Dear Friends, Some times it is difficult to define what is discipline. But you can recognize the signs of indiscipline. May it be the new age organization or older one, discipline forms the back bone of any organized behaviour in the institution. No organization, howsoever, progressive can work effectively without proper behaviour on the part of the employees. Discipline necessarily involves a state of mind in the person, be it in family, society or workplace. Industrial discipline is essential because of interdependence of employees and the management in the organization. Management takes initiative in establishing discipline by formulating set of rules or code of conduct or standards of employees performance. Law of the land also recognizes management's right to formulate proper and reasonable code of conduct. Good HR can't and should not always be just about sweetness and pampering. It is good to keep people under discipline. Modern age HR professionals dislike and think irrelevant the word 'rule' and 'discipline'. They believe in treating their employees with hopes and desires, wants and needs and with softness and affiliation. But are such people not spoiling their employees beyond repair all in the name of 'best HR practice'? When one maintains discipline in an institution, come what may, good objectives of fairness and humanitarianism among all will automatically follow. Inspite of having powers to direct its own internal adminstration and discipline, it is not unlimited. Law of discipline is evolved by judicial decisions, principles of natural justice and service rules / standing orders. This subject has gained much importance because it affects employees relations and work environment directly. Cover feature of BUSINESS MANAGER-June issue is all about managing discipline with practical tips for direct applications. Free trial copy before subscription can be requested by mailing complete postal address. regds | 
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