Disciplinary Issue in the Organization

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 suggestions 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 favouritis

Running Head: Leadership qualities
Introduction
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.
Addressing the problem
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

Leadership qualities
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.
1

Leadership qualities
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.
2

Leadership qualities
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
3

Leadership qualities
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
4

Leadership qualities
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
5

Leadership qualities
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
6

Leadership qualities
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.
7

Leadership qualities
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.
8

Leadership qualities
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.
9