The concept of “ Discipline – Employers Hardline vs. Softline” based on the Indian Constitutional provision which has been influenced by natural justice in Indian territory as well as in other territory. The Indian Gov. has laid down various legislation acts to lead the weaker sections of the society like women, child worker, adolescents and handicap categories in all spheres, in the same way employees in Organization( Employees were considered as weaker section).  The Criminal Procedure Code – 1973 and Amendment Act were divided the offences in its First schedule that  cognizable offence and non-cognizable offence which seems like Laws Hardline vs. Softline towards accused.

Here, I am aforesaid the Constitutional Provision and Criminal Procedure Code because all offences, guilty and human acts or behaviour against social morality and social standard trends were considered in various point of view and have various punishment methods on basement of hardness and softness of Human conduct with or without his knowledge. But proceeding are most required either it may under Hardline and Softline..???

In industrial climate the concept “Discipline – Employers Hardline vs. Softline” depends on “ Company code of conduct, Common Practices and importance for natural justice and human source” and constructed legislations also leading in this trends, such legislations like Industrial Disputes Act -1947, Standing Order Act -1946 , Trade Union Act -1926, Compulsion of Sexual Harassment Committee, Department of administrative Reforms & Public Grievances India and other Acts were the platform for the control over the employers and to redress the grievances, disputes and tackling the bargaining between employers and employees, employees and employers, employers and Gov. and Gov. and employees or employers. This all causes for the great and quick development of redressal of grievances in Organizational situation.

While going through all this, we have been facing some spectacular hitches that under which instruments HR experts can measure..? but it’s not so difficult to find the tract of instruments to measure the employees behaviour towards his work and standardized company policy and code of conduct. Before this employers should take initiatives while newly joining to organization the concern department should provide the clear scenario of employee profile, company policy and code of conduct, not only even joining even it would be very better if concern department conduct awareness programs about the same on every half yearly. Few instruments for measurements of employees guilt behaviour in organization are Counselling, Internal and External Redress committee, Disputes Committee, Harassment Committee, Diagnosis Method and course on organizational behaviours.

The matter is, this should not only result oriented and hungry conclusive way but it should also contain the softness and analytical way to fix the employee complaints/problems while HRs dealing it. but always keep one thing in mind that everything you do in organization should be in writing and recording even about small events and exercise because it might be “recipe of cake” for future unwanted happenings!.

 Example : If an employee “X”  is resuming to duty lately for most of day in month but he is well performer and have good time punctuality and initiative. In that case, warning to employee, issuing warning letter to employee or firing the employee after this repeated  is not sense, instead of this concern should respond to employee and try to understand the reason behind of it and if employees facing any problem than should have sympathy on employee and should find the solution for employee problems. If employee attitude and work behaviour not at all changed after all this efforts than firing is the only way to do.

Consented  that “ Rule is rule and Rule for all” but  if we are unable to justify struggling employee  than that organizational climate is not worth any further. Finally it’s very worth to suggest that before dealing with any employee, first should try to understand employee and his psychological aspects that will elaborate that ” Why, How and Where do required to apply the Discipline – Hardline and Softline” in Organization.

 By –

Seetarama Moger, Human Resource Department