This article will deal with the subject of discipline in an organization which is going to be understood as the training that corrects and shapes the activities and behavior of all employees, so that their individual efforts are better directed towards cooperation and performance.

A first type of discipline is the preventive call, in which the organization makes every effort to ensure that employees comply with the rules and procedures to avoid inconvenience. This seeks to promote self-discipline instead of imposing methods to avoid disorders or future problems. This type usually needs such time and attendance software.

The company's personnel department must ensure preventive discipline, developing programs to avoid absenteeism or accidents, or communicating to the employees the new rules that must be followed within the organization. Likewise, you must explain and support them so that there is a perfect match between what is sought and what is done.

The same personnel department must take care of the regulation, of course, adjusting to the rights that the personnel have since it is not convenient to create meaningless or other prohibitions that may cause a general malaise in the workers. That is, more than standards, recommendations on how an activity or work can be performed in a better way.

A second type of discipline is what is known as corrective where an action or procedure is performed after a rule has been violated. This means that the mistake is not committed again and it is guaranteed that the rule will never be broken again. The most common disciplinary action taken in these cases is to punish the person who generated the problem, either by suspending it or warning it so that it does not commit the fault again.

However, it is not enough just to punish. This action must be sustained so that a climate of justice and equity reigns. If a fault was committed by a messenger and another by a supervisor, there should be no inequality when sanctioning both people. This creates an environment in which all employees will notice that the same rules apply throughout the organization.

In any case, the notion of punishment as such must disappear within the corporate culture. Instead of reprimanding, corrective discipline should educate, correct, encourage employees so that mistakes do not happen again. Otherwise, an environment of dissatisfaction, rejection, fear and apathy will be created both for the supervisor and the rules he represents.

When there is no solid support to justify a sanction, the company's union enters into the "game" and fights because there are no injustices that harm the interests of its members. To avoid confrontations with the group, it is advisable to always act under existing laws within the organization.

On certain occasions the case is presented in which a person makes mistakes repeatedly, without attending to the recommendations or warnings that are made to him. This is when a progressive discipline system must be implemented where, as faults are committed, the degree of punishment is increased, starting with a simple verbal warning until reaching, if necessary, the termination of the employment relationship.

These gradual measures are used to give the employee time to correct his "march" and realize that he is making mistakes very often. However, in some situations such as theft or physical aggression, the individual is immediately dismissed.

As we saw earlier, a correct implementation of the discipline is necessary to avoid breaking the rules or norms within an organization. The most important thing is that the actions that are going to be taken do not harm the offender but teach him and educate him so that in the future he does not repeat his mistake again.