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q principal of impartiality or consistencythe principal of impartiality or consistency under identical situations where even the extenuating
q explain principal of natural justice principal of natural justice before taking disciplinary action against a worker management must hold a
q difference between discharge and dismissaldifference bw discharge and dismissal through discharge and dismissal both have the same result the
q illustrate termination processtermination the employees service can be terminated in the following formsadischarge simplifier termination of the
q punitive suspension - disciplinary actionpunitive suspension under the punitive suspension the employer prohibits the employee from performing the
loss of privileges and fines if an employee leaves the work without taking the permission of the superior he may not be allowed to select good tools
whenever oral warning fail to achieve the desired behaviour on the part of an employee written warnings which are the first formal state of
oral warnings whenever an employee commits minor omissions he may be given an oral reprimand by the superior concerned in such cases the superior
disciplinary action is the action taken by the supervisor or owner against the any activity of indiscipline by the employeeaccording to edwin b
causes of the indiscipline indiscipline is generally arises because of1unfair labour practises and victimization on the part of employers like wage
q what are the forms of misconductforms of misconduct misconduct is a serious form of the indiscipline against the management the scope of misconduct
misconduct is a established and definite rules where o discrimination is left to the employee it is violation of rules any breach of these rules and
q illustrate needs of disciplinary measuresneeds of disciplinary measures rules and regulations are essential to maintain peace prevent anarchy
q leadership approach to disciplineleadership approach in this case every supervisor or manager has to guide control train develop lead a group and
q illustrate group discipline approachgroup discipline approach the management in this approach sets and conveys well established norms and tries to
human resource approach this approach calls for treating every employee as a resource and an asset to the organization an analysis of the cause is
q explain human relation approach to disciplineit calls for the training an employee as a human being and considers the totality of his personality
q what is judicial approach to disciplinethe industrial employment standing orders act was passed in 1946 with a view to improve the industrial
q principal of red hot stoveprincipal of immediate action as the case of touching red hot stove the burn is immediate in the same way the penalty for
q explain red hot stove rulered hot stove rule without the continual support and regard of subordinates no manager can get the thing done but
constructive programme of discipline some of the employees for various reasons deviate from the expected standards of behaviour hence it becomes
features of the discipline1discipline connects a state of order in an organization2in means compliance with the accepted order to proper appreciation
the concept of progressive discipline states that penalties must be appropriate to the violation if inappropriate behaviour is minor in the nature
q basic concepts of discipline and girevance procedurepositive aspect of discipline positive or self imposed discipline connotes a state of order in
q discipline and girevance proceduremeaning amp definition discipline is an inevitable correlate of organization it may be defined as an attitude of