with the penal provisions in case of their defiance.
(7) Disciplinary system should be based on the principle of natural justice. The worker against whom charges have been levelled should be given an opportunity of being heard.
(8) Decision should not be delayed otherwise it will lose its importance.
(9) Disciplinary action should be taken, as far as possible, in private.
(10) An occasional evaluation and re-appearance of all rules, regulations and procedures must be there so that only useful, sensible and appropriate rules may be kept in force.
(11) Self-imposed discipline is the best form of discipline and management should encourage such sense of discipline among workers.
Essay # 4. Positive and Negative Industrial Discipline:
The term, ‘discipline’ refers to two basic conceptions—Positive and Negative. Generally, discipline is thought of only in the negative sense, but no it is being gradually recognised that positive discipline is more effective and plays a more important role in personnel administration.
Positive Discipline:
Positive discipline means a sense of duty to observe the rules and regulations from within the individual. It is that state of mind of individual which prompts him or group to do the proper thing in a systematic way with or without instructions. It is not a natural evolution but is the result of proper conditioning through effective leadership and training.
“Positive discipline does not replace reason but applies reason to the achievement of a common objective. Positive discipline does not restrict the individual but enables him to have a greater freedom in that he enjoys a greater degree of self- expression in striving to achieve the group objective, which he identifies as his own.”
Negative Discipline:
Negative discipline is just opposite-to Positive discipline and insists on penalties in case of violation of any rule. Negative discipline includes both the application of penalties for violation and fear of penalties that serves as deterrent to the violation. It is based on the theory that the individual or group should choose the less unpleasant of the two alternatives. In contrast to positive discipline, which uses constructive forces to secure compliance, negative discipline uses deterrent forces to secure the desired action.
It is generally applied when the individual or group action is contrary to the established rules and regulations of the enterprise and positive efforts fail to comply them. It proceeds out of the fear of penalties and secures minimum performance necessary to avoid the punishment. In negative discipline, punishment is certain and not the severity that is the important factor.
The negative approach to discipline is a traditional concept and is identified with ensuring that subordinates adhere strictly to the rules, and punishment is meted out in the event of indiscipline. This approach is easy to enforce when workers in the organisation are unskilled and illiterate.
With the growing awareness among workers regarding their rights due to the increasing number of trade unions and education among them. The management has reconsidered over the approach and now has a tendency to adopt and experiment with the positive discipline where workers work not from fear of recrimination but with a view to cooperate to achieve the common goals.
We have discussed the two types of discipline- Positive and Negative.
Now the question arises which one is the best and should be applied in attaining the objectives. In general, discipline is thought of in the negative sense. When we talk of maintenance of discipline in an industrial organisation, we take it for granted that the code contains certain penal provisions in case of violations of the rules.
But, it is always not so. The management should take as far as possible, the possible steps that are to encourage the workers to be faithful to their work and the organisation. Only one approach— Positive or negative—cannot be said to be a wise approach. As a matter of fact management should achieve co-ordination through the use of both positive and negative approaches.
Essay # 5. Principles of Disciplinary Action:
A trouble-free ideal situation is never found in an industrial organisation. There are occasions where an employee or a group of employees break the set standards of behaviour and all positive efforts for maintaining the discipline fail.
In such circumstances, management is forced to take disciplinary action against the erring person or group to correct the situation so that such breach cannot be repeated. Thus, disciplinary action means an action taken by the management against the erring person or group as a corrective measure.
Disciplinary action should be taken very carefully and based on the following principles:
(i) Disciplinary action should be taken in private and not in public because the main aim of such an action is to correct the behaviour of such erring person or group and not to penalise him. An action taken in public may harm his ego, his social status, group status etc.
(ii) Disciplinary action should be initiated and taken by the immediate boss, i.e., supervisor because he knows the person and his behaviour better.
(iii) Disciplinary action or negative action should be viewed positively so that the recurrence of breach may be checked.
(iv) Action should not be delayed otherwise it loses its severity.
(v) Disciplinary action should be consistent for all. Similar action should be taken in similar circumstances unbiased.
(vi) The management behaviour for such person should remain as it was before taking such action.
Thus the above principles should be taken in mind before taking any disciplinary action. It should be used only as a last resort.