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From a management point of view it is an important to have an effective disciplinary program. According to Mondy (2008) a necessary but often trying aspect of internal employee relations is the application of disciplinary action. Disciplinary action invokes a penalty against an employee who fails to meet established standards. Unfortunately just as in conflict, poor performers and undisciplined employees are at the workplace and have to be dealt with in order to keep order, stability and harmonious relations in the workplace. For managers this is not an easy task but it is one of the essential functions of management. Effective disciplinary action deals with employee’s unwanted behavior, and not the employee as a person. Wrongly applied discipline can be destructive to the employee and the organization. Therefore, use caution and consult with HR when deciding on a discipline. Harsh discipline should not be the first option; instead management should seek out positive and alternative way to deal with the “problem” employee. However, there will be time when aggressive discipline is the only avenue to correct behavior and comply with the regulations. Therefore having an effective disciplinary action that deals with poor performance, insubordination and others aspect of discipline it’s important for a manager. Written policies should be available regarding disciplinary action so that everyone knows the company philosophy regarding it. Disciplinary action policies afford the organization the greatest opportunity to accomplish organizational goals, thereby benefiting both employees and the
