GOVERNMENT COLLEGE OF NURSING

RAIPUR(C.G.)
SUBJECT: NURSING EDUCATION
SYMPOSIUM ON
RECRUITMENT & DISCIPLINE OF NURSING INSTITUTION

SUBMITTED TO SUBMITTED BY
MRS. DEEPIKA KUMAR MS. REETA SAHU
ASSISTANT PROFESSOR M.SC. NURSING PREV. YEAR
GOVT. COLLEGE OF NURSING, RAIPUR(C.G.) GOVT. COLLEGE OF NURSING, RAIPUR(C.G.)
LESSON PLAN ON RECRUITMENT AND DISCIPLINE OF NURSING INSTITUTION
Name of subject teacher : Mrs. Deepika Kumar
Name of student teacher : Ms. Reeta Sahu
Name of subject : Nursing Education
Name of Unit : Unit-XIII, Management of Nursing Educational Institutions
Name of Topic : Recruitment & Discipline of Nursing Institution
Class/Group/Batch : M.Sc. Nursing Previous year
Date/Time : / /
Venue : Government College of Nursing, Raipur(C.G.)
Previous Knowledge : The student have some knowledge about the topic Recruitment & Discipline of Nursing
Institution
Method of Teaching : Lecture, Discussion
Audiovisual Aids : Blackboard, Liquefied Crystal Display
GENERAL OBJECTIVE: After teaching the students will gain knowledge about the topic Recruitment & Discipline of

Nursing Institution

SPECIFIC OBJECTIVES: After completion of class the students will be able to:
1. Introduce with the topic Recruitment
2. State the term Recruitment
3. Enlist the types of Recruitment
4. Discuss Recruitment Policy
5. Explain the planning for Recruitment
6. Describe the Recruitment methods
7. Enlist the disadvantages of field trip
8. Define the aims and objectives of discipline
9. Discuss the principles of disciplinary action
10. Narrate the components of a disciplinary action programme
11. Explain the Employee code of conduct
12. Describe the Penalties
13. Discuss the approaches of Discipline
14. Enumerate the Self discipline
15. Explain the processes dealing with disciplinary problems.
16. Explain the disciplining inconsistently
17. Discuss the cause of disciplinary proceedings
18. Enlist the stages of disciplinary proceeding enquiry.
19. Conclude the topic
S. TIME SPECIFIC CONTENT TEACHING A.V. EVALUATION
NO. OBJECTIVES LEARNING AIDS
ACTIVITY

RECRUITMENT
1 30 sec. To introduce with INTRODUCTION: Lecture and LCD Give brief introduction
the topic Recruitment is a process of securing applicants to fill discussion about Recruitment.
Recruitment vacant positions. It covers both the filling of new and
replacement of previously established posts which fall
vacant.
2 30 sec. To state the term MEANING: Lecture and LCD What do you meant by
Recruitment Recruitment links analysis of staffing needs and job discussion the term Recruitment?
analysis with selection. Ideally the purpose of
Recruitment is to locate and attract enough qualified
applicants Recruitment to provide a pool from which the
required no of individual can be selected.
3 30 sec. To Enlist the types TYPES: Lecture and LCD What are the types of
of Recruitment 1. Intervart Recruitment: transfer and promotion Listening Recruitment?
2. Extravert Recruitment: direct unsocialted
applications, employment agencies labour contract
advertise.
4. 3 min. To discuss RECRUITMENT POLICY: Lecture and LCD What are the elements of
Recruitment Policy It has been accepted that there is need for a sound discussion Recruitment Policy?
recruitment policy, because faulty recruitment policy
inflicts a permanent weakness upon the administration the
latter virtually becomes a heaven for the dull and
incompetent.
The basic elements of sound recruitment policy should
 include the following:
 Discovery and cultivation of the employment
market for posts/ marketing a job in the public/
private services.
 Use of attractive recruitment literature and
publicity.
 Use of scientific tests for determining abilities of
the candidates
 Tapping capable candidates from within the
service.
 Placement programme which assigns the right
man to the right job end.
 A follow up probationary programme as an
integral part of the recruitment prcess.
5. 5 min. To explain the PLANNING FOR RECRUITMENT: Explanation and LCD Explain the planning for
planning for listening recruitment?
 The shortage of nurses highlighted the need for
Recruitment health agencies to actively market nursing
positions to available applicants.
 Marketing is a planned approach to promote an
exchange relationship with a desired consistuency.
 Marketing encompasses four concepts i.e.
product, place, promotion and price (Barigar
1990).
 To market employment to employment to
professional nurses, the recruiter should describe
the product as a nursing position with opportunity
for personal adventure, professional enrichment
and social expansion that can be shaped to satisfy
an incumbent’s needs and showcase her or his
abilities.
  In addressing place the agency and the nursing
unit should be described as settings for high
quality care of selected types of patients and
enriching professional experience for nurses of the
applicants’ description.
 In planning promotion of the job to applicants the
recruiter must decide who can most persuasively
convey what facts about the job and when and
how this information should be transmitted to
attract the highest quality candidates.
 Marketing job, the price factor should include
present salary, insurance benefits, in-service
education opportunities, pension or retirement
provisions and promotional opportunities.

6 6 min. To describe the RECRUITMENT METHODS: Lecture and LCD What are the Recruitment
Recruitment Health agencies use multiple methods to recruit needed discussion methods?
methods employees as follows:
1. Advertising
2. Career- day programmes
3. Open-house
4. Employee referrals
5. Selection
6. Interviewing
7. Pre- employment interviewing
8. Pre- employment tests
9. Orientation
10. Promotion
1. Advetising: by giving advertisements in news
papers of local, regional, national and
international levels and journals advertisements.
The advertisements should be designed in such
way that it arouses the interest of potential
candidates the media of advertisements should be
selected care fully.

2. Career: day programme: in some places hold,

annual career day programmes, during which
recruiting officers from local health agencies
inform senior students about employment
opportunities in those organizations.

3. Open house: it is show case of the opening of a

new service educational programme, if health
agency is well organised, and their settings will be
attractive to idealistic and service- oriented nurses.
Invitation to an open house may be sent to
individual nurse, group of speciality nurses,
profile, organisation, final year student nurses
school/ colleges to attend open house for
recruitment.

4. Employee referrals: it is a method in which the

present staff recruit their nurse acquaintences that
is recruites who wishes to fill positions in a
particular nursing unit.

5. Selection: selection is a negative process personal

selection is the process of choosing from several
candidates the one to be employed in particular
 positions. Actually the selection process starts
when applications are receiving are received and
screened in the personnel department. The steps
which constitute the employee selection process
are the following.

Interview by personnel department

 Pre- employment tests
 Interview by department head
 Decision of administrator to accept
 Medical examination
 Check for references
 Issue of appointment orders
 Interviewing: this is main process in
recruitment.

DISCIPLINE

6 1 min To enlist the INTRODUCTION: One method by which a nurse Lecture and LCD What do you mean by
disadvantages of manager can control subordinates behaviour is to invoke discussion Discipline?
field trip official disciplinary procedure. Discipline can be self-
control by which an employee brings his or her behaviour
into agreement with the agency’s official behaviour code,
or it can be a managerial action to enforce employee
compliance with agency rules and regulations.

DEFINITION:
 Discipline is defined as a training or moulding of
the mind and character to bring about desired
behaviours.
 Discipline refers to working in accordance with
 certain recognized rules, regulations and customs,
whether they are written or implicit in character.

7 2 min To define the aims AIMS AND OBJECTIVES OF DISCIPLINE: Lecture and LCD What are the aims and
and objectives of The aims and objectives of discipline are: discussion objectives of discipline?
discipline 1. To obtain a willing acceptance of the rules,
regulations and procedures of an organization so
that organizational goals can be achieved.
2. To impart an element of certainty despite several
differences in informal behaviour patterns and
other related changes in an organization.
3. To develop among the employees a spirit of
tolerance and a desire to make adjustments.
4. To give and seek direction and responsibility.
5. To create an atmosphere of respect for the human
personality and human relations.
6. To increase the working efficiency and morale of
the employees so that their productivity is stepped
up, the cost of production brought down and the
quality of production improved.

8 7 min. To discuss the PRINCIPLES OF DISCIPLINARY ACTION: Lecture and LCD What are the principles
principles of 1. Have a positive attitude: discussion of disciplinary action?
disciplinary action The managers attitude is very important in
preventing or correcting undesirable behaviour.
People tend to do what is expected of them.
Therefore the manager must maintain a positive
attitude by expecting the best from the staff.
2. Investigate carefully:
The ramification of a disciplinary action are
serious. If a staff nurse is disciplined unfairly or
unnecessarily the effects on the entire staff nurse
 may be severe. Therefore managers must proceed
with caution. They should collect facts, check
allegations and even ask the accused employees
for their side of the story.
3. Be prompt:
If the disciplinary action is delayed, the
relationship between the punishment and the
offense becomes less clear.
4. Protect privacy:
Disciplinary actions affect the ego of the staff
nurse. Discussing the situation in a private, causes
less resentment and greater chance for future co-
operation. However a public reprimand may be
necessary for the nurse who does not take private
criticism seriously.
5. Focus on the act:
When disciplining a staff nurse, the manager
should emphasize that it was the act that was
unacceptable, not the employee.
6. Enforce rules consistently:
Consistency reduces the possibility of favouritism,
promotes predictability, and fosters acceptance of
penalties.
7. Be flexible:
Individuals and circumstances are never the same.
A penalty should be determined only after the
entire record is reviewed.
8. Advise the employee:
The employees must be informed that their
conduct is not acceptable. Anecdontal notes can
be of little value if the staff nurse is not informed
of the contents promptly.
 9. Take corrective, consistent action:
The manager should be sure that the staff nurse
understands that the behaviour was contrary to the
organizations requirements.
10. Follow up:
The manager should quietly investigate to
determine whether the staff nurse behaviour has
changed. If not, the manager should determine the
reason for the nurse’s attitude.

9 1 min. To narrate the COMPONENTS OF A DISCIPLINARY ACTION Lecture and LCD What are the components
components of a PROGRAM: listening of a disciplinary action
disciplinary action 1. Codes of conduct: the employees must be programme?
programme informed of codes of conduct. Agency handbooks,
policy manuals, and orientation programs may be
used.
Eg. Employee code of conduct
2. Authorized penalties: the agency’s disciplinary
action program should indicate that the current
action is being administered without bias and is
directly related to the offence.
3. Records of offences and corrective measures:
The personnel record should clearly indicate the
offense, managements efforts to correct the
problem and the resulting penalties.
4. Right of appeal: formal provision for right of
employee appeal is a part of each disciplinary
action program.
10 1min. To explain the EMPLOYEE CODE OF CONDUCT: Lecture and LCD Give the brief
Employee code of  The basic pre-requisites for effective discipline is discussion explanation about
conduct employee awareness of agency rules and Employee code of
regulations governing employee behaviour. conduct
 Behaviour rules should be written in clear and
concise language, incorporated in a hand-book
and given to new employees during induction,
posted in each work unit and discussed with
employees by manager of each unit.
 The significance of code of conduct is that each
employee should behave and perform in a way
that preserves the company values and
commitments.

11 30 sec. To describe the PENALTIES:

Penalties  Oral reprimands: for minor violations that may Lecture and LCD Describe briefly about
have occurred for the first time, managers may opt discussion Penalties.
give an oral warning in private. When oral
warning is given, the nurse manager is advised to
to make an anecdontal record of time, place,
occasion and gist of the reprimand.
 Written reprimand: if the offense is more severe
or repeated, the reprimand may be written. The
written notice should include the name of the
employee, name of manager, nature of the
problem, the plan for correction, and
consequences of future repetition. The employee
has to sign it, to indicate that the employee has
read it. A copy should be given to the employee
and one retained for the personnel file. If again the
terms are not met, other penalties will probably be
necessary.
  Other penalties:
 Fines may be charged for offences such as
tardiness.
 Loss of privileges might include transfer to a
less desirable shifts and loss of preference for
assignments.
 Demotion is a questionable solution. It creates
hard feelings which may be contagious and
more likely places offenders in a position for
which they are overqualified.
 Suspension: for a period of time.
 Withholding increment.
 Termination(dismissal): permanent termination
of services.

12 5 min. To discuss the APPROACHES OF DISCIPLINE: Lecture and LCD What are the approaches
approaches of 1. Traditional approach discussion of Discipline.
Discipline It emphasizes punishment for undesirable
behaviour. The purposes of traditional discipline
are punishment for sin, enforce conformity to
custom, the strengthen authority of the old over
the young. Here discipline is always applied by
superiors to subordinates, the severity of
punishments is designed to be proportional to the
severity of the offense, and when no single
individual admits to the violation, the whole group
is punished to motivate group members to identify
the violator or punish him or her themselves.
2. Developmental approach
It emphasizes discipline as a shaper of desirable
behaviour. The purpose of developmental
discipline is to shape behaviour by providing
 favourable consequences for the right behaviour
and unfavourable consequences for the wrong
behaviour; and avoidance of physical punishment,
protection of the rights of the accused and
replacement of arbitrary individual judgements of
guilt.
3. Positive discipline approach
 It is based on the assumption that an employee
with self- respect, respect for authority, and
interest in the job will adhere to high quality work
standards; and when an interested, respectful and
self respecting worker temporarily strays from
his/her usually highs standards, a friendly
reminder is enough to redirect their efforts in the
desired direction.
 Organizations that have employed a positive
discipline have noted a subsequent decrease in
absences, dissmisals, disciplinary actions,
grievances and arbitration, along with
improvement of employee morale.
4. Self controlled discipline approach
The employees bring his or her behaviour into
agreement with the organizations behavioural
official code i.e. the employees regulate their own
activities for the common good of the
organization. As a result human beings are
reduced to work for a peak performance under self
controlled discipline.
5. Enforced discipline approach
A managerial action enforces compliance with
organisations rules and regulations i.e. it is a
common discipline imposed from the top. Here
 the manager exercises his authority to compel the
employees to behave in a particular way.

13 2 min. To enumerate the SELF DISCIPLINE Questioning and LCD What is Self Discipline?
Self discipline It refers to one’s effort at self control for the purpose of answering
adjusting oneself to certain needs and demands. This form
of discipline is based on two psychological principles.
First, punishment seldom produces the desired results.
Often it produces undesirable results. Second, a self-
respecting person tends to be a better worker than one
who is not.

CONSTRUCTIVE VS DESTRUCTIVE DISCIPLINE

Constructive discipline (positive discipline) uses
discipline as a punitive measure. The primary emphasis
here is assisting employees to behave in a manner that
allows them to be self-directive in meeting organizational
goals.
Destructive discipline (also called enforced or negative
discipline): if employees are forced to follow the rules
and regulations of the organization by inducing fear in
them, then it is termed as negative discipline.

14 5min. To explain the DEALING WITH DISCIPLINARY PROBLEMS Lecture and LCD What are the process
processes dealing Disciplinary action may be ineffective because of listening dealing with disciplinary
with disciplinary methodological weakness or of procedural omissions by problems?
problems. the manager. Methodological problems result from
improper documentation of disciplinary interview and
procedural problems from failure to apply discipline in a
timely fashion and to follow due process.
1. Disciplinary conference
It is a group discussion using both directive and
 non-directive interview techniques. It is
damaging to employee’s self-esteem to receive
criticism from an authoritative figure. Thus a
disciplinary conference is anxiety provoking
situation for both employee and the manager.
2. Disciplinary letter
It is a letter send to the nurse/ employee
immediately after the conference, documenting
the interview content from the managers
viewpoint. It is needed as sometimes employee’s
anxiety may block perception of the painful
feedback offered by the manager.
3. Model standing orders
It specifies the terms and conditions which govern
day to day employer- employee relationship,
infringement of which could result in a charge of
misconduct.
4. Errors in disciplining employees
The frequent errors encountered while disciplining
the employees are:
 Delay in administering discipline.
 Ignoring rule violation in hope that it is an
isolated event.
 Accumulations of rule violation, causing irritated
manager to “blow up”
 Administering sweetened discipline.
 Failure to administer progressively severe
sanctions.
 Failure to document disciplinary actions
accurately.
 Imposing discipline disproportionate to the
seriousness of the offense.
15 5 min. To explain the DISCIPLINING INCONSISTENTLY Lecture and LCD Give the brief
disciplining Disciplinary Proceedings Enquiry in Management listening explanation about
inconsistently CCSR (CENTRAL CIVIL SERVICES RULES) AND disciplining
KCSR (KARNATAKA CIVIL SERVICES RULES) inconsistently.

GENERAL CIVIL SERVICES RULES

 The essence of Government service is the sense of
discipline to which all Government employees are
subject and it is related to the employees code of
conduct and discipline.
 Article 311 of the constitution enumerates two
fundamental principles upon which the whole
procedural law concerning departmental
punishments on civil servants rests.
 The first clause of the article contains the
guarantee that no civil servant shall be dismissed
or removed by an authority subordinates to that by
which he was appointed.
 The second clause guarantees to him a reasonable
opportunity of defence on the charges against him,
supplemented by a second opportunity of showing
cause why such a punishment should not be
imposed on him, if after enquiry it is proposed to
dismiss or to remove or to reduce him in rank.
 Only the appointing authority can impose major
punishment (dismissal, removal or reduction in
rank). The power of punishment can never be
delegated.
 Enquiry officer is a officer subordinates to the
appointing authority; who conducts formal
enquiry about the charges on the charged officials.
 The enquiry report contains findings of the
charges, but there should be no recommendations
about the punishment.

16 1 min. To discuss the CAUSE OF DISCIPLINARY PROCEEDINGS Lecture and LCD What are the cause of
cause of A. Acts discussion disciplinary proceedings?
disciplinary 1. Acts amounting to crimes
proceedings Eg. Bribery, corruption
2. Acts amounting to misdemeanour
Eg. Misbehaviour, insubordination,
disobedience
3. Acts amounting to misconduct
Eg. Violation of conduct rules or standing
orders
4. Omissions
Eg. Habitual late attendance, irresponsibility,
negligence.

17 5 min. To enlist the stages STAGES OF DISCIPLINARY PROCEEDING Lecture and LCD What are the different
of disciplinary ENQUIRY discussion stages of disciplinary
proceeding 1. Preliminary enquiry proceeding enquiry.
enquiry. 2. Decision to start formal departmental enquiry
3. Suspension
4. Charge sheet and its service
5. Appointment of enquiry officer
6. Written statement of defence
7. Recording of evidence by the enquiry officer
8. Personal hearing of charged official
9. Report of enquiry officer
10. Show cause notice by the disciplinary authority
11. Reply to show cause notice and decision thereon
12. Review of punishment order
 13. Appeal or revision
14. Reinstatement and restitution
15. Show cause notice against withholding of
emoluments for suspension period in the case of a
reinstated.

18 1 min. To conclude the CONCLUSION Questioning and LCD Conclude the topic.
topic Discipline is the most intimate term needed by all answering
organisations. Management should also know the issues
and challenges commonly occurring and the ways to
resolve and bring discipline and harmony in the
organisation.
BIBLIOGRAPHY
1. Basavanthappa BT ,”Nursing Education”, Jaypee Brothers Medical Publishers;2003,page no.
2. Bhaskara Raj Nima Bhaskar D. Elakkuvana, “Textbook Of Nursing Education” Emmess Medical Publishers,
page no. 466-470
3. Sharma Suresh K. Reena Sharma, ”Communication and Educational Technology in Nursing”, Elsevier publisher,
page no.
4. Sudha R. ”Nursing Education Principles and Concepts”, first edition, Jaypee Brothers Medical publishers, page
no. 352, 355
5. Neeraja K. P. “Textbook of Nursing Education”, Jaypee Brothers medical publishers, page no.