Discipline is the backbone of effective organizational management. It defines how organizations deal with misconduct, enforce standards, and promote accountability. In both multinational corporations and Kenyan public schools, fair and consistent management of workplace discipline is crucial. This approach can significantly influence employee morale, performance, and public trust.

Global Discipline Trends

Across the globe, workplace misconduct remains a critical concern:

• 22.8% of working adults worldwide experience some form of violence or harassment on the job.

• 45% of companies report instances of internal theft or fraud, with losses averaging $1.7 million per case.

• Bullying and incivility affect up to 49% of workers, creating toxic work environments.

These figures show the prevalence of misconduct. They also underline the importance of structured, fair, and legally grounded disciplinary systems.

Discipline in Kenya

Education Sector

The Teachers Service Commission (TSC) has deregistered 562 teachers since 2020. A striking 99% of them were male. The leading offences include:

• Sexual misconduct, especially with learners,

• Chronic absenteeism and desertion of duty,

• Substance abuse and financial fraud.

Out of 1,007 disciplinary cases handled recently, 867 have been finalized. The rest are still pending. TSC employs progressive actions such as warnings, interdictions, and permanent deregistration to uphold professional standards.

Discipline in the civil Service

In 2022/23, the Public Service Commission (PSC) processed 319 disciplinary cases, with the Kenya Prisons Department accounting for 108. This was the highest among public agencies. The offences ranged from:

• Corruption and bribery,
• Absenteeism and poor performance,
• Violation of public service codes.

PSC applies Constitutional Article 234 and the Public Service Discipline Manual to guide disciplinary enforcement across ministries.

Common Disciplinary Cases

From corporate offices to classrooms, the top disciplinary issues include:

• Absenteeism & Tardiness
• Poor Performance or Negligence
• Insubordination
• Workplace Harassment or Bullying
• Theft, Fraud & Dishonesty
• Substance Abuse
• Sexual Misconduct
• Abuse of Authority
• Cyber Misconduct
• Conflict of Interest and Corruption

These misconducts need to be addressed through fair and transparent processes. If not addressed on time it can cost organizations dearly in both reputation and output.

The Progressive Discipline Process

Most organizations follow a four-step progressive discipline model:

• Verbal Warning
This is a gentle, informal correction.

• Written Warning
It is a formal documented notice.

• Final Warning or Suspension
This is a serious corrective measure.

• Termination
It is the last resort of the process after repeated or severe violations.

When the discipline process is followed and used fairly, it can deter misconduct while giving employees a chance to improve.

Principles of Effective Discipline

To maintain harmony and justice, organizations should apply these core principles:

• Fairness
It calls for application of rules consistently across the board.

• Due Process
It requires that the accused person be heard.

• Documentation
All discipline cases must be recorded at every step and decision.

• Transparency
The disciplinary process and activities need to be communicated. All expectations and penalties need made clear.

• Support
During the process provide training and corrective counseling to the affected parties.

My Thoughts

Discipline is not about punishment. it’s about growth, responsibility, and protecting the integrity of institutions. A robust and just disciplinary process is essential for productivity, accountability, and public trust.

Are you an HR professional, a school administrator, or a public servant? It’s time to ask yourself. Is your disciplinary system strong enough to safeguard your organization’s mission?
What do you think? Let’s engage…