Question:
Discuss about Issues Related to Discipline And Favouritism.
On studying the organisational internal and external environment different HR issues have come up, which was a result of poor management. In the present organization, the issue that is the major cause of concern is the Disciplinary issue. Discipline is something that becomes the root of every issue if not followed adequately. Due to the lack of discipline in the company the relationship of employer-employee and employee-employee is highly affected, changes are not inculcated appropriately and therefore no innovation takes place and if somebody is dedicated towards the work they are also demotivated and if the manager supports such hard working candidate then it is named as biasness and strategies against the employee are made instead of constructing the business strategy to benefit the company and the staff as well (Kehoe & Wright, 2013).
The favouritism with concern to police department is that in such an organisation very strict norms and discipline are been followed and biasness should not be supported but due to poor management the partial behaviour is encouraged that lead to the conflicting situation. It results in lack of discipline as the fovored police officers do not work properly in the organization. High inconsistency is there and in police the officers need to work in adverse situation as well thus with that concern adaptability to change has to be there but as per the current scenario the organisation is not resistant to change and the staff do not accept challenges as they had to work hard and entire routine gets changed. The discipline is must in an organisation but in the particular company bond among the team is not there which curbs the innovation because ideas are not exchanged among the employees. The new senior sergeant create a transparent organization cuture which will create discipline amog the police officers and remove the favouritism.
Leadership qualities
The leaders should be good communicator and influencer who inspire the peers and subordinate to work harder so as to achieve the predetermined goals (Ortmeier & Meese, 2010). To be a good leader, there are variety of qualities that had to be there so that people trust them and come up with their issues with the faith to get the things resolved. The leader should consist of ample amount of knowledge in context of the working of an organisation and quickly grasp the changes, they are adventurous and like to accept the challenges by treating it as an opportunity and inculcate efforts to achieve the objective.
The leader should be confident enough to face the dynamism and boost up the employees morale and motivate them to accept the changes. For this appropriate training should be rendered to the employees in order to improve and revise the qualities that employee already possesses but not actually used. The leader should analyse and understand the situation and made it easy for the employees to fight with the similar issues (Arneson, 2008).
Focus is the vital point that the military person should always have. The leader needs to have focussed target and set a high vision so that the subordinate and team perceive the same and admirer should adopt the similar approach (Shields et al, 2015). The issues that has been identified is staff support, if the goal is made clear and work is divided among the team the leader could monitor the working easily and observe the way in which the members deal with one another and mutually solve the issues without conveying it to leader. In order to achieve the set goal the focus has to be there (Lynch, 2005).
For the military organisation discipline is the most important thing that needs to be there. Discipline is the one of the key to the success as in order to achieve the objective plan has to make and blueprint should be constructed. Since the staff support is not there, thus, the goals are not efficiently achieved and to effectively attain the objective the discipline has to be there and with the support of employees, using their valuable ideas, opinions and suggestions innovative acts could be initiated and adverse situation could be turned in other way round using creativity. Discipline helps in solving the conflicts as the set procedure of grievance redressal is set within the organisation which could be consulted of situation get worsened up (Meese & Ortmeier, 2010).
Enforcing discipline is challenging to the manager as motivation and discipline are at the opposite end of the management spectrum. The managers should be focus on implementing disciplinary measures along with motivation techniques. The manager should create a balance between the rewards and the corrective actions to increase the performance of the employees. Discipline can be achieved by setting small-term goals for the employees. With mental goals, the employee can be self-motivated to meet the deadlines and adhere by the organization’s policies. The disciplinary action are also necessary to acknowledge the employees, which behaviour are unacceptable in the company and result in termination from the organization. There should be provision of escalation warning as the employees should be aware that their workplace behaviour is noted and monitored. The supervisor can initiate with a verbal warning in private and discuss the issues and consequences of each action. The employees should be discussed if there in an organizational issue or personal issue, which is hampering their performance. The workplace problems are long-term issues; therefore, a written warning should be sent, if the verbal warning is not impacting the performance of the employees.
It is essence that repairs all the situation, in context of the military organisation and the officer view positivity has to be there and this is much needed at the time when external changes have been inculcated the company has to face those challenges and handle the things accordingly. In the particular organisation it is observed that employees are not resistant to change and they do not believe in newness and just follows the predetermined format that has once been set (Nahavandi, 2016). The senior sergeant has to train the employees for the upcoming changes that are previously known thus the solution to it is ready to implement and the employees should be prepared for the uncertain changes as well so that they could accept the changes that took place and accept it as an opportunity. For this the senior sergeant need to learn about dynamism and then motivate the employees and making things confortable to them and boosting them up to fill the energy (Northouse, 2015).
Discussion on the issues identified
In the above analysis, it has been identified that there are disciplinary issues in the organization and some employees are given favouritism over others. Therefore, it is important to enhance the disciplinary action in the organization.
To render better discipline within the organisation there is an immense need to conduct the training session and accordingly help the employee to understand the organisational environment and behave in the specific and well-defined manner. In order to ensure growth in the organisation the primary thing that is necessary is to maintain the discipline within the company. The strictness and morality helps in maintaining and adhering to the organisational norms and regulations (Beto & Corbett, 2007). Due to such command over the policies the performance of employee increases and the workforce commitment improves. Such a discipline provides the sense of safety among the employees and commitment towards the organisation enhances with the increase in honest atmosphere at the workplace. Certain factors and strategies that could be applied for the development of the organisation and self-improvement of the employees include the following.
The discipline is crucial thing that need to be carried out in the organisation and this should be involved in the behaviour of the employees so that better working could be initiated. Not only are the employees abided by the disciplinary actions this needs to be followed by every candidate in the organisation. Even the manager should start carrying it so that the subordinates could imitate it and trend gets set and this might turn out into the habit (Bryman, 2013). For the efficient leader it is of high importance to include discipline in their behaviour and by this it is meant that they need to be patient and hear to the employees grievance calmly and patiently and give the staff opportunity of being heard and accordingly both the sides need to be evaluated and compared to reach to the final and fair decision. The leader and the manager are treated as the role model for the employees thus they should stick to the policies of the organisation and maintain the soberness in the organisational environment (Magers, 2004). This is not only essential for the betterment of the internal environment but the discipline followed gets reflected through work in the external environment as well. Regarding the scenario situation, such a conduct is necessary and accordingly the knowledge should be imparted to the employees and they need to be motivated to perform and behave in the defined manner as this will increase the staff relations and ensure the organisational development (Cummings & Worley, 2014).
Discipline is connected with the increasing efficiency as well. When the discipline is focussed the work planning becomes better and accordingly the dynamism that is about to occur in the upcoming times could be patiently handled to derive profit out of it or at least such measures should be initiated that the loss could be prevented and business could attain the break-even point (Aras & Crowther, 2016). Also with the discipline organisational relations gets rejuvenated and this improvise the working of the employees and thereby resulting in increasing efficiency of the employees towards the organisational activity. By efficiency it is meant that the tasks allotted should be accomplished within the given timeline and for that the better planning need to be conducted and the objective need to made clear in the mind and accordingly the set Performa should be followed to achieve the concern targets. Also just for the sake to complete the work timely the quality cannot be compromised, the efficiency is measured using the fact that the employee delivers their best and stay conscious about the quality and timeline (Richey & Klein, 2014). The uniqueness has to be maintained as well so to maintain the interest in the work and feel connected with the organisation. This also promotes the team work as well by conducting the meets and demonstrating the staff to accomplish goal in the defined manner. Along with the timelines the quality standards must also be explained so that issue with the quality could be avoided and satisfying the employees along with the customers. To achieve the innovation and adding the creativity in the work basic concentration is highly required as only the focussed person could think of different ideas and increase the efficiency. Also, time management should be there which the prime requirement of discipline is and increase the efficiency, the things need to be in the predetermined sequence and follow the order in which it was designed and made to be accomplished (Mowday, Porter & Steers, 2013).
To achieve the goals and reduce the conflicts that are likely to take place in the an organisation the atmosphere should stay calm and peaceful so that the employees feel committed and job satisfaction is gained that motivates the employee to perform better and reduce the issues like partial behaviour and make employee adaptable to the dynamic environment. When the environment is peaceful the value of the activities and organisational structure is gained and efforts are made to improvise the scenario (Smither, Houston & Mclntire, 2016). When any defined conditions are not there the management faces the huge difficulty and situation of unrest start to occur, it becomes the tough task for the management to handle all the employees in such an uncertain situation. At that time the peaceful environment help to deal with the situation and mutual understanding is collected which results in better coordination and cooperation thus building the bond with the staff. With the help of discipline the peaceful environment could be maintained and such the decent atmosphere encourages the workers to input all their efforts and encourages better management and thus building up the healthy organisational relations (Biermann, 2017).
When the environment is peaceful and supportive the employee engage themselves and with the soothing working environment it becomes easy for the staff to comfortably work in such an environment with the required efficiency. Also with the good environment is created when fair treatment is encouraged. This resolves the problem of favouritism and initiates the unbiased working situation where the staff support is also gained and the healthy competition prevails which is beneficial for the organisation along with the employee themselves (Naylor, Pritchard & Ilgen, 2013). When there occurs the situation that workload is there and the employee is burdened with the working and much pressure is there yet the uneasiness is not there as the staff support clarifies all the things and with the motivating words an employee could comfortably work harder. In such a disciplined environment the positivity gets reflected in the organisation and it affects the performance of the employees. The studies states that discipline and fairness are the important factor and plays a vital role in the behaviour which led to uniformity in the performance (Owoyemi & Ekwoaba, 2014).
Every organisation seeks for the safety which lies at the second position in the Maslow’s need hierarchy. It is the motivational level and staffs feels secured and cared in the organisation which gives the positive feel and job security. The compensation policy has been designed which gives the security that in case if the employee suffers with some of the odds at the time of or during the course of the employment they could be given the medical help and safety measures should be demonstrated to the employees so that prior guidelines could help the employee to take the safety measures while working and use the necessary protections and kit accordingly (Marchington, Wilkinson, Donnelly & Kynighou, 2016). Also the safety terms and conditions are legally bounded by the government on the organisation so they are abide by it, in case if any discrepancies in context of the safety issues arises there are chances that the particular organisation might get penalised. The organisation should impart training in context of safety and timely safety sessions need to be organised to aware the employees about the uncertain situation which could arise at any point of time (Armstrong & Taylor, 2014).
The employees must have the knowledge in terms of using the fire extinguishers and how to handle electricity damage carrying the safety tools. To provide security in the organisation there is need of discipline, basically all the factors are related to each other, if discipline is there the employee will clearly understand and question up on the security system and will strictly abide by it. All those employees who take the safety measures lightly and do not follow the same then penalty need to be imposed because on them by the organisation and government could make the rules and decide the penalty and make the staff learn about these safety treatments but the implementation has to be done by the employee only and if they fail to perform the same they must be punished so that organisation trust is gained and the employees get aware and understand the strictness of following the safety measures (Parent, 2015).
Conclusion
Conclusively, it can be stated that following the above-mentioned steps will allow the organization to maintain a good image of the organization. In the case study, the productivity and organization was suffering due to several issues. It includes issues related to discipline and favouritism. The leader of the organization should take several changes so that a proper working environment can be created in the organization. If the organization is successful in creating a peaceful and supportive environment, the employee engages themselves so that they can work comfortably with the required efficiency. Also when good environment is created, it encourages fair treatment. This resolves the problem of favouritism and initiates the unbiased working situation where the staff support is also gained. It will create healthy competition which is beneficial for the organisation along with the employee themselves. The compensation policy should also be designed so that it gives security in case employee suffers with some of the odds at the time or during the course of the employment. They should be given the medical help and safety measures should be demonstrated to the employees so that prior guidelines could help the employee to take the safety measures while working and use the necessary protections and kit accordingly
However, it is important to evaluate whether the afore-mentioned strategies are effective in improving the management style and changing the organization culture of the organisation. The best method to evaluate the change process is through key performance indicators (KPI)s. The key performance indicator will analyse the extent of discipline achieved through implementation of policies. Discipline will also increase efficiency of the employees. Discipline will increase work planning Also with the discipline, organisational relations gets rejuvenated and this improvise the working of the employees and increase efficiency of the employees. It will evaluate the changes occurred through implemented policies. Secondly, the organization can also conduct a survey with the junior employees regarding the changes occurred through the organization.
References
Aras, G. and Crowther, D., 2016. The durable corporation: Strategies for sustainable development. CRC Press.
Armstrong, M. and Taylor, S., 2014. Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Arneson, S. 2008, ‘Lead from the Middle: Influence up, down and across’, Leadership Excellence, vol. 25, no. 3, p.19.
Beto, D. & Corbett, R. 2007, ‘The demand for ethical leadership in law enforcement’, Law Enforcement Executive Forum, vol. 7, no. 1, pp.141–149.
Biermann, F., 2017. A world environment organization: Solution or threat for effective international environmental governance?. Routledge.
Bryman, A. ed., 2013. Leadership and organizations. Routledge.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on employees’ attitudes and behaviors. Journal of management, 39(2), pp.366-391.
Kouzes, J.M. and Posner, B.Z., 2010. The five practices of exemplary leadership (Vol. 237). John Wiley & Sons.
Kouzes, J.M. and Posner, B.Z., 2009. The five practices of exemplary leadership. The Jossey-Bass Reader on Educational Leadership, p.63.
Lynch, R. & Lynch, S. 2005, ‘Personal characteristics’ in The Police Manager, 6 th edn, pp.326–328, Matthew Bender & Company, Inc., USA.
Magers, J. 2004, ‘Ethical practice for police leaders: Critical issues for organizational integrity’, Law Enforcement Executive Forum, vol. 4, no. 2, pp.55–70.
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.
Meese, E. & Ortmeier, P. 2010, ‘The importance of ethical leadership’ in Leadership, Ethics, and Policing: Challenges for the 21st Century, pp.19-39, 2 nd edn, Prentice Hall, Upper Saddle River, New Jersey.
Mowday, R.T., Porter, L.W. and Steers, R.M., 2013. Employee—organization linkages: The psychology of commitment, absenteeism, and turnover. Academic press.
Nahavandi, A., 2016. The Art and Science of Leadership -Global Edition. Pearson.
Naylor, J.C., Pritchard, R.D. and Ilgen, D.R., 2013. A theory of behavior in organizations. Academic Press.
Northouse, P.G., 2015. Leadership: Theory and practice. Sage publications.
Ortmeier, P.J. and Meese, E., 2010. Leadership, ethics, and policing: Challenges for the 21st century. Prentice Hall.
Owoyemi, O. and Ekwoaba, J.O., 2014. Organisational Culture: A Tool for Management to Control, Motivate and Enhance Employees’ Performance.
Parent, D.J., 2015. HR Infrastructure & Safety Performance: Considerations for Small Companies. Professional Safety, 60(8), p.48.
Richey, R.C. and Klein, J.D., 2014. Design and development research: Methods, strategies, and issues. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O’Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press.
Smither, R., Houston, J. and McIntire, S., 2016. Organization development: Strategies for changing environments. Routledge.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Contact Essay is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Essay Writing Service Works
First, you will need to complete an order form. It's not difficult but, in case there is anything you find not to be clear, you may always call us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download