Always seek well-being and avoid non-compliance with the rules in a company, is achieved with an excellent implementation of a discipline system, in line with today's times
When the rules are not followed or violated, an act of indiscipline is committed. Within a company, management must carry out actions that allow correct behavior by all its members, that is, that the internal rules that have been established in advance are always followed.
This article will deal with the subject of discipline in an organization which will be understood as the training that corrects and shapes the activities and conduct of all employees, so that their individual efforts are better directed towards cooperation and performance.
A first type of discipline is the preventive call, in which the organization does everything possible to ensure that employees comply with the rules and procedures to avoid inconveniences. This seeks to promote self-discipline instead of imposing methods to avoid disorders or future problems.
The company's personnel department must ensure preventive discipline, developing programs to avoid absenteeism or accidents, or communicating to employees the new rules that must be complied with within the organization. It must also explain and support them so that there is a perfect concordance between what is sought and what is done.
The personnel department itself must take care of the regulations, adjusting of course to the rights that personnel have since it is not convenient to create meaningless prohibitions or others that may cause a general discomfort in the workers. That is, more than rules, recommendations on how an activity or work can be carried out in a better way.
A second type of discipline is what is known as corrective, where an action or procedure is carried out after a rule has been broken. This is to ensure that the error is not made again and it is guaranteed that the rule will never be broken again. The most common disciplinary action taken in these cases is to punish the person who caused the problem, either by suspending him or by warning him not to commit the fault again.
However, punishing alone is not enough. This action must be sustained so that a climate of justice and equity reigns. If a failure was committed by a messenger and another by a supervisor, there should be no inequality when sanctioning both people. This creates an environment in which all employees will notice that the same standards apply throughout the organization.
Tend to learn from failures and not severely punish the offender. Strategy to be used by a company when one of its employees breaks a rule
In any case, the notion of punishment as such must gradually disappear within the corporate culture. Instead of reprimanding, corrective discipline should educate, correct, and encourage employees so that mistakes are not repeated. Otherwise, an environment of dissatisfaction, rejection, fear and apathy will be created both to the supervisor and to the rules that he represents.
The most drastic action that a company can take in the absence of one of its employees is to terminate the employment contract. Before making this serious decision, there must be a detailed analysis by management to prevent any injustice or arbitrariness being committed. In some cases, this determination is made with the full consent of the affected person, either because they want to change companies and see that they have better possibilities, working in another company.
When there is no solid support to justify a sanction, the company union joins the "game" and fights so that there are no injustices that harm the interests of its members. To avoid confrontations with the group, it is advisable to always act under the laws existing within the organization.
On certain occasions there is the case in which a person repeatedly makes mistakes, without heeding the recommendations or warnings that are made. It is here when a progressive discipline system must be implemented where, as mistakes are made, the degree of punishment increases, starting with a simple verbal reprimand until reaching, if necessary, the termination of the employment relationship.
These incremental measures are used to give the employee time to correct his "gait" and realize that he is making mistakes very often. However, in some situations such as theft or physical assault, the individual is immediately fired.
As we saw earlier, a correct implementation of discipline is necessary to prevent rules or regulations from being violated within an organization. The most important thing is that the actions to be taken do not harm the offender, but rather teach and educate him so that in the future he will not repeat his mistake.
