CHAPTER ONE

INTRODUCTION

1. BACKGROUND OF THE STUDY

The human element of the organization n is one very critical productive asset that needs special management. A rationally organized Social Structure involves clearly defined patterns of activity and discipline, which must be functionally related to the purpose of the organization. The social sciences are more fluid and human behaviour more difficult to explain and analyzed. Individuals are unpredictable, unique with distinct characters, attitudes, aspirations, objectives, perceptions, beliefs etc. Accurate and precise prediction of the mind or behaviour of an individual even to the nearest second is difficult. Organizational leaders are familiar with the complexities that are innate in handling the social structure. Issues that likely arose from the inability to organize the social elements embrace conflicts, disorder and failure in goals achievements. Major disconnect that lack of order poses for organization can be imagined in a struggle between two opposing ideas. With this existence, conflicts between a manager and an employee are most likely a continuous encounter in the workplace. Ensuring a sound relationship between the management and employees depends upon how it is regulated by management. One of the conditions for maintaining such relationship is that employees should uphold a particular performance and behavioral standards. (Jegadeesan G, 2008).

Rules governing insubordination, theft, vandalism, gambling on company premises, drinking on the job and taking drugs at work, are all related to productivity and the general wellbeing of an organization, (Eni, 2000). It is believed that the most unpleasant role of an organizational leader is to institute a disciplinary action to an erring employee (Franklin and Pagan, 2006). Although the goal is to modify the employees undesirable behaviors, their decisions are often subjected to opposing personal interpretations. Discipline entails a process of learning. One of the positive contributions which discipline can make in our lives is that it brings about knowledge that is cumulative; knowledge that maintains and knowledge that restructures society when applied. And there cannot be an end to learning because society does not operate in a state of static equilibrium but in a state of generativity in terms of idea conception and development. Discipline is also a training process, but unlike training which is job oriented. The primary purpose of discipline is to teach responsibility rather than to evoke obedience. This means consistently helping employees to understand that life involves choices and consequences. Discipline in the organization consists of setting clearly defined limits for employees. The vast majority of workers in crises often claim to not clearly understand organization’s limit, because most of them come from places where discipline was not consistent. Employees discipline for undesirable behaviours only tells them what not to do. It does not tell them what behaviours are preferred. It is the purpose of this study of disciplinary process to preserve a healthy relationship between employees and managers for an organization to perform well. Both parties are expected to abide by the prevailing regulations. Disciplinary policies are in place to serve as a guide to an orderly conduct in the workplace in order to achieve the organizational goal. (Gatchalian and Lumiqued, 2005).

Greer and Labig (1987) stated that limited researches were made about employee reactions to disciplinary actions. Their exploratory study about employee reactions to disciplinary actions revealed that the manner in which the disciplinary action is instituted seems to greatly influence emotional response and affect the manager-employee relationship. The foregoing positive relationship will seem to deteriorate due to the implementation of a disciplinary action. However, when the discipline is instituted in a pleasant way, it is unlikely that adverse employee reactions will occur. In a qualitative study made by Atwater, Leanne E., Waldman, David A., Carey James A., and Cartier, Priscilla. (2001), on recipients and observers of disciplinary process, results showed a positive perception about discipline from the two categorized groups but they may also lose respect for the one who instituted the discipline, following development of negative attitudes towards the organization as a result of the discipline. They have also the tendency to regard the experience as unfair, when it is used for informal rather than to formal rule violations. In an exploratory study using the internal dynamics of disciplinary process made by Rollinson, Handley, Hook and Foot (2007) about the disciplinary experience and its effects on Behavior, it was tentatively concluded that half of those formally disciplined will internalize the rules and the other half have the inclinations of breaking the rules. These behaviors were said to be caused by first; ‘conditioning by punishment’ paradigm, where punishment stimuli is ineffective in influencing the behavior. The second cause is attributed to the managerial styles that have created impressions of motives of retaliation on the disciplined person.

According to Bacal (2012) Progressive discipline is a process for dealing with job-related behavior that does not meet expected and communicated performance standards. The primary purpose for progressive discipline is to assist the employee to understand that a performance problem or opportunity for improvement exists. Such a process provide feedback to the employee so he or she can correct the problem and if he or she fails to correct the problem, progressive discipline enables the organization to fairly, and with substantial documentation, terminate the employment of employees who are ineffective and unwilling to improve upon, .Bacal (2012) opined that traditionally, regularity has been considered as a characteristic of good employees and hard workers. Other things being equal, a punctual employee is better than a regularly tardy employee.

1. STATEMENT OF THE PROBLEM

The existence of coaching and development in the organization is expected to create qualified personnel that will lead to increased employee performance. One employee development efforts that can be taken in order to attempt to improve employee performance adala enforcement of discipline. Labor discipline is an attitude of respect, respect, obedience or adherence someone who has joined in an organization with applicable regulations in the organization of both written and verbal with full awareness and be happy, that will create a state order that shows the organization's goals will be faster reached. This is in accordance with the opinion of Siswanto Satrohadiwiryo (2003) that "labor discipline" an attitude of respect, respect, comply with and obey the regulations in force, both written mapun unwritten and able to run and do not swerve to accept sanctions if he violated his duties and authority given to him.

According to Saundry and Antcliff (2011), employees’ anywhere in the world are relied upon for effective implementation of organizational policies. The employees’ are expected to render effective and efficient service delivery to their clients and members of the public as well as help government in carrying out developmental programmes that will improve the quality of life of the people. Unfortunately, this has not been so as a result of many factors which centers on poor employee performance management, lack of employees’ discipline etc. Employees’ have complained of poor conditions of service, lack of transparent performance appraisal process, selective administration of disciplinary measures and lack of training opportunities all of which have resulted in undesirable labor management relations, hence negative work attitudes such as absenteeism, lateness to work, and general lack of commitment to duty have ensued.

Odiagbe (1998) looks at discipline as “a normal behavior or codes of conduct based on principles of natural justice which modifies or controls behavior to reduce misbehavior and makes organizational goals accomplishment possible. This point shared by Harris (1976) who believes that discipline is “the process of training workers so that they can develop self-control and become more effective in achieving organizational goals”. He goes further to say that “the purpose of the supervisory imposed disciplinary process in the development and furtherance of the type of performance from the individual employee that will be conducive for the achievement of organization goals.

1.3 AIM AND OBJECTIVES OF THE STUDY

The main objective of the study is to investigate the relationship between employees’ discipline and organizational performance of NUPENG Nigeria.

Other Specific objectives are to:

1. Identify challenges of employees discipline at NUPENG Nigeria.
2. ii. Ascertain the impact of disciplinary procedures on organizational productivity.
3. Evaluate the effect of discipline on organizational performance of NUPENG Nigeria
4. Assess the role of discipline on the organizational performance of NUPENG Nigeria

1. RESEARCH QUESTIONS

Arising from the research objectives, the following research questions will be address in the study:

1. What are challenges of employees discipline at NUPENG Nigeria?
2. What is the impact of disciplinary procedures on organizational productivity?
3. What is the effect of discipline on organizational performance of NUPENG Nigeria
4. What is the role of discipline on the organizational performance of NUPENG Nigeria?

1. RESEARCH HYPOTHESIS

H0 there is no significant relationship between employees’ discipline and organizational performance

H1 there is significant relationship between employees’ discipline and organizational performance

1. SIGNIFICANCE OF THE STUDY

The study is very important it aim at alerting employees whose performance is considered low to improve his performance reminding of the employees of the expected standards of behavior.

Discipline is highly instrumental to effective organizational performance. However, sequel to the fact the current level gross indiscipline in public organization is alarming and its attendant effects on the performance of public organizations in Nigeria makes this study imperative. Therefore, the researcher considers it significant to bring to light the relevance of employee discipline on organizational performance. 

1. SCOPE OF THE STUDY

This study focuses mainly on evaluation of the impact of employee discipline on organizational performance, specifically; the interest of the study will be restricted on the NUPENG Nigeria, due to time and finance constraints. Thus, the investigation of the study will be conducted within NUPENG and the focus of the study will be on members of staff of the company.

1. LIMITATION OF THE STUDY

TIME CONSTRAINTS: One the challenges experienced by the researcher is the issue of time; the research will simultaneously engage in departmental activities like seminars and attendance to lectures. But the researcher was able to meet up with the deadline for the submission of the project.

FINANCIAL CONSTRAINTS: Every research work needs funding; however lack of adequate funds might affect the speed of the researcher in getting materials for completion of the project.

1.9 DEFINITION OF TERMS

Performance

Performance is the consistent ability to produce results over prolonged period of time and in a variety of assignments. Its elements include effectiveness, efficiency, productivity, quality and behaviour. Performance can thus be tangible or behavioural. It also implies output in relation to a job done or practice undertaken

Employee

Personnel otherwise known as employee are the body of men and women who are employed to accomplish a particular task or render a particular service in an organization and are being paid for the work done or service rendered

Discipline

Discipline as a system of rules and mechanism for ensuring that disciplinary codes are followed. This implies that every organization has its rules and regulation “dos and don’ts”. Observance of these sets of rules in itself is discipline.

Organization

This is a body of people assembled together to accomplish a specified or predetermined objective

Appraisal .This is a judgment, assessment or evaluation of the value of something especially a formal one