It has been argued by Michael Gibbons that prescriptive, inflexible regulation have been found to be unsuccessful, with respect to the disciplinary procedures. This argument had been placed in the Gibbons Review, the main aim of which was focused on simplifying and improving each and every single aspect related to resolution of dispute in employment for both, employees as well as the employer (Hall and Purcell, 2012). With the introduction of Employment Act 2002, businesses of small size had been found expressing their worries regarding the level of expertise and resources needed for being in compliance with the legislation.
After one year on the implementation of these regulations in the year 2004, it has been claimed that a number of organizations had been settling cases that could have been won by them. This is mainly due to the fact that they had been afraid of the high costs to be distributed to the tribunals (Barrett, 2000). There had also been a perception that the tribunals allowed vexatious and weak claims for being heard. However, it has also been found that with the introduction of these procedures, there will be certain benefits involved as well.
This essay will be evaluating the function and nature of disciplinary procedures, and the purpose behind maintenance of discipline in employment.
In the most basic sense, discipline is referred to as a systematic instruction with an intension of training an individual, at times that is referred to as a disciple, or for following a specific order or code of conduct by threatening the individual by punishment for ensuring that the provided instructions are being carried out (Hall and Purcell, 2012). This can be done by asserting the will power in comparison with more basic desires and is mostly understood for being the synonym of self- control.