INTRODUCTION

 The word discipline comes from the Latin term

“discipline” which means teaching , learning and growing .

 Discipline is one method by which a nurse manager can control

subordinates behaviors.
 Discipline can be self control by which an employee brings her

behaviour into agreement with the agency’s official behavior

code or it can be a managerial action to enforce employee
compliance with agency rules and regulations.
 Discipline is not the same as punishing as far as most of the

infractions falling under the extremely broad heading of

employee misconduct are concerned .
 Disciplining is largely intended as an educational process

applied to correct in appropriate conduct or behavior.

 when employees are unsuccessful in meeting organizational

goals managers must identify reasons for their failure and

counsel the employees accordingly .
DEFINITION
 Discipline is defined as a training or moulding of the mind

and character to bring about desired behaviors .

 Discipline refers to working in accordance with certain

recognized rules , regulations, and customs ,whether they are

written or implicit in character.
AIMS OF DISCIPLINE
 To follow certain norms of

social order
 To make great progress of

school and nation

 People must demonstrate a

sense of discipline even in

small things.
 It is necessary for the

orderly society.
 Ensure the safety of staff and students.

 Create an environment conducive to learning

 Promotes personal safety ,good behavior and ensures academic

growth for students

 Orderly schools usually balance clearly established and

communicated rules with the climate of concern.

 TYPES OF DISCIPLINE
Class room discipline:
The strategies a teacher uses

to manage student behaviors

and attitudes during
instructional time.
 A teacher who uses consistent

discipline strategies exhibits

more effective classroom
management than an inconsistent
teacher.
 Preventive discipline

 Preventive discipline strategies

create a safe , non confrontational

classroom atmosphere in which
students feel that they understand
what to come.
 To prevent classroom

misbehavior is to provide a
stimulating curriculum that
involves students so successfully
spend most of the time.
Immediate Rewards:
 It should be given to learners as soon as possible so that
students will identify why they are being rewarded.

Changing Rewards:
 Different rewards for different activities. e.g:. academic

excellance , clinical skills, extra curricular activities etc.

Supportive discipline
 When a teacher offers

a verbal warning or
suggestion for
correcting behavior
while a student is
disobeying an
established class room
rule. The teacher is
using supportive
discipline.
It provides a student with suggestions and options for

correcting a behavior before a consequence is

necessary.
 E.g: Reminders,Redirection,and nonverbal

communication .This fact of discipline assists students

with self control by helping them to get back on task
often only the student involved knows it .
Corrective discipline

 The set of consequences

delivered to students
following an infraction .
 when a student has failed

to redirect her behavior

after repeated attempts at
supportive / preventive
discipline , a teacher may
opt for a corrective
discipline strategy.
E.g: placing in a time out may be effective for

kindergarten students, for higher level giving

assignments ,counseling & guiding them not to
repeat.
Progressive discipline

 Wherever feasible and

effective discipline will be
progressively .
 Both verbal and written

warnings issued by the school

will be noted on the learners
record.
 Copies of warning issued will

be provided to parents by the

school.
PRINCIPLES OF DISCIPLINARY
ACTION
Have a positive attitude:
 The managers attitude is very important in preventing or

correcting undesirable behavior. People tend to do what is

expected of them. Therefore the manager must maintain a
positive attitude by expecting the best from the staff.

Investigate carefully:
 The ramifications of a disciplinary action are serious. It a staff

nurse is disciplined unfairly or unnecessarily. The effects on the

entire staff nurse may be severe therefore managers must
proceed with caution.
 They should collect facts , check allegations ,and even ask the accused

employees for their side of the story.

Be prompt:
 The disciplinary action is delayed. the relationship between the

punishment and the offense becomes less clear.

Protect Privacy
 Disciplinary actions affect the ego of the staff nurses. Discussing the

situation in private causes less resentment and greate chance for future
co-operation.
 However a public reprimand may be necessary for the nurse who does

not take private criticism seriously.

Focus on the Act
 When discipling a staff nurse the manager should emphasize that

it was the act that was the unacceptable not the employee.
 Enforce rules consistently:

 Consistency reduces the possibility of favoritism , promotes

predictabity and fosters acceptance of penalties.

Be flexible
 Individuals should be determined only after the entire record is

reviewed.
Advise the employee:
 The employees must be informed that their conduct is not

acceptable.Anecdoctal notes can be of little value if the staff nurse is

not informed of the contents promptly.

Take corrective , consistent action:

 The manager should be sure that the staff nurse understands that the

behavior was contrary to the organizations requirements.

Follow up:
 The manager should quietly investigate to determine whether the staff

nurse behavior has changed. if not the manager should determine the
reason for the nurse’s attitude.
 COMPONENTS OF A DISCIPLINARY ACTION
PROGRAMME
Code of conduct:
 The employees must be informed of codes of conduct .Agency
handbooks, policy manuals , and orientation programs may be used . e.g:
employee code of contact.

Authorized penalities:
 The agency’s disciplinary action program should indicate that the current

action is being administered without bias and is directly related to the

offence.

Records of offences and corrective measures:

 The personnel record should clearly indicate the offence , managements
effort to correct the problem and the resulting penalties.
Right of Appeal:
 Formal provision for right of employee appeal is a part of each

disciplinary action program.

Employee code of conduct:

 The basis pre-requisite for effective discipline is employee

awareness of agency rules and regulations governing employee

behavior.
 Rules should be written in clear and concise language

incorporated in a hand book and given to new employees during

induction posted in each work unit and discussed with employer
of each unit.
PENALITIES

Oral reprimands:
 For minor violations that
may have occurred for the
first time, managers may opt
give an oral warning in
private.
 when oral warning is given.

The nurse manager is advised

to make an anecdotal record
of time ,place ,occasion and
gist of the reprimand.
Written Reprimand:
 If the offence is more

severe or repeated . the

reprimand may be
written .
 The written notice

should include the name

of the employee.
 Name of manager, nature of the problem, the plan for correction

and consequences of future repetition. The employee has to sign

it.
 To indicate that the employee has read it. A copy should be given

to the employee and one retained for the personnel file.

 If again the terms are not met, other penalties will probably be

necessary.
Suspension or probation:
 Some offences call for immediate suspension or discharge

without any antecedent counseling or reprimands .

 In many organizations supervisors can only recommend such

severe action.
 The actual order has to be approved by human resources or

senior management .
 when an individual returns to work after a suspension,

 Treat the person like any other employee.

Discharges:
 Today’s managers are growing increasingly reluctant to fire

people .
 Many infact feel that it is all but impossible to fire anyone in

some particular working environments.

Other Penalities

 Fines may be charged for offences such as tardiness

 Loss of privileges might include transfer to a less desirable shift

and loss of p[reference for assignments .

 Demotion is a questionable solution. it creates hard feelings

which may be contagious and more likely places offenders in a

position for which they are overqualified.
 Withholding increment

 Termination ( dismissal):. Permanent termination of services.

APPROACHES TO DISCIPLINE
APPROACHES TO DISCIPLINE

1.Traditional approach:
 It emphasizes punishment for undesirable behavior.The

purpose of traditional discipline are punishment for sin.

 Enforce conformity to custom, and strengthen authority of the

old over the young . Here discipline is always applied by

superiors to subordinates .
 The severity of punishments is designed to be proportional to the

severity of the offence.

2.Developmental approach:
 It emphasizes discipline as a shaper of desirable behavior . the

purpose of developmental discipline is to shape behavior by

providing favorable consequences for the wrong behavior ,and
avoidance of physical punishment, protection of the rights of the
accrued and replacement of arbitrary individual judgments of
guilt.
3.Positive discipline approach:
 It is based on the assumption that an employee with self respect

respect for authority and interest in the job will adhere to high
quality work standards.
 when an interested , respectful and self respecting worker

temporarily strays from her usually high standards a friendly

reminder is enough to redirect their efforts in the desired
direction.
4.Self controlled discipline approach:
 The employee bring his behaviour into agreement with the

organizations behavioral official code,) i.e)

 The employees regulate their own activities for the common

good of the organizations.

5.Inforced discipline approach:
 A managerial action enforces compliances with organizations

rules and regulations , it is a common discipline imposed from

the top.
 Here the manager exercises his authority to compel the

employees to behave in a particular way.

Self discipline:
 It refers to one’s effort at self control for the purpose of

adjusting one self to certain needs and demands. This form of

discipline is based on two psychological principles .
 First punishment seldom produces the desired results. Often it

produces undesirable results. Second a self respecting person

tends to be a better worker than one who is not.
Constructive vs destructive discipline:
 Constructive (positive)discipline uses disciplines as a means of

helping the employees grow , not as a punitive measure.

 The primary emphasis here is assisting employees to behave in

manner that allows them to be self directive in meeting

organizational goals.
Destructive discipline (Negative):
 It employees are forced to follow the rules and regulations of the

organizations by inducing fear in them . then it is termed as

negative discipline.
DEALING WITH DISCIPLINARY
PROBLEMS
Disciplinary conference:
 It is a group discussion using both directive and non directive

interview techniques. It is damaging to employees self esteem to

receive criticism
 From an authoritative figure.thus a disciplinary conference is

anxiety provoking situation for both employee and he manager.

Disciplinary letter:
 It is a letter send to the nurse immediately after the
conference . documenting the interview content from the
managers viewpoint .
 It is needed as sometimes employee’s anxiety may block

perception of the painful feedback offered by the manager.

Model standing orders:

 It specifies the terms and conditions which govern day to day

employer employee relationship. Infringement of which could

result in a charge of misconduct.

Errors in discipling employees:

 Delay in administering discipline

 Ignoring rule violation in hope that it is an isolated event

 Accumulations of rule violations causing irritated manager to “

blow up”
 Administering sweetened discipline

 Failure to administer progressively severe sanctions

 Failure to document disciplinary actions accurately

 Imposing discipline disproportionate to the seriousness of the

offense.
CAUSES OF DISCIPLINARY PROCEEDINGS

Act:
 Acts amounting to crimes (e.g.: Bribery ,Corruption)

 Acts amounting to misdemeanor (e.g :

Misbehavior ,insubordination ,disobedience

 Acts amounting to misconduct

 (e.g: Violation of conduct rules or standing orders )

Omissions:
 e.g : habitual late attendance , irresponsibility, negligence.
STAGES OF DISCIPLINARY
PROCEEDINGS ENQUIRY
 Preliminary enquiry

 Decision to start from departmental enquiry

 Suspension

 Charge sheet and its service

 Appointment of enquiry officer

 Written statement of defense

 Recording of evidence by the enquiry officer

 Personal hearing of charged official

 Report of enquiry officer

 Show cause notice by the disciplinary authority

 Reply of show – cause notice and decision thereon

 Review of punishment order

 Appeal or revision

 Reinstatement and restitution

 Show – cause notice against

 With holding of emoluments offer suspension

 period in the case of a reinstated.

MISCONDUCT
The term misconduct shall denote any offence or
act of commission or omission on the part of an
employee which falls with in the general notation
of the word misconduct as understood generally
and shall be deemed also to cannot offences or acts
of commission or omission under or against
prejudice to the foregoing and without being
exhaustive the minor and major acts of misconduct.
MINOR MISCONDUCT:
 Entering or leaving the premises or departments of the

hospital except by the gates provided for purpose.

 Late attendance or absence from duty without notice or

permission or leave.
 Leaving the place of work during work hours without

permission.
 Failure of carry identification card

 Smoking or eating in prohibited area

 Failure to wear uniforms, unclean uniforms , lack of personnel

cleanliness.
 Expectorating or spitting except where expected to do

 Borrowing or lending money within the hospital premises

PENALTY FOR MINOR MISCONDUCT

 Warning or censure

 Fine

 Suspension without pay and allowance up to 4 days

MAJOR MISCONDUCT:
 Failure to observe safety instruction or make use of safety device

 provided by the management. Preventive measures against

diseases.(Vaccines)
 Unauthorized handling of any machine ,apparatus and

misusing ,mishandling
 Failure to report to superiors any accident or hazard which are

dangerous
 Using hospital facilities unauthorized for personal gain

(sheet ,bed ,drugs)


 Sleeping while on duty

 Refusal to accept or obey an order of transfer from one job to

another
 Insubordination or disobedience

 Delaying in the performance of work or Slow in work

 Habitual late coming ,absence for more than three

consecutive working days.
 Gross negligence on neglect of work

 Bringing liquor or other intoxicants to hospital premises

 Fighting ,abusing ,threatening to assault co- employees or

others
 Using indecent language or making false allegations against

superiors or co-employees.
 Participating in a strike ,stay in strike

 Holding a meeting without permission

 Tampering with records of the hospital

 Theft ,attempt of theft ,fraud ,dishonesty in connection with

hospital property
 Canvassing political activity in hospital premises

 Committing a minor misconduct three times

PENALTY FOR MAJOR
MISCONDUCT

 Suspension without any pay and allowances for a period up to

30 days
 Stoppage of one or more increments

 Demotion to a lower post

 Discharge

 Dismissal
PUBLIC RELATIONS
INTRODUCTION:
 The term public relation is very commonly used term and

often misused and misapplied vague and misunderstood.

 Effective public relations can create and build up the image of

an individual as well as an organization.

 In case of hospitals the term public includes staff members,

patients and relatives and the governing board whereas the

wider public will embrace all such groups as in care of any other
government and social organizations.
DEFINITION:
 Public relation is the deliberate, planned and sustained effort to

establish and maintain mutual understanding between an

organization and its publics.

 “Institute of public relations USA”

 Public relation is the Skilled communication of ideas to the

various public with the objective of producing a desired result .

 “ Millet ”
 Public relation is the attempt by information persuasion and

adjustment to engineer public support for an activity ,

cause ,movement or institution  “ Edward L. Bernays ”
Public relation is distinctive management function which helps
establish and maintain mutual lines of communication,
understanding , acceptance and co-operation between an
organization and its pupils.

 “ Rex.F.Harlow ”
ROLE OF PUBLIC RELATIONS
Consumer relations:

 Most important thing for the

company for the company is a

consumer as they are the
people who decide the
business for the company.
 Keeping good relations with

the consumers is very

necessary for the company.
 Though the company has no direct contact with the consumers but

certainly through the middleman , like the wholesalers, dealers and

retailers are there in between the company and consumer to strike the
chord between consumers and company
 Before launching a product in the market a survey in done and

according to the needs and wants of the people , the product is

designed ,structured and calibrated.
 The price of the commodity is also decided by taking in account

general public opinion and obviously general market strategies and

combinations.
 Second part of public relations start. Proper information about the

product company history and background and policies are

explained to the consumer.
 The information may be given by the dealer or by public relations

during garnishing of public complaints and suggestions.

Dealer relations:
 Dealers are working as a bridge between manufactures and

consumers .A product from reaches to the consumer.

 Therefore it is essential for manufactures to keep good relations

with dealers as they are as they are taking the product in bulk
and also interested in maximizing the profits.
 Good dealer relations can only be promoted it the manufacturer

is fair in his relations in following fronts , by giving credit

facility by giving delivery of product on time , by doing his
advertisement ,which makes good relations.
Employee Relations:
 A company gives many facilities to the employees who are

working for the company . for their excellent performance in

work ,awards are given to the employees.
 Bonuses and incentives are also provided to the workers but

along with this more things are given to employees to make

good relations with them . an employee should not get bossing
but he must be working under control.
 If employees relations are good then company will always be in

good profit and no disputes will arise in the workers and

managerial staff.
 SHAREHOLDER RELATIONSHIP:

 A shareholder or

proprietor is a person
who has invested
money in the
organization.
 He could have invested their money outside in banks or in

government securities.
 He therefore naturally expects a reasonable return on his

investment
 keeping in view the risk he is taking by investing his money in

the organization involved.

COMMUNICATION RELATIONS:
 There are many members of community like shareholders,

consumers, dealers , employee etc.

 Similarly there are many types of public relatives activities that

are done, which are named as community relations.

 A company building a meeting hall for general public , a well for

general villagers or school for students, such are the

community activities done by a company.
PRIMARY FUNCTIONS OF PUBLIC RELATION:
PRIMARY FUNCTIONS OF PUBLIC RELATION:
According to millet
 Learning about public desires and aspirations

 Advising the public about what they should desire

 Ensuring the satisfactory contact between public and hospital

organizations.
 Informing the public about what facilities they are providing

 Evaluating reactions of the public

ATTRIBUTES OF A PUBLIC RELATIONS PRACTITIONER

He /She should be able to “ communicate” the

message .be it written ,Spoken, printed, photographed,
broadcast or filmed.
 He /She should be able to “Organize "public relations

activities ,which means worrying about every detail including

costs.
 He/ she should be able to “ get on” with all kinds of people and

not flattering them only .

He/ She should posses “ integrity ” so that one is trusted
inside and outside the organization and especially by the
media
He/she should have “imagination” which is necessary in
every aspect of public relations whether it is a planning
campaign briefing photographers, buying print or handling
anything else creative.
 Most important of all he / she should be willing to learn
and find out and realize that in public relations one never
knows it all.
ESSENTIALS OF GOOD PUBLIC RELATIONS:
ESSENTIALS OF GOOD PUBLIC RELATIONS:

The public relation man should have a thorough knowledge

of the organization.
He should be well versed in public relation techniques.

The management must have the highest respect for the

public relations man.

Public relation is too fundamental and far reaching to be

entrusted to anyone expect to an effective and experiences

executive.
The public relation man should be alert to public moods and

public trends.
He must be creative and thorough with details necessary for

this success.
Tools and techniques of public relations:

There can possibly be no exhaustive list of tools. Instrumentalities

and techniques of maintaining good public relations are time ,

Place and person always makes a difference,

 Publicity

 Advertising

 Personal contact

 Public speech

 Direct mail
EFFORTS TO MAINTAIN GOOD PUBLIC
RELATION IN HOSPITAL:

 A well maintained reception / information desk

 Prompt emergency / casualty services

 Optimum patient care services

 Patient information booklet

 Brochure

 Annual reports

 Deploying guides

 Good communication
 Attract right kind of staff

 Organize media coverage on important occasions

 Invite key persons for functions

 Attract people on open days /courtesy weeks etc.

( e.g.: school and college children)

 Educate staffs on aspects of communication pension , taxation

laws, retirement plans etc.

 Reaching the desired “ ear” or audience

 Evaluating reactions

 Revamping the program to meet public interest.

COMPONENTS OF PUBLIC RELATIONS:
COUNSELLING:
 Providing advice to management concerning policies.
relationships and communication with its various publics.
RESEARCH:
 Determing attitudes and behaviours of public through research
inorder
 To plan public relations stretegies such research can be used to
generate mutual understanding influence and persuade public
MEDIA RELATIONS :
 Working with the mass media in seeking publicity or responding
to their interest in the organization.
PUBLICITY:
 Disseminating planned messages through selected media to
further the organizations interest.
Public affairs:
Developing effective involvement in public policy and helping an
organization adapt to public expectations.
Government affairs:
Relating directly with legislature and regulatory agencies on behalf
of the organizations.
Issue management:
Identifying and addressing issues of public concern that affect the
organization.
Industry relations:
Relating with other firms in the industry of an organization and with
trade associations.
Development / fund raising:
Demonstrating the need for and encouraging the public to support an
organization primarily through financial contributions.
Multicultural relations:
Relating with individuals and groups in various cultural settings
Special events:
Stimulating an interest in a person product or organization by
means of a focused happening they are activities designed to
interact with publics and listen to them.
Marketing communication:
 Combination of activities designed to sell a product .service or
idea ,these activities may include advertising ,collateral
materials, publicity ,promotion ,direct mail, trade shows and
special events.
Public relations process:
 Establishing public relations programme on behalf of an
organization involves a series of steps that although subject to
some variation in different situations.
STEPS
STEPS

 Analysis of the situation

 Definition of problem areas

 Identification of specific objective

 Establishment of specific objections

 Planning of programme

 Implementation of programme

 Periodic evaluations of progress

ADVANTAGES OF PUBLIC RELATIONS:
1.Ability to reach specific groups:
 Some services or products of an organization which not feasible

to engage in advertisements/ promotions to reach them.

2.Image building:
 Effective public relations helps to develop positive image for

the organization.

3.Lead generation:
 Information about the technological innovations. Medical break

troughs and the like results almost immediately in a multitude

of inquiries. This may give the firm some quality sales lead.
 PUBLIC RELATIONS AND THE NURSING
PROFESSION
 Good public relations between the nursing profession and the public

depends on two factors.

 One is that nurses and the public understand each other.

 And the other nurses definitely meet the real needs of the public for

nursing service
 The nursing profession depends on many different kinds of publics

On its government public

On its medical public

On its patient public

WELFARE
WELFARE:

 Any sincere attempt to give real service to patients can bear

 Fruit, only if the employees are given the right type of work

environment and are provided with those basic amenities of

life which have direct bearing on their efficiency .
 Employee welfare should form an integral part of the overall

scheme for raising efficiency of the employees.

 Welfare services are concerned with the improvement of

working
 Conditions and environment, at the workplace. Some of the

facilities and services

 Which come within the preview of welfare plans and schemes

are canteens, recreation rooms, rest rooms, transport etc.

Principles of Good welfare policy
 Management should never intrude into the private lives

employees through welfare schemes.

 Amenities should be provided only when desired by

employees.
 The Sincerity of this desire should be judged by their

willingness to administer the activities.

 The amenities provided should be beneficial to both

management and in the long run.

AMENITIES TO BE PROVIDED UNDER WELFARE SCHEMES :

i)Accommodation:
 All hospitals whether big or small should provide

accommodation to their employees. Those employees who are

unmarried should be provided staff quarters.

ii)Serving of food during working hour:

 Hospital authorities should provide catering facilities to

employees, both resident and non resident.

 It encourages transcript and fosters economy as well.
iii) Transport services:
 The problem of transport from the employees home to the

hospital and vise versa can be cased by providing hospital

transport or by maintaining close contact with the local transport
authorities .
 Arrangements can also be made by hiring buses from private

transport companies.

iv) Counselling services:

 Each and everyone of us have personal problems. these cause

inefficiency in job performance. Particularly in hospitals where

the employee deal with physically or mentally-ill- patients.
v) Festivals:
 Festivals are all about celebrations and an opportunity to spend

quality time with the family members.

 But hospital cannot afford to give festival off to all their

employees.
 As they work round the clock and throughout year. So they

bring the festival to the hospital with the help of lighted lamps,
floral decoration , balloons, colorful wall hangings, and a lot of
fun.
vi)Sports and social activities:
 The hospital authorities should not lay behind in providing

recreational and welfare facilities to their employees.

 The management should organize and finance sports and social

activities for employees.

 The right types of rest rooms and recreation facilities are

provided will certainly improve the efficiency of the employees.

vii)crèche:
 Female employees work in majority in hospitals . they take

extra leave when their infants not well.

 Extended maternity leave does not solve their problem.

Providing a crèche on campus by the management can be a big

facility for them.
HEALTH SERVICES

 Time is changing fast. Therefore the hospital administration has

not only setup separate clinics for their employees but also
gyms where they can go for every individual
o Keep them physically , mentally fit during
employment
o Provide immediate treatment to employees who are
injured or fall sick.
 CONCLUSION:
 Discipline refers to working in accordance with certain recognized

rules, regulations and customs whether they are written or implicit in

character.
 public relation is distinctive management function which helps

establish and maintain mutual lines of communication, understanding ,

acceptance and co- operation between an organization and its pupils.
 Welfare services are concerned with the improvement of working

conditions and environment at the workplace . some of the facilities

and services which come within the preview of welfare plans and
schemes are canteens, recreation rooms, rest rooms, transport etc.
THANK YOU