Participation in collective work at the enterprise requires all employees to strictly follow certain rules, regulations and labor institutes. One of them is production discipline. This phenomenon helps managers of any level maintain the necessary order at work, due to which the overall success of any organization is achieved.
This article will tell in detail about what labor (production) discipline is, how to analyze its level. It will also describe how to strengthen discipline in the enterprise, what to do with those employees who violate it.
Production discipline - what is it? Definition of a concept
Before you begin to consider how to build labor discipline in the enterprise, it is very important to define this concept.
So, production discipline is a set of clearly formulated rules and norms of behavior that apply to all workers involved in collective work.
In other words, discipline in the workplace is a means by which supervisory staff corrects the behavioral shortcomings of subordinates and ensures compliance with established rules of the organization. It is important to note that the purpose of the discipline is to achieve the right behavior on the part of the staff, but this process is not intended to belittle the status of a subordinate or his baseless punishment.
With the help of production discipline of labor, a high level of productivity and quality of the work performed, which the organization is aimed at, is achieved. In addition, it is designed to educate all employees in a conscious attitude to their own work.
Analysis
In order to understand at what level discipline is at the enterprise, it is necessary to carry out the following work:
- To analyze the number of penalties (including dismissals) that were carried out earlier on the basis of violations of production discipline. To do this, the personnel department needs to raise the documentation and by calculations establish what norms and rules have been violated by employees. For example, you can determine how many people were reprimanded for being late for work, for violation of their subordination, for appearing in the workplace while intoxicated, etc. It is best to do such an analysis for each month or quarterly.
- To analyze the number of penalties and dismissals for the reporting period.
- Compare the results or make a visual schedule that will help determine the general trend and effectiveness of existing norms, rules, rewards and punishments for violation of production discipline.
Low labor responsibility (frequent delays, violations, neglect of work, etc.) will indicate that the staff does not understand or accept the rules that are established at the enterprise, and that the existing system of rewards and punishments simply does not work. If it is established that the violations are not widespread, and the indicators are within normal limits, then we can conclude that the management has nothing to worry about, and the staff is very disciplined.
Strengthening production discipline
Diligence and personal responsibility from subordinates is not always easy. Most often, production discipline is perceived as an infringement of creative human impulses, and sometimes even as something fettering. In order for employees to understand why this process is needed and begin to agree with the rules of discipline, it is necessary to create favorable economic and organizational conditions at the enterprise.
Further, it is important to convey to the consciousness of all workers the main goal of the norms of production discipline, and for this sometimes management has to turn to methods of education and persuasion.
In order to cultivate in subordinates the consciousness of following the norms and rules of discipline in the workplace, it is necessary:
- To establish the relationship of all departments with the personnel department.
- Improve methods of organizational and educational work.
- Provide sensitive regulation of the rules (documents such as the Labor Code, internal labor regulations, etc. can help with this).
- To develop a program of material and non-material motivation of work and incentives, as well as a program of penalties for violation of the norm.
In addition to all of the above, it is important to establish proper control over this system. As a rule, this function is performed by the heads of departments, who have subordinate personnel (within the department, sector, department, etc.), and the personnel department (as a whole at the enterprise).
Ways to promote
According to the Labor Code, there are several ways to reward workers who adhere strictly to production discipline. It could be:
- issue of cash bonus;
- announcement of thanks;
- rewarding with a valuable gift or diploma;
- granting a title.
Of course, under the charter of the enterprise or the rules of the internal labor schedule, management may provide for other types of incentives.
It is very important to pay attention to the way in which a high level of discipline was achieved, and to timely thank the involved workers for this. Such measures on the part of management will stimulate such behavior.
Penalties
Of course, encouraging is much more pleasant than punishing, but it is difficult to achieve awareness on the part of workers if you do not stop attempts to violate and punish the guilty. However, it should be remembered that all penalties should be based on labor law, especially when it comes to dismissal.
Conclusion
In order to achieve the proper level of labor discipline, a systematic approach, clarity of all norms and rules is necessary. In addition, it is important to make sure that subordinates know them, and also that disciplinary action can be taken against them for their violations. It is for this that the company must have developed and brought to the attention of all the rules of the internal labor schedule.