DISCIPLINARY ACTIONS AND EMPLOYEE PERFORMANCE IN PUBLIC SECTOR ORGANIZATIONS IN ENUGU STATE NIGERIA

The study examined the Disciplinary Actions and Employee Performance in Public Sector Organizations in Enugu State Nigeria. The specific objectives of the study were to: determine the effect of verbal reprimand on employee efficiency of public sector organizations, ascertain the effect of fear of termination of appointment on employee’s service delivery of public sector organizations in Enugu State Nigeria and examine the effect of suspension pending investigation on efficiency of public sector organizations in Enugu State Nigeria. To achieve these objectives, three research questions were raised while three hypotheses were formulated. The area of the study was Federal Radio Corporation of Nigeria (FRCN), Nigeria Television Authority (NTA), and Enugu State Broadcasting Service (ESBS), Enugu State. The population of the study was 368 while the sample size 368. The study concluded that every organization that wants to achieve high level of performance and growth must maintain discipline in its system. The study recommended that the current code of discipline affected the employee performance to a very great extent, there should be increased support for learning of the code of discipline and new employees should go through proper induction and this will ensure performance throughout the employees stay in the organization, disciplinary procedures in public sector influences productivity: the government should come up with policies on how to discipline the employees and the mechanism should fast be vetted to ensure they are not harsh so that employees don’t fear the process of discipline but respect it. Managers should support individuals under emotional pressure, identify possible warning signs, and attempt to ease the pressure wherever possible and disciplinary actions promote organizational effectiveness, disciplinary cases should always be hastily disposed and anybody who is culpable should be sanctioned appropriately to serve as a deterrent to others. Records must also be maintained to document disciplinary cases and should often be referred to for promotion and other incentives.