Difference between revisions of "Discipline of work"

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* keep calm and consistent,
 
* keep calm and consistent,
 
* try to find a way to encourage the employee to improve.
 
* try to find a way to encourage the employee to improve.
 
[[Category:Human resources management]]
 
  
 
==References==
 
==References==
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* Thompson, E. P. (1967). ''[http://libcom.org/files/timeworkandindustrialcapitalism.pdf Time, work-discipline, and industrial capitalism.]'' Past & present, (38), 56-97.
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* Sewell, G. (1998). ''[https://www.jstor.org/stable/pdf/2393857.pdf The discipline of teams: The control of team-based industrial work through electronic and peer surveillance]''. Administrative science quarterly, 397-428.
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* Glennie, P., & Thrift, N. (1996). ''[https://www.researchgate.net/profile/Paul_Glennie/publication/249690725_Reworking_E_P_Thompson%27s_Time_Work-Discipline_and_Industrial_Capitalism%27/links/55cb59a808aebc967dfe0b72.pdf Reworking EP Thompson'sTime, work-discipline and industrial capitalism]''. Time & Society, 5(3), 275-299.
 
 
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Latest revision as of 11:53, 2 December 2019

Discipline of work
See also

Discipline of work is the total of employee duties, as well as the employee's compliance with the rules of conduct that apply to him. These duties are legal in nature, because they result from the provisions of the Labor Code. Often you can meet with internal restrictions in the form of work regulations, which define the rights and duties of an employee in a given position.

Employee duties[edit]

  • Obligation to comply with the agreed working time:
    • Getting to a place of work at a specified time and in a working condition,
    • Compliance with the fixed working day length - obliges the employee to perform work at the time specified for a given category of employees.
  • Obligation to diligently perform work - obliges the employee to make every effort to ensure that his work is performed at a specified time, in a precise manner, in accordance with technical requirements, and also to give the best results.
  • The obligation to carry out superiors' orders.
  • Obligation to observe the order of work - refers to the rules contained in the work regulations of a given workplace, which include, among others:
    • the way the employee confirms his arrival at work,
    • the method of acquiring and storing work tools,
    • fixing places for smoking or eating meals.
  • Duty of caring for the good of the employer - obliges the employee to care for the machines, tools, equipment, raw materials and other objects entrusted to him during work.
  • Obligation to comply with the rules and principles of health and safety at work - this is the primary responsibility of every employee, obliges the employee to:
    • familiarize yourself with the health and safety at work regulations (through trainings and instructions),
    • performing work in accordance with health and safety at work regulations,
    • caring for the proper condition of machines,
    • application of protection measures (clothing, footwear, equipment),
    • undergoing testing (preliminary, periodic and control)
    • immediately notifying the supervisor of an accident or threat to one's life or health,
    • cooperation with the employer in fulfilling the duties related to health and safety at work.
  • Obligation to comply with the rules of social coexistence - these principles are set by individual employers and usually include:
    • polite behavior towards supervisors, subordinates and co-workers,
    • not disturbing others at work,
    • showing help to subordinates.

Non-competition clause[edit]

One of the most important duties of an employee is the prohibition of competition. This means that while performing work at a given position, an employee can not run a competitive activity at the same time or provide services to other entities that conduct such activity. The purpose of such a restriction is to act only and exclusively in caring for the good of the workplace. However, it should be remembered that in this case it is necessary to create an agreement between the employee and the employer, because the oral contract will not be respected by the judiciary, and the labor code reserves this form under pain of nullity. The contract may be in force during the employment relationship as well as after its termination. In the latter case, the employee may apply for compensation, which may not be lower than 25% of remuneration, because the prohibition of competition may hinder the performance of the profession at another work establishment. The period is determined based on the contract, and if the parties do not reach an agreement in the amount of compensation, it is determined on the basis of the labor code.

Troubleshooting[edit]

The problem is that not every employee easily complies with the applicable rules. This may cause that the level of work achieved by him will be unsatisfactory for the employer. The solution to this problem is dealt with by the manager, who should:

  • address this matter in a fair and reasonable manner,
  • deal with this matter immediately
  • collect and consider all information relevant to a given situation,
  • keep calm and consistent,
  • try to find a way to encourage the employee to improve.

References[edit]