If the company has several employees, then the question of performing discipline is practically not raised. The leader gave the task - his subordinate completed it. But what if the organization is large and consists of departments and branches? In this case, performing discipline is a difficult to regulate process. But everything is possible to do, if initially correctly organize management in the organization.
The concept
Performing discipline is a process in which an employee or work collective complies with orders, directions, decisions and orders put forward by a superior. This kind of discipline can arise due to the authoritarian behavior of leaders or regulated social need.
Also under this type of discipline can be understood timely execution of tasks and a qualified approach to their work.
In small companies, performance discipline may not be applied, as the manager has the opportunity to monitor his subordinates and issue instructions. But when it comes to large organizations, the lack of control can adversely affect work in general.
Main features
Labor and performing discipline is characterized by the following main features:
- The quality of the work done. This includes the fulfillment of the basic requirements for work, compliance with the established parameters and norms, and the achievement of positive results.
- Efficiency. Getting from the results of the work of the relationship between the result and executive resources.
- Timeliness. Fulfillment of tasks in a timely manner without compromising the quality of work.
- Practicality. How much the result of the work performed can be put into practice and be useful in the future.
Control
Performing discipline is a clearly organized process that is formed according to the following algorithm:
- The manager gives the order to the employee, while setting a clear goal and requirements, according to which all work will be evaluated in the future.
- The period of the work is determined.
- Demonstration of the result of the work done.
In general, the scheme is simple: the manager said - the employee did. But we must not forget that there are intermediate phases in the performance of a particular work.
The control of executive discipline consists in the fact that from time to time the employee presents a report on the completed task. Practice shows that the work, the report of which was submitted at the end of the deadlines, was performed much worse than the one that was monitored during the entire execution time.
The company may suffer losses due to an incorrectly completed task, and proper management of executive discipline will help to avoid this. Management may include: a system for monitoring the performance of work, tracking deadlines, ensuring collective work, and improving working conditions.
Improve discipline
Performing discipline is a process where indicators can be improved if the manager pays due attention to certain points. Before hiring a new employee, the employer must make sure of his professionalism, skill level and experience. It is necessary to carefully study its characteristics from previous work, and also ask what experience the applicant already has in this field. There are also such leaders who are of the opinion that people without experience should be hired, since it is easier to “sculpt” what is needed from them. When hiring a new employee, it is necessary to consider all possible factors.
Among other things, you need to restore order within the enterprise:
- Discipline. The disciplinary procedure at the workplace should be the same for the whole team, and fines should be imposed for failure to comply with the established rules.
- Universality. Any work has its own characteristics, so many experts recommend creating different groups of workers within the team. One group performs the work according to the established rules, and the other adjusts the performed work to the requirements.
- Qualification. Any employee should develop. Therefore, the more experienced the employee, the higher the level of his qualifications.
Violation
Let us consider in more detail what may be a violation of performing discipline. This may include:
- absenteeism;
- constant lateness to work in the morning and after lunch;
- appearance at work in a state of intoxication (alcoholic, toxic, narcotic);
- misappropriation of employer's property;
- waste of company funds;
- intentional damage to the property of the employer;
- untimely departure from the workplace;
- performance of labor duties not to the extent established by the rules;
- disclosure of trade secrets;
- non-observance of labor protection rules leading to an emergency or accidents;
- refusal to study or undergo medical examination, if they are necessary for the qualified performance of labor duties;
- ignoring the orders of the boss;
- violation of the employee’s position in the labor relations system;
- intentional failure to comply with the requirements of orders and decrees.
Measures
Performance discipline measures can be either discerning or encouraging.
Penalties include:
- rebuke;
- comment;
- termination of the employment contract.
The imposition of disciplinary punishments that are not provided for by law is unacceptable. For one misconduct relies only one penalty. And in the labor you can make only a record of termination of the employment contract.
Incentive measures include tangible and intangible actions. To material include premium, various allowances, gifts. To intangible - diplomas, awards, honorary titles. The order of incentive measures for employees in the organization is established by the head.
In order to understand at what stage the observance of executive discipline is, it is necessary to conduct an appropriate analysis: to monitor employees' performance of duties, compliance with the regime, labor protection rules, etc. Having analyzed these situations, it is possible to carry out certain measures that strengthen discipline in the team.