(a) Fixation of Responsibility – the responsibility for sustaining discipline in the organization should be given to a responsible person, say personnel officer.

(b) Proper Framing & Communication of Rules – the rules and regulations should be cautiously and accurately formulated and published in employee handbooks.

(c) Rules and Regulations Should be Reasonable – the work standards set Should be attainable by the employees and the rules be modified at frequent intervals to suit the changing organizational circumstances.

(d) Equal Treatment – Rules and penalties should be applied equitably. Identical punishment should be granted for identical offences.

(e) Prompt Action – care should be taken to make sure that the penalty is imposed soon after the violation of a rule has occurred.

(f) Search for the Facts – before proceeding to take any action against an employee , provide him with sufficient time to present his side of the case i.e. What and why it Happened ….?

(g) Natural Justice – the punishment or penalty imposed on the indisciplined worker must satisfy the principle of natural justice. The punishment should always justify with the gravity of the offence.