AN EVALUATION OF HOW DISCIPLINARY MEASURES AFFECT THE JOB PERFORMANCE OF GOVERNMENT EMPLOYEES IN DJOUM, CAMEROON

CHAPTER ONE INTRODUCTION 1.1 Background of the Study Discipline is essential for the smooth and effective functioning of modern organizations. According to Tumo (2017), citing Chelliah, discipline can be understood as the actions or behavior enforced by those in authority—usually management—to prevent and control conduct that could disrupt an organization's operations. It is a critical tool for achieving optimal performance and meeting the objectives of any institution, including polytechnic libraries. Polytechnic libraries are formal institutions that operate under specific standards and rules, which all staff members are expected to follow. Any deviation from these rules—such as habitual lateness, absenteeism, unauthorized academic pursuits, insubordination, and other similar behaviors—is typically considered indiscipline. The idea of employee discipline dates back to the early 20th century, particularly through the work of Henri Fayol, a notable French management theorist. Fayol proposed fourteen principles of management, among which discipline was central. He believed that a disciplined employee demonstrated not only commitment to their duties but also alignment with the values and systems of the organization. According to Fayol (as cited in Mack, 2017), a disciplined worker would follow instructions willingly and show respect for authority, especially within a healthy employer-employee relationship (Bester, 2019). Clear rules and guidelines help reduce misunderstandings and conflicts, thereby fostering a more efficient and productive work environment. In this context, the quality of the workplace significantly affects discipline, making strong and thoughtful management indispensable (Bester, 2019). Fayol emphasized that discipline is key to an organization’s success and growth—without it, failure is inevitable. However, he opposed using coercion or intimidation to enforce discipline. Instead, he supported fair and equal treatment for all employees when disciplinary measures are needed. Nwinyokpugi and Ebbi (2019) described staff discipline as the voluntary observance of workplace rules by employees, where their behavior is guided by integrity, honesty, dedication, and commitment rather than fear of punishment. This form of discipline can be further encouraged by adopting an organized and effective reward system. Despite good intentions, disciplinary measures can have varying effects on the performance of public sector workers. While they are implemented to maintain order and accountability, poorly managed procedures can lead to reduced morale, job dissatisfaction, and strained relationships between supervisors and staff (Edeh & Agu, 2018). This can eventually lower productivity and service delivery, thus affecting the overall effectiveness of government institutions. Previous studies have highlighted the importance of fairness and transparency in disciplinary processes to improve employee outcomes and enhance organizational performance (Onah, 2015). However, limited research exists on how these procedures affect the job performance of public servants in Djoum, Cameroon. Given the implications for both civil servants and the communities they serve, it is necessary to understand how discipline impacts work performance in this specific setting. Therefore, the purpose of this study is to explore the relationship between disciplinary procedures and job performance among government workers in Djoum, Cameroon. It also aims to identify the factors that may influence or shape this relationship. In essence, this research seeks to evaluate the effect of disciplinary procedures on the work performance of civil servants in Djoum. 1.2 Statement of the Problem Civil servants in Djoum, Cameroon, are vital to the provision of public services and the effective functioning of government institutions. However, there is growing concern about the impact that disciplinary procedures may have on their work performance. While disciplinary actions are important for maintaining order and accountability, their implementation can sometimes lead to unintended consequences, such as lower employee morale, job dissatisfaction, and reduced productivity (Hussain & Farooqi, 2016). These effects may compromise the quality of public service delivery and the general efficiency of government operations. There is also a noticeable gap in research that investigates how government workers in Djoum perceive and experience these disciplinary processes, and how such experiences influence their job performance. Although past studies have acknowledged the importance of fairness and transparency in disciplinary practices (Edeh & Agu, 2018), few have examined their specific impact on civil servants in Djoum. This study, therefore, aims to fill this gap by examining the relationship between disciplinary procedures and job performance in the context of public servants in Djoum, Cameroon. It will also explore the factors that may influence this relationship and propose recommendations for improving disciplinary practices in the region, with the broader goal of enhancing performance and employee well-being. 1.3 Objectives of the Study The main aim of this study is to evaluate how disciplinary procedures affect the job performance of civil servants in Djoum, Cameroon. The specific objectives include: i. To assess the extent of indiscipline among civil servants in Djoum, Cameroon. ii. To analyze how disciplinary actions influence the overall job performance of civil servants in the area. iii. To propose strategies for improving disciplinary procedures among civil servants in Djoum. 1.4 Research Questions This study will seek to answer the following research questions: i. What is the level of indiscipline among civil servants in Djoum, Cameroon? ii. How do disciplinary measures affect the job performance of civil servants in Djoum? iii. What strategies can be adopted to enhance disciplinary procedures among civil servants in Djoum? 1.5 Significance of the Study The findings of this study will benefit the following groups: Policymakers: The study will offer practical insights into how current disciplinary measures affect civil servant performance. This can help policymakers create fairer and more effective policies that support a healthier work environment. Academic Community: By contributing to the body of knowledge on the impact of disciplinary procedures on employee performance—particularly within the context of Cameroonian civil servants—the study serves as a reference for future academic research on related topics. 1.6 Scope of the Study This research will focus on evaluating the effects of disciplinary procedures on the job performance of civil servants working in Djoum, Cameroon. Specifically, it will assess the prevalence of indiscipline, examine the relationship between disciplinary actions and job performance, and suggest measures for improving these procedures. 1.7 Limitations of the Study As with most research projects, this study faced a few challenges. Limited financial resources affected the researcher’s ability to access some necessary materials and gather data through more expansive methods such as large-scale surveys or extended interviews. Additionally, since the researcher had to manage academic responsibilities alongside this research, time constraints were also a limiting factor. As a result, the sample size had to be kept moderate. 1.8 Definition of Terms Civil Servants: Government employees who work in different departments or agencies to deliver public services. In this study, it refers to those working in Djoum, Cameroon. Disciplinary Procedures: Steps and policies organizations follow to handle employee misconduct or breaches of rules. These may include verbal warnings, written reprimands, suspension, or termination. Job Performance: The degree to which an employee successfully fulfills their assigned responsibilities, including aspects like productivity, quality of work, timeliness, and alignment with organizational goals. Djoum: A specific locality in Cameroon that serves as the geographical focus of this study, allowing for a targeted examination of the impact of disciplinary measures. Mediation Factors: Variables that might affect the relationship between disciplinary procedures and job performance, such as job satisfaction, morale, organizational culture, and the level of support from supervisors and coworkers. REFERENCES Hussain, I., & Farooqi, Y. A. (2016). The impact of performance appraisal on job performance of civil servants in Punjab, Pakistan. Journal of Economics and Behavioral Studies, 8(5), 86-93. Edeh, P., & Agu, G. (2018). The impact of discipline on the performance of employees in the public sector: A case study of Enugu State, Nigeria. International Journal of Management Science and Business Administration, 4(1), 7-14. Babalola, J. B. (2019). Management of Disciplinary Problems in Organizations. International Journal of Education and Management, 12(2), 1-13. Tumo, M. J. (2017). Perceived influence of disciplinary action on employee performance in Baringo County Government. (Master’s Research Project, School of Business, University of Nairaobi). Bester, C. 2019. Progressive discipline is needed in the workplace. Sockfarm. 9(2):1–1. Mack, S. (2017). What Is Positive Discipline in the Workplace? Available online: http://smallbusiness.chron.com/positive-discipline-workplace-20774.html. Nwinyokpugi, P.N & Ebbi, R.R. (2019). Discipline Management Strategies and Compliance Success in the Rivers State Civil Service. American Journal of Humanities and Social Sciences Research 3(1): 104-116. Onah, F.O. (2015) Human Resources Management: 4th ed. Enugu: University of Nigeria press Ltd.