Effect of discipline on workers performance is aimed at reviewing the outcome of workers performance when they are disciplined. In determining the behavior and reactions, some method of data collection were adopted, these method involved interviews and observations. Secondary method involved the use of publications relevant to the work. It was however discovered that discipline significantly affects workers performance and moulds their character. This is in line with the result from the test of hypothesis using chi -square (X2) hence the following recommendation was given. The organizations should properly check the major complaints of staff on the way its employees are disciplined.

CHAPTER ONE

1.0 INTRODUCTION

1.1 BACKGROUND OF THE STUDY

Discipline is readily interpreted as the conformance with the regulations value to an organization depends to a large extent on how complains, wrong doings and non-conformity to standards are handled and sub-standard performance penalized. It is necessitated by the irregularities in an organization to deliberately or for certain reasons, refuse to conform to lay down standards procedures and regulations.

According to Askemo and Aroh (2003.) discipline if define as the action taken against an officer who has violated public services rules and those performance has detonated to the point where corrective action is needed.

Julius Elem (2003) opined that there should be order in the organization members if an organization need to respect the rules and regulations governing the public sector. Perhaps discipline on workers performances services as a guide office is standard of performance and behavior expected of them it is also ensure diligence and loyalty in place of work and to determine would be offenders.

Promotion and maintenance of discipline on workers is essential to its progress and growth in politics. It is at times said that government which is best is that workers discipline is at the best when there is a great amount of self-discipline on the part of the workers. In order to realize this state of affair, it is necessary to promote and retain high morale. High morale makes for high self-discipline in an organization among worker. In an ideal situation there may not be need to enforce rules and regulations, penalties and disciplinary action because every worker is highly disciplined in the sense that he follows the rules and regulations of the organization willingly most of disciplinary problems do not occur overnight but they gradually develop and may of the tendencies towards misconduct or indiscipline could be remedied if proper and timely is taken by management for better work performance. Workers discipline must come first and management must encourage and foster discipline among workers.

1.2 STATEMENT OF THE PROBLEM

Effect of discipline on workers performance in Imo state Polytechnic Umuagwo” reflects the broad statement of the problem. This is explained from the background that workers discipline must come first and management must encourage and foster discipline among workers.

From common experience is clear that due process is not a common culture in the Nigeria public sector hence it becomes imperative to enforce discipline on workers in this sector. From the above we have to deliberate on how to improve on workers performance in Imo State Polytechnic Umuagwo. This due to the fact that workers in this sector have made “due process” a none issue in carrying out their services.

Secondly, it is a common experience that most workers in higher institutions of learning as serious issue. Hence this set of workers would reed to disciplinary actions met on them to restore sanity. It should also be noted that diligence at work in public service most especially academic institutions like Imo State Polytechnic Umuagwo has become a thing of concern. However, this has to a greater extent cause a set back to the output experience in this sector. Racial discrimination and prejudice has become the order of the day in Imo State Polytechnic Umuagwo qualified candidate for work are not given preference to the unqualified and income ones.

It one”s promotion of staff has also been affected badly due to discrimination acts of workers in this sector consequently leading to unqualified and square peak in round holes gaining prominence who turns out to be administrative nuisance.

The broad statement of the problem is to be resolved through the specific and feasible problem statement drawn from the above statement. The specific and feasible statement of the problem will therefore be to “investigate the effect of discipline within the defined variables of punishment characterized by (written warning, temporary suspension, Demotion, Half pay and Extinction) on organizational performance involving a desirable changed behaviour, affective commitment, reduced absenteeism, reduced turn over, and improved manager-employee relationship.

Put into conceptual model, I aim at establishing whether disciplinary measure by punishment effects workers performance characteristic factors within the defined variables as in the model below.

The specific and feasible statement of the problem will in turn be resolved through the following measures:

1.         To evaluate the relationship between written warning and employee desirable changed behaviour in Imo State Polytechnic.

2.         To evaluate the relationship between temporary suspension and employee affective commitment to his job.

3.         To evaluate the relationship between status (rank) demotion and employee reduced absenteeism.

4.         To evaluate the relationship between half-pay and employee reduced turnover.

5.         To evaluate the correlation between extinction (withdrawal of benefits) and management employee relationship.

1.3 OBJECTIVES OF THE STUDY

The broad objective of the study was to determine the effect of disciplinary measures on workers performance.

The specific objective are to determine on the short and long run effect of disciplinary measures by punishment within its defined variables as below on workers performance (within its defined variables) involving commitment, employee demotion, half-pay and management-employee relationship.

The objective is further broken down as follows:

1.         To determine the effect of written warning and employee desirable changed behaviour.

2.         To determine the effect of temporary suspension and employee affective commitment to his job.

3.         To determine the effect of rank demotion and employee reduced absenteeism.

4.         To determine the effect of half-pay and employee reduced turnover.

5.         To determine the correlation between extinction (withdrawal of benefits) and management employee relationship.

1.4 RESEARCH QUESTIONS

The research question will seek to investigate the relationship between punishment and undesirable behaviour. This aim is sequentially constructed as follows:

1.         To what extent on the short and long-run does management written warning effect the employee desirable changed behaviour performance?

2.         To what extent on the short or long-run does employee temporary suspension effect his/her affective commitment to his job performance?

3.         To what extent on the short and long run does employee rank demotion effects his/her reduced absenteeism in the workplace?

4.         To what extent on the short and long-run does half-pay effect employee reduced turn-over?

5.         To determine the correlation between extinction (withdrawal of rewards) of the employee and manager-employee relationship?

1.5       RESEARCH HYPOTHESIS

The following hypothesis are hereby formulated and will be tested with data available to this research work to examine the factors that influence discipline on worker performance.

1. Ho:   Management written warning does not significantly effect employee desirable change behaviour on the short and long run.

2. Ho:   Employee temporary suspension does not significantly effect his/her affective commitment to job performance.

3. Ho:   Employee demotion in rank does not significantly effect his/her absenteeism in the workplace.

4. Ho:   Half-pay of direct salary compensation does not significantly effect reduced turnover.

5. Ho:   There is no significant correlation between extinction (withdrawal of rewards) of the employee and the manager-employee relationship.

1.6       SCOPE OF THE STUDY

This research work is limited to Imo State Polytechnic Umuagwo with particular focus on academic and nonacademic staff.

1.7       SIGNIFICANCE OF THE STUDY

1.         It will be useful to the supervisory staff and management staff in maintaining a good level of discipline among workers within the institution.

2.         It will also be of great help to workers who believe that disciplinary actions are forms of hatred from their supervisor and hence accept it with good faith.

3.         This finding will also be of immense help to future researchers on related topic.

4.         The general will benefit from the enhancement of their level acquired knowledge on subject matter, student will also find this work as an additional source of information.

1.8       LIMITATIONS OF THE STUDY

In this course of this encountered so many challenges and difficulties.

1.         Financial Constraint: The finance to carry out the research was not available.

2.         Time Constraint: A study like this requires a considerable time.

3.         Insufficient Materials: The materials available for the study was not sufficient.

1.9       DEFINITION OF TERMS

Worker: A person / employee who works for payment.

Performance: The process of performing a task.

Due Process: Fair or doing something the normal way.

Indiscipline: Lack of principle or discipline.

Efficient: Being able to work well and not wasting time or resources.

Discipline: Training of people to obey rules or a code of conduct.