A STUDY ON EMPLOYEE DISPLAIN -HERO MOTORS
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Science, Technology and Development ISSN : 0950-0707
A STUDY ON EMPLOYEE DISPLAIN -HERO MOTORS
1
JANGILI JYOTHI, 2Dr. HAREESH R
1
MBA STUDENT, 2ASSOCIATE PROFESSOR
DEPARTMENT OF MBA
Sree Chaitanya College of Engineering, KARIMNAGAR
warnings, reprimands, discharge and dismissal well
ABSTRACT in advance. All these action plans must be
communicated to the employees. Discipline shall be
Discipline is the key to success. Theodore Roosevelt progressive: Discipline system should be progressive
has said “With self-discipline almost everything is in nature. In a progressive discipline approach the
possible”. Self discipline makes employee realize severity of actions to modify behavior increases with
what is required at work. Discipline can be positively every step as the employee continues to show
related to performance. It is the bridge between goals improper behavior. The advantage of this approach is
and accomplishments. Effective discipline should be that employees can’t take it for granted.
aimed at the behavior, and not at the employee
personality. This is because the reason for discipline I. INTRODUCTION
is to improve performance rather than punishing the
employee. Training of supervisors is necessary: The definition of motivation and Employee
Supervisors and mangers need to be trained on when discipline:
and how discipline should be used. It is necessary to
provide training on counseling skills as these skills It is to give reason, incentive, enthusiasm, or
are used while dealing with problem employees. interest that causes a specific action or certain
Moreover, discipline decisions taken by trained behavior. Motivation is present in every life function.
supervisors are considered fair by both employees Simple acts such as eating are motivated by hunger.
and managers. Centralization of discipline: Education is motivated by desire for knowledge.
Centralized means that the discipline decisions Motivators can be anything from reward to coercion.
should be uniform throughout the organization. The
greater the uniformity, higher will be the There are two main kinds of motivation:
effectiveness of discipline procedure. intrinsic and extrinsic. Intrinsic motivation is internal.
It occurs when people are compelled to do something
Impersonal discipline: Discipline should be handled out of pleasure, importance, or desire. Extrinsic
impersonally. Managers should try to minimize the ill motivation occurs when external factors compel the
feelings arising out of the decisions by judging the person to do something. However, there are many
offensive behavior and not by judging the person. theories and labels that serve as sub tittles to the
Managers should limit their emotional involvement definition of motivation. For example: "I will give
in the disciplinary sessions. Review discipline you a candy bar if you clean your room." This is an
decisions: The disciplinary decisions must be example of reward motivation.
reviewed before being implemented. This will ensure
uniformity and fairness of the system and will The maintenance of harmonious industrial
minimize the arbitrariness of the disciplinary system. relations within an industry depends on the extent of
Notification of conduct that may result in discipline: promotion and maintenance of discipline in the
Actions that lead to misconduct can be listed and organizations. No organizations can grow and
documented so the employees are aware of such prosper without effective disciplinary system.
actions. This will unable them to claim that they have Discipline on account of employees means
not been notified, in advance, regarding the same. complying with the predefined rules and regulations
Information regarding penalties: The employer of the organization. It is a form of training that
should define the penalties and other actions like enforces organizational rules. Conduct problems arise
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from the employees who fail to follow the code of A common place that we see the need to apply
conduct of the organization. These employees are motivation is in the work place. In the work force, we
most often affected by the disciplinary system of the can see motivation play a key role in leadership
organization. Such employees are often called success. A person unable to grasp motivation and
problem employees. The problem employees apply it, will not become or stay a leader. It is critical
comprise a small number of employees, but they are that anyone seeking to lead or motivate understand
the ones who cause the most disciplinary situations. "Howletts Hierarchy of Work Motivators."
If employers fail to deal with problem Salary, benefits, working conditions, supervision,
employees, negative effects on other employees and policy, safety, security, affiliation, and relationships
work groups may result. Some common disciplinary are all externally motivated needs. These are the first
issues caused by problem employees include three levels of "Howletts Hierarchy" When these
absenteeism, tardiness, productivity deficiencies, needs are achieved; the person moves up to level four
pilfering, alcoholism, insubordination, misuse of and then five. However, if levels one through three
equipments and other company resources, and are not met, the person becomes dissatisfied with
negligence. The goal of discipline is behavior their job. When satisfaction is not found, the person
modification, that is, to modify unacceptable becomes less productive and eventually quits or is
behavior and misconduct fired. Achievement, advancement, recognition,
growth, responsibility, and job nature are internal
Employee discipline motivators. These are the last two levels of "Howletts
Hierarchy." They occur when the person motivates
According to Richard D. Calhoon, themselves (after external motivation needs are met.)
“Discipline is the force that prompts individuals or An employer or leader that meets the needs on the
groups to observe rules, regulations, standards and "Howletts Hierarchy" will see motivated employees
procedures deemed necessary for an organization.” and see productivity increase. Understanding the
definition of motivation, and then applying it, is one
Therefore discipline means securing of the most prevalent challenges facing employers
consistent behaviour in accordance with the accepted and supervisors. Companies often spend thousands of
norms of behaviour. I am sure you will agree that dollars each year hiring outside firms just to give
discipline is essential in every aspect of life. It is motivation seminars.
equally essential in industrial undertakings.
SCOPE OF THE STUDY
Simply stated, discipline means orderliness. • The study is confined and relevant only to Hero
It implies the absence of chaos, irregularity and MotoCorp Ltd. (Formerly Hero Honda Motors
confusion in the behaviour of workers. Ltd.)not applicable to any organization.
• The study covers motivational practices in Hero
Let us examine another definition by MotoCorp Ltd. (Formerly Hero Honda Motors
Ordway Tead, “Discipline is the orderly conduct of Ltd.)at various levels of employees.
affairs by the members of an organization who • The study assists the management in determining
adhere to its necessary regulations because they the decision regarding the performance of the
desire to cooperate harmoniously in forwarding the employee.
end which the group has in view, and willingly II. OBJECTIVES OF THE STUDY HERO
recognize that, to do this, their wishes must be LIMITED:
brought into a reasonable unison with the
requirements of the group in action.” 1. To find out the present motivation level of the
employees in Hero MotoCorp Ltd. (Formerly
Hero Honda Motors Ltd.).
NEED OF THE STUDY:
2. To find out the blockages for the motivation (i.e:
discipline).
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3. To suggest measures for improvement of the Examples of this research. Any source of
motivation as a discipline Point; information can be used in this study although most
4. To study the hygienic and motivational contentstudies of this nature rely heavily on secondary data
factors. sources and survey research.
5. To study about the Company History,
Mission, Vision, and Objectives. 2. Primary Source: Discussions with plant staff,
6. To understand HR Department. Interviews, Questionnaire administered.
7. To know what company contributing
3. Secondary Source: Journals Magazines and
for the Quality of work life.
articles from prominent newspapers.
8. To evaluate the effectiveness and
understand the perception of employees Population and Sample: There are 140 Officers &
towards the employee discipline. Supervisors and 100 Managerial staff .The
9. To suggest measures for further questionnaire is administered to 100 Officers and
improvement of employee discipline. Supervisory staff and 100 Managerial staff.
3.SAMPLE DESIGN
III. METHODOLOGY
a) Sampling unit: the study is directed
The basic principle in the research has been towards the executive of managerial level.
adopted in the overall methodology. The
following methodology has been used for b) Sample size: sample size of 100 is
meeting the requirements, taken in this study
• Defining objectives 4)DATA ANALYSES
• Developing the
information sources Simple analysis method is followed for
analyzing the data pertaining to different dimensions
• Collection o information
of employees. Simple statistical data like percentage
• Analysis of information
are used in the interpretation of data pertaining to the
• Suggestion
study. The results are illustrated by means of bar
The methodology followed for
charts.
collection, analysis under interpretation of
data in explained below. LIMITATIONS OF THE STUDY:
1. RESEARCH DESIGNS There are certain limitations of the concept
of empowerment. It may be cost consuming in
There are generally three categories of
selecting personnel, training costs and labor costs
research based on the type of information required,
may be high, it may result in slower or inconsistent
they are
services and poor use of the technique of
1. Exploratory research empowerment.
2. Descriptive research At the outset, Managers must also accept the
fact that not all employees want to be empowered.
3. Casual research Many workers just work better in jobs that are clearly
defined and closely supervised. Once both
The research category used in this project in employees and managers have received proper
descriptive research, which is focused on the accurate training, the next step is go give employee’s control
description of the variable in the problem model. of the resources needed to make the improvements in
Consumer profile studies, market potential studies, their job and work processes.
product usage studies, Attitude surveys, sales
analysis, media research and prove survey s are the,
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By giving employees information, resources the intense guilt of having caused everyone pain
and training and by following with measurements and (again); as such, through highly painful physical
reinforcement, Human Resources can create an punishment (or physical fitness training) equally
empowered environment. But Empowerment should applied to all, equal effort, or discipline, is created,
be continuous process like qualityimprovement and it and thus results in a very deep friendship being
is like a race without a finish line. Those companies created through out the chain of command for their
that take the first step by creating an environment equal effort, or discipline, to achieve a mission.
conductive to empowerment will be at the head of the
pack On the other hand, continued violators, which are
rare (given a non-elite mission), are "thrown out,
IV. METHODS OF DISCIPLINE good for nothing but to be trampled upon" by the
"salty", or disciplined (Matthew 5:13). And yet, the
Military discipline much more common outcome is a very deep
friendship being created through out the chain of
Discipline refers to systematic instruction, or orders, command as a result of their discipline, or equal
given to a person to follow a particular code of effort, and related hard work and accomplishment
conduct, equally applied to all, to achieve a mission. (eg. kung fu), to achieve a mission, especially among
When a group of people are well-disciplined then elite units, such as the U.S. Navy Seals.
they all contribute equal effort to achieve a mission.
When people contribute equally, a very deep School discipline
friendship is created among them, like the very deep
friendships which exist in the military. School discipline refers to regulation of children and
the maintenance of order ("rules") in schools. These
On the other hand, if the orders of a civilian officer rules may, for example, define the expected standards
are not carried out, then the punishment applied is of clothing, timekeeping, social behavior, homework
usually just a verbal reprimand, or much less assignments, tests, and work ethic. The term may also
frequently, a fine or firing. Such verbal (or monetary) refer to the punishment that is the consequences of
punishments are of little consequence, even counter- violating the behavior code, or to the administration
productive, causing resentment toward civilian of such punishment, rather than to behaving within
officers who make these types of reprimands because the school rules.
the violator always has the option of going elsewhere
for employment, and thus does not learn (or earn) the Church discipline
friendship of discipline (here or elsewhere).
Church discipline is a response of an ecclesiastical
On the other hand, in the military, where employment body to some perceived wrong, whether in action or
isn't optional after signing on, failure to follow orders in doctrine. Its most extreme form in modern
always results in highly painful physical punishment churches is excommunication. Church discipline can
(or physical fitness training) which is applied not just also refer to the rules governing some ecclesiastical
to the violator alone, but to the entire unit of which order, such as priests or monks, such as clerical
that violator is a part (for their lack of teamwork). celibacy.
Therefore, most importantly, the violator begins to
feel intense guilt for having been the unjust cause of Employment discipline
highly painful physical punishment applied to all
equally. Why? Because the chain of command is only In UK employment matters, a discipline hearing
as strong as it's weakest link, or said more (otherwise known as a disciplinary hearing) is
holistically, "the first shall be last and the last shall be conducted by an employer when it is alleged that an
first" (Matthew 19:30). Thereafter, the violator employee has fallen below the required standard in
begins to contribute equal effort to a mission to avoid an aspect relating to their employment. A discipline
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hearing can be instigated regarding an issue of
misconduct or poor performance. The employee is
allowed to respond to the allegations during the Self-discipline
discipline hearing.
Self-discipline refers to the training that one gives
Education of The Will oneself to accomplish a certain task or to adopt a
particular pattern of behavior, even if one would
The following are summary notes, taken many years rather be doing something else. For example, denying
ago by L.B. Beattie from an old English version of oneself an extravagant pleasure in order to
Education of The Will: accomplish a more demanding charitable deed is a
display of self-discipline. Thus, self-discipline is the
• Ideas must be colored with passion in order assertion of willpower over more base desires, and is
to influence Will. usually understood to be synonymous with self
• The enemies of Will are distaste of effort – control. Self-discipline is to some extent a substitute
lack of persistence – sensuality, apathy, for motivation, when one uses reason to determine a
idleness, and laziness. best course of action that opposes one's desires.
• Laziness abhors any definite direction. Virtuous behavior is when one's motivations are
Strong Wills have a definite chief aim. Will aligned with one's reasoned aims: to do what one
power comes from thinking one's own knows is best and to do it gladly. Continent behavior,
thoughts. on the other hand, is when one does what one knows
• Deep happiness comes from well-regulated is best, but must do it by opposing one's motivations.
activity. The Will loves thoughts covered Moving from continent to virtuous behavior requires
with feeling – emotions – color – dynamics. training and some self-discipline
• The art of thinking is to organize and
classify. Issues to Consider in Employee Disciplinary
• We must turn words into living images. Actions
• Action, by itself, with no plan or direction,
is as powerless as inaction. As a communication tool with employees, an
employee reprimand must be fair. Employers need to
• Lack of time may be traced to indefinite
ideas about what is to be accomplished. make certain that they are using the tool
appropriately and that certain conditions exist for its
• Work well done is renewing – energy
effective and successful use.
creating.
• Walking is conducive to creative work.
• Employee job descriptions must exist that
• To be able to bear pain is one of the highest
spell out the required area of
forms of Will. Painful exercise develops
performance for which the employee is
Will (self-discipline).
receiving the reprimand. If the problem
• Lazy people miss the joys of rest after hard
performance is occurring in a non-essential
work.
job function, this needs consideration – or a
• Laziness is perpetual letting go of self.
rewritten job description.
• The lazy, hypnotized individual can be seen
• The employee reprimand must be
walking around in a fog of habit.
congruent with the disciplinary action
• We lack not in abundance of methods, we
process described in the employee
lack in choosing one and sticking with it.
handbook. Well-written employee
• Pleasure may be a feeling of dominance handbooks suggest potential disciplinary
over self; a superabundance of energy, a actions, but allow the employer latitude
feeling of something perfect – when we depending upon the circumstances of the
produce more power than we can consume. employee's actions or performance. No
Volume X Issue VIII AUGUST 2021 Page No : 407Science, Technology and Development ISSN : 0950-0707
disciplinary actions should be promised or An employee reprimand, used appropriately, as part
deemed essential. A list of required of a series of disciplinary actions, can help an
disciplinary actions hobbles the employer's employee improve his or her performance and rejoin
ability to remove an employee who is not the ranks of performing employees.
performing. They may make lawyers happy
but they cause unnecessary pain for the non- Child discipline is the set of rules, rewards and
performing employee, his or her coworkers, punishments administered to teach self control,
and the organization. increase desirable behaviors and decrease undesirable
• Company past practices, in similar behaviors in children. In its most general sense,
situations with other employees, must be discipline refers to systematic instruction given to a
consistent with the current employee disciple. To discipline thus means to instruct a person
reprimand. Inconsistency is potential to follow a particular code of conduct. While the
grounds for charges of discrimination, if purpose of child discipline is to develop and entrench
employees in a protected group are over- desirable social habits in children, the ultimate goal is
represented in disciplinary action cases. If to foster sound judgement and morals so the child
you discover this is so, relook at your hiring will develop and maintain self discipline throughout
practices, policies, and any other the rest of his or her life.
employment practice that may be a red flag
for discriminatory treatment. Child discipline is a topic that draws from a wide
• The degree or type of disciplinary action range of interested fields, such as parents, the
taken fits the employee performance professional practice of behavior analysis,
issues. An attorney once asked me why a developmental psychology, social work, and various
client company provided increasing amounts religious perspectives. Because the values, beliefs,
of time off from work for employees who education, customs and cultures of people vary so
had attendance problems. The question did widely, along with the age and temperament of the
cause me to rethink the practice, but in child, methods of child discipline vary widely.
fairness to employers, options are limited
when employee violation of rules and In western society, there has been debate in recent
policies is the issue. years over the use of corporal punishment for
children in general, and increased attention has been
What’s important, beyond consistency in given to the concept of "positive parenting" where
similar situations, is to strive to make the good behaviour is encouraged and rewarded.
disciplinary action “fit the crime.” For
example, a company car was removed from V. DATA ANALYSIS AND INTERPRETATION
an employee’s use for a period of time
because the employee had charged the 1. Is the physical working conditions are taken care
company’s EZPass tag for a personal trip, by superiors?
thus charging the company for her personal
A) Yes B) No C) Some time D) Can’t say
tolls. In a second example, an employee was
removed from two company committees on PARTICULARS RESPONDENTS
which he enjoyed serving, because his
tardinesss and absenteeism affected his YES 40
regular work day. In a third, an employee
lost the upfront use of the company credit NO 25
card because his expenditures violated the
company code of conduct. SOME TIME 25
CAN’T SAY 10
Volume X Issue VIII AUGUST 2021 Page No : 408Science, Technology and Development ISSN : 0950-0707
Analysis
Analysis
25% agreed with the above proposal
40% agreed with the above proposal
50% disagreed with the above proposal
25% disagreed with the above proposal
25% may be may not
25% may be may not
0% can’t say
10% can’t say
Interpretation:
Interpretation:
A few Number of Employees is saying that they
More Number of Employees is saying that the accustomed to work under many supervisors for the
physical working conditions are taken care by same nature of work.
superiors only.
3. Do you feel to do your duty out of your
2. Are you accustomed to work under many commitment to job because of the fear of survival?
supervisors for the same nature of work?
A) Yes B) No C) Some times
A) Yes B) No C) Some time D) Can’t say
PARTICULARS RESPONDENTS
YES 30
PARTICULARS RESPONDENTS
NO 70
YES 25
SOME TIME 0
NO 50
SOME TIME 25
CAN’T SAY 0
Volume X Issue VIII AUGUST 2021 Page No : 409Science, Technology and Development ISSN : 0950-0707
Analysis in almost all aspects are concentrated in somewhat
ready group
30% agreed with the above proposal
BIBLIOGRAPHY
70% disagreed with the above proposal
1) P. Subba Rao, Personneland Human
Interpretation: Resources Management, Himalaya
Publishing House, 2001.
A few Number of Employees is saying that they
2) BiswajetPatnayak, Human Resources
feel to do your duty out of your commitment to
management, Pentice-Hall Of India-2002.
job because of the fear of survival
3) ArunMonappa, Mirza. S. Saiyadain,
VI. CONCLUSIONS Personnel Management, Tata Mc Graw-Hill
Publishing Company Ltd, 1998.
In the above perspective, the present chapter makes 4) Annual Reports and Magazines of ultra tech
an attempt to draw some conclusions. It should be cements.
confessed here that the investigator is conscious of 5) William. B. Werther, Jr. Keith Davis,
the limitations of the study and the conclusion drawn Human Resources And Personnel,1999
on the basis of the sample from a single unit cannot 6) Management, Tata Mc Graw –Hill
be generalized about the entire manufacturing sector. Publishing Company Ltd, 1998.
7) C.R.Kothari, Research Methodology, Vikas
The study examines the readiness for employee Publishing House,2000
empowerment in six aspects, namely effective 8) K. Aswathappa, Human Resource &
Communication, Value of people, Clarity , Concept Personnel Management. The Mc Graw-Hill
about power, Information and Learning. companies, 2004.
A perusal of data pertaining to combination makes us
to conclude that the Executives have agreed to the Websites:www.indianemployee.org
effective down ward communication flow, which is a
prerequisite for empowerment. www.themanagementor.com
With regard to value of people, the analysis leads to www.google.com
the conclusion that the Executives give a reasonable
value to the Human Resources in the Organization. www.hr.com
However, in respect of concept about power, they are
www.hero.com
some what agreed to share the power.
As far as information sharing with lower rungs is
concerned, they are very positive.
One significant conclusion with regards to learning
opportunities, which is a basic for empowerment, is
that the executives are favorable and feel that
sufficient learning opportunities should be there for
the rank & file.
As far as clarity is concerned, the executives are
somewhat agreed i.e., neutral. The aspect wise
percentage analysis leads to the conclusion that the
organization is somewhat ready for employee
empowerment because the majority of the Executives
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