 Assalamu alaikum, I am Mukhtar Ahmad with the virtual university course of Human Resource Manager. And today we are here with our lecture number 38. So, let us start our today's session. I believe by now you must be confident enough about the subject because we have almost covered all the basic topics of the subject. And in next two lectures, I will try to finish the remaining part, the remaining topics of the subject area. That is about the discipline and separation. So, today's topic is, today's session is about Employees' Rights and Discipline. But before we start this topic, let us quickly go back and see what we have covered during our previous lecture and that was lecture number 37. Lecture number 37 was focusing on power and political behavior in the organization. We try to understand what power is and then we try to also compare the power, influence and authority. How can we differentiate all these three related terminology or terms? So, you know what was the power? Power is basically the ability to influence another person. And what is the influence? The process of affecting the thoughts, the behavior of other people. So, what about authority? Come on. Authority is about the legitimate power. So, yes, we have done last time, we tried to understand from where we are getting the power, especially when we are talking about working in organization. The sources of organization power, yes, hope, position power, expert power and so on. And then we also try to understand how we can manage this power thing if we are talking about organization and also about individual power management. And this was another important topic we covered. How should we use this power ethically? Because we discussed that power is double as sword. So, if you are using it for good purpose, yes, this is a good power, use of good power or use of power for the good purpose. But if you are using for the negative thing for the personal gain, that will be known as the abuse of power. How can we use power? We call it power tactics. Again, why we are using power to influence other behaviors? Why we want to influence other behavior? Because we want to achieve some goals. And then we shifted toward politics. When people try to gain power using different tactics, illegal maybe, immoral maybe or whatever, to achieve or to gain some power so that they should influence the behavior of other, of their colleagues, their subordinates or their boss to get desirable results. And then we also discussed how to manage political behavior in the organization. And why all these things? Because we started with the union, then collective bargaining between the union or representative of the workforce and the administration. See, everything is interlinked and then ultimately the political behavior and ethics and non-ethical issues. So, I hope things are clear now. Now, let us move forward. Remember all those things we are discussing here. The basic reason is that we should get the idea of what is happening. And it is not necessary that you can use one aspect or one theory or one issue in one place. It is the situation factor. It depends. It vary from organization to organization and even situation to situation. Let us move and see what we are supposed to cover today. And these are a few remaining topics, are remaining topics of our subject human resource management. What I will do basically, I will focus now today's lecture and next lecture that is lecture number 39 about these right discipline and separation or lay of things about HR part. And then I will try to bring any another interesting topic, we call it leadership. Though leadership is not directly the basic part of HRM. But still, I believe we have to see what is difference between a manager and a leader. And do you want to be a manager or you want to be a leader? I will try to bring that topic to, inshallah in lecture number 40. Then I am planning that since we have already by that time we should have covered or we will cover around 40 lectures. And then I will keep the last lecture. The lecture number 45, just to give another again the overview of the whole subject. So, by that time I think I should be sure that you have understood it well. Still, if things are not clear by all means please do write us. So, let us start about the employees' rights and discipline. How can we differentiate between rights and responsibilities? We all talk about our rights. What about the responsibilities? What is right? Which belongs to a person by law, nature or tradition. You have the right to do these things or you have the right to get these things. Yet, nature has been set up as a tradition since the beginning. And again remember, this varies from culture to culture, organization to organization may be and sometimes, yes, most of the time country to country to. If you are working in another country, there might be different rules implemented. Of course, there are mostly different rules. So, under that, your rights will be determined, especially when we are talking about the organization's rights. What about responsibilities? Obligations that you have to perform and and there are certain statutory rights, the rules that you have to follow. Rights based on specific laws and statutes passed by government, federal or even our province are local governments. Let's talk something about rights of employees in the workplace. Because we are dealing with the subject human resource management or managing the people at work. What are the rights? Discriminations, laws, rules, regulations and other laws you are protected. You can see that when there is publicity, advertising, there is an ad or an organization written on it, we don't discriminate based on gender, race, color, religion, basic criteria. In the same way, minimum wages, you can't pay less salary than this. Labor laws, right of privacy, a few things belong to you only and nobody has right to say those things or ask those things about you. And then the basic thing, employment at will. What is employment at will? This is a common law basically, sometime unwritten, that the employers have the right to hire, fire, demote or promote, whomever they choose under there is a law or contact to the country. Within the framework of those rules and regulations of the organization or the country where they are performing, the employer has the right to hire someone or fire someone. What does fire mean here? Fire it, terminate it. But provided they are not breaking the law of the state, law of the country or law of their or rule regulation of their own organization. Similarly, the employee has the right to choose should he join or she join the organization or they should be leaving it. The employees have the right to quit or got another job, another same constraints. But again still, sometime, when there is an agreement with an organization, there is a restriction that of course you cannot leave immediately and if you have to leave immediately, so you have to pay either one month salary sometime, sometimes three months salary. So these things too, keep it in mind that what are the rights, especially when we are talking about inside the organization or workplace. So there are many laws, regulations, governing human resource management, they have been created to help define, maintain and preserve the employees right. State banatia, government banatia, labor ke jo ministries hain wo banatia hain, aapke basic status, basic act jo ati uske andar hoti hain. Ishi tra organization jo hain, they also frame their own rule regulation. Of course, keeping in view, those basic laws, the basic aapke laa hoti hain uske deviate nahi kar sakte, to khud bhood aapke rights define kona shuru ho jatein. Ish main wo discrimination law jo hain wo hain yaad hoga aapko shuru ke kuch lectures baan na discuss kia tha. Uske wo bhi zain baan rakh naan dekhain kyaise right protect hoti hain, ke aap discriminate nahi kar sakte, based on race, gender, religion or any these type of criterias jo generalize kia hain, jo protect kia hain us laa ke tha. Ishi tra minimum wages ka jo laa hoti hain usko bhi follow kar naaparte hain because that is the basic right. And especially nowadays, a big concern is being coming up the privacy right, privacy jo concern hain logon ka, implies right to privacy. Ish ke kya matlab hain. How many things are private? Let us see, if you are working in any organization, so what information about you or your private information and how you are going to defend them. So, they are protected, they are their basic information, organization cannot disclose to any other person because they are the private, that is their privacy concern. Aap kisi ke address kisi ko nahi desakte, aap kisi ke age kisi ko nahi batah sakte, even sometime you cannot tell other people, the salaries type of things, unless you will get permission from the person whose information you want to give to another person. To wo privacy act ki taraf aata hain, wo bhi ek rights mein aata hain, aur yeh dekhna hota hain ke kis hattak hain jaa sakte hain, ke what is private for you. And again it vary from culture to culture, from country to country and even organization to organization. Right of? Aage chalte hain, jab right ki baat karte hain, to us right mein kis yeh bhi dekh hi jaati hain ke jab bhi koi, when we are talking about the employees or the employer, ke jab bhi koi decision karna hain, jab bhi koi faasla karna hain, us main phir then it is their right to give them the just cause and due process. It just cause and due process kya cheez hain, isko samajte hain. Yeh bhi implies ka right hota hain, ke koi bhi decision hain uska unko reason dena hain, uska koi peechhe hona chahiye aur uska due process usko, uski usko inform karna chahiye, usko chance dena chahiye ke wo defend kare, and then you should make the decision. Isko kate hain, just cause and due process. What is just cause then? Reasonable justification for taking an employment related action. You have to justify your decision about any employee. That is just cause. And what is the due process? The means used for individuals to explain and defend their actions against charges or discipline. Ke usko moka diya jayi, ke jis baniyad, jis jis ko baniyad banake aap uske khilaf koi bhi action leh rahe hain, ke wo usko justify kar sakhe, wo explain kar sakhe, ke wo defend kar sakhe. Usme bhi, aap ke text me koi istra ki terminology aayi ki to maina sochha, ke aap se share karta chane. Distributive justice. Receive fairness in the distribution of outcomes. Another one is procedural justice. Perceive fairness of the process used to make decision about employees. Ke wo jo process bhi aap karenge usko bhi fair rakhhenge, aur usko kaha jata hai procedural justice. To kya baat bani? Just cause and due process, just cause mean cause of action should be fair one. There must be very good reason if you are taking any negative action, any step against an employee. This is protected around law. And due process, you have to inform employees any kind of charges if you have against them. And you have to give them the fair chance, opportunity to defend themselves. Then you will complete the process and you can say that you have the rights have been protected for the employees. O kya hai? Protections from discrimination kya aap se kaha? Safe working condition. Yes, this is your employer's right to provide safe working condition and a right to form union. Istve bhi, again, depend karta hai kiske organizations kender, they have the rights to form the union and sometime. Again, same statute you can through some amendment. Now, they have concluded that some organization, they might not go for the union thing. But basic tizya samajna wali yeh boi hai kya statutory rights hoti hai, jo by act onko protekt karthi hai, onke rights ko. Similarly, contractual rights, kontekt karna aap us me, agreement karne ki rights kya? O kya hai? Employment ke liye jab aap, agreement karthi ho, kontekt karthi ho, union kontekt karthi ho, yeh employment policies jo ban aai jaati yeh, yeh bhi aapki. Istke andar bhi jo rights aapke protekt hoti hai, they are protected again under the law. Similarly, other rights hi ho sati hai, ethical treatment, yeh jo rights hai, yeh likhi nahi hoti. But still, the social part, the society is making sure that these rights have been protected. Limited privacy ho aapki speech ki jo freedom hai, yeh bhi protekt ki jaati hai to other rights thing, where the society is very strong. So, how can we wind up this right thing now? I believe you are clear what is right, right? Again, 2 of a rights aapke nahi jaykhain. Let us see what are the employees right? Protections of one job, due process and just cause? O hi cheez. Ke ek process karke decision karna chahiye ho pe har process ke liye agar ko allocation hai to uska, jin ke employees ke baare me onko inform karna chahiye ho, aur onko moka dena chahiye, ke ho apne aapko defend kar sakhe. Similarly, freedom of speech, but again, see it vary from organization to organization, country to country, culture to culture. Kuch aise laaz hoti hai, jo prevail karthi hai, kuch laaz aise hi hoti hai, jo hoti hai, lekin usko implement nahi hota. And sometimes, even if they are, they do not have the law, but still the social forces are so strong ke wo usse aage aapko deviate nahi ho nahi jayte. So, freedom of speech. Privacy, again, very important as we said. This is, in this era, this is becoming the major, very important. Right, because now people are very much careful about their personal information. But now, certain aggression, they also have code of conduct for off the job behavior. And those organizations may be, they are very strict about even off the job behavior. And protection against lay-off. So, we are talking about right. You have to remember that it depend, in country where we are talking, the type of agnation are the basic rule regulation of those countries, those organizations, and the people who are managing it. We are talking about human being. And they can come back and challenge them. They can say, see, my, this basic right was not protected. So, I want to challenge this decision. For their settlements, off with the employees. In rule regulation, we have to see, and then whatever decision we have to make, we have to make it just cause, and then do the due process. So, no decision should be done in hurry. You should make sure that whatever you are doing, it should be under the law. Otherwise, you might be facing that a problem. I hope you got the point. Let's move. But what about management's right? Do they have any rights? Yes, they have the right to run business and retain any profits. Whatever profit they should make, they should retain it. But again, it depends which country we are talking. In some countries, they say that you should take 100% profit where you want to take it. In some countries, they say that if you want to do business in our country, then you should serve 40% of the profits. You can take the rest. And so on. So, whatever rule is there, whatever profit share they can have, they can have it. We are going towards the open market. So, we say that you should take 100% profit and come and do business here. So, this is management's right to run the business and retain whatever profit they may not. They have to manage their workforce, hire, promote, assign, discipline, discharge, employees, whatever they want to. Employment at will. But again, keeping in view certain basic rule regulations, those frameworks, they have the right to do that. And they are influenced by stakeholders. Who are the stakeholders? I have used this term a lot. I have discussed it with you. Stockholders are stakeholders. Stakeholders are all those people who are directly or indirectly having an interest with this business. So, they are your stakeholders. And stockholders are those people who have actually invested on this in this business. So, tell us an example of a stakeholder. Your customer can be your stakeholder. Your suppliers can be your stakeholder. Even your investors are also your stakeholder. But because they have been purchased by the stockholders, they also call them stockholders. In this, financial institutions can also be there. And people who take stock at a personal level who invest, can also be there. So, these people are also influencing you. And management is also influenced by them. And that is their right. What are the rights of management? Employment and will. The same thing. They have to choose to hire a person, fire it, promote it, demote it, whatever. But again, that framework is within the rule regulation. How can we create ethical and fair work environment? Where everyone's rights are being protected, we have to develop trust. We have to honour commitments. If I have committed something with you, I have to honour it. When you do a key job, if they have committed something with you, then they should honour it. Act consistently. That is not it. Today you are doing business, tomorrow you are doing something else, tomorrow you are doing something else. Then, this is a different fall game. Be truthful and avoid white lies. Okay? You should not lie. You should be truthful. Whatever you say, prove it, do it. Avoid manipulating others. Instead of rights, you have to protect what is not happening. You are favoring someone else on some cause, right? You are manipulating others. So, this is not good. Keep confidence. And similarly, show concern for others. That is how you can develop the trust. That is how you can protect the rights of other people. Similarly, a healthy working environment can be created by when you are defining clear expectation from each other. Employees should know what they should be expecting from the employer. Similarly, you should know what you are expecting from them. And both of them should know what they are expecting from each other. Treat implies equitable. Treat everyone equally. Treat each other equally. As I told you, if you favor someone, you will definitely do it on someone's cause. If you do it on someone's cause, you have damaged their right. So, that is not fair. Avoid favoritism. Which unfortunately is enough for us. That is why we have the problem. So, favoritism should be avoided. Adhere to the reasonable standards. Jyobhi standard banatne licheable, approachable unsey adhere kareem. Respect your employees. Very important. And recognize employee's contribution. Appreciate it. Reward it. So, you can have very good working environment in your organizations. So, that was all about right. So, if you ask the right what is right, what will you tell them? How do they protect the right when you have the fair treatments? When you don't, go for the favoritism. Build trust between each other. Respect each other. Take care of each other's right. And think of the long term. With this, many things will get better. Harmony will be born. Or then again, remember, not only the worker, your employees are going to be satisfied. They are going to prosper. You as an organization or manager, you are also going to prosper. And as a whole, society is going to work in harmony. Okay. Ab thourasab aath karte hai, discipline ki. Kabhi kabhi yeh lafs aacha nahi lagta. Aap bhi dekhti moge, parents aap se kathin ke baith aap ne zindagi me discipline lao. Aap ke teacher aap se kathin, aap discipline nahi hai. I am not saying you are not, but still, ish nahi ke lafs sunne ko milte hain hain. To yeh kya cheese hai? O agnation ke anthe discipline kaise mintain kya jata hai? Ish chis ko samajte hai, apne next topic ke sath. That is discipline. So, what is discipline? Remember, we were talking about discipline in the organization. So, that is a management action taken to encourage compliances with organizational, standard and regulations. O jo rule regulation banate usko maanana, manwana. That is your discipline. Kyu karte hain yeh? Why discipline? Fair and open disciplinary procedures are essential to maintain harmonious, corporate relation in the organization so that you should have good working relationship if you have fair and open disciplinary regulations. And how we can do that? How we can achieve it? Clearly, defined disciplinary procedure should be made known to all employees and also included in employees' handbooks. Ta ke koi cheese chuppi nahi hain. Kisi go? It should be open aur koshkarein ke sath ko maloom ho kya amare disciplinary procedures hai, rule regulations hai. The primary objective of the discipline is to motivate and imply to comply with the company's performance standards. Ke itne gante aapne haan nahi haan hain. Yeh kaam aapne ishta karna hi karna hai. Tabhi to aap ek standard performance maintain kar sakti ho nahi. Usi ke base pe aap performance appraisal karte ho. And second, uska secondary objective kya hota hai? Second objective of the discipline is to create and maintain mutual respect and trust between employees and employer and even among those employees. Kyuke har ek ho pata hai ki yeh karenge to yeh reward milega hai. Aise galti karenge to yeh sadaa milegi to proper procedure hota hai. So, there is no thing, nothing is hidden. This is very important. Let's see a disciplinary model ke kista kaam hota hai, kya aura hota hai. Phir usko aap kisi bhi situation mein apply kar sakte hai. Organizational disciplinary policies. Organizational make their discipline policies. Usme baka aida har cheez ko define kya jata hai. Procedure bataye jata hai. Explain kya jata hai. And if somebody violates the agnation rules, regulation or discipline, phir kya hota hai? Uske investigation kya jati hai. Usko maloom kya jata hai. But remember aapko due uska jo proses hai. For usko jo chance dena hai. Ke wo aake justify kare, apne meko defend kare wo zoruri karna hai. Uske liye then we have to go for the disciplinary interviews. Onko moka dete hai ki jisne violate kia hai aapki agnation rules ko. And then you take the progressive disciplinary actions. Kya dek dha fa galti ki wo usko verbally aap kya ke mana kar sakte hai. And again it depends, we will see kuch issue ase hota hai kya aapko immediately react karna hai. Otherwise they will become dangerous in things. Kuch ase violation hota hai. Kuch ase disciplinary activities hota hai. Jisne aap unko chance dete ho. Pehle aap unko verbally warn karte ho. Dek ho agar late aoge toh peh liye hoega. Dubhara wo ase karte hai, then you can give them the written thing. And this is how you can go with the progressive disciplinary actions. Ki ya toh wo thi ko jaye hai ya phir. Then otherwise they should be ready for the consequences. Or we due process wa li baat. And just cause and ultimately you will discharge the issue if he or she is guilty. They have to pay the consequences. So this is the model of a disciplinary process. Abhi aapne aaproche dekhi thi disciplinary. Wo dekhthe kya disciplinary approaches kitne hoti hai. Generally doh kisim ki approaches dekhi hai aapne. One is known as progressive disciplinary approach. And other one is positive disciplinary approach. Which is also known as problem-solving approach. Pehle mein aap progressive mein kya karte ho ki yo? Application of corrective measure by increasing degrees. Wo intensity baate jaate ho. Jaise mein aap se kaha. Ke pehle aapne usko warn kiya. Then return complain ki, explanation ki. And slowly you try, you will try to correct it. If he or she is not being corrected, they can go out. Ekin dosa jo problem-solving hai. Jaise ko baat kiye hoti hai usse bakar usko aap settle kar nahi kush karte hai. Usse bakar usko faster karte hai. So implied discipline kya hoge hai? A form of training that enforce organizational rules. Aise hi hai na? Ki aap hasta aasam ko train kare ho ke wo rule regulation ko follow kare. Osme mein bade dhafai clubs use kya jise reinforcement kate hai. Let's see if you are going in class late. So what is going to happen? Teacher will inform you. Ki plee, look young man next time you should be on time. Otherwise I am not going to let you in in the class. Ek dhafa, do dhafa, tisi dhafa bakar usko kala se baya nakaal ne. So this is how a kind of discipline is also a kind of training. Jisme aap logon ko laat kate ho ke wo apne organization ke rule regulation ko follow kare. Ho jaise mein aap se kaha ki usme counseling bhi kar sakte ho, return documentation bhi ho sakte hai, final wiring bhi ho sakte hai ho, you can fire them. You can terminate them. HR policies, procedure and rules. Abhi humne kuch terminology use kare hai, rules hai, regulations hai, policies hai, yeh kya cheez hai. Thori si aapko samjhane ke liye. Paise toh books ke anndar likhya aap par bhi se lenge. What are policies? General guidelines that focus organizational actions. Why we do it? Policies banai jati hai. Theke na? Procedure bataya jati hai ki kista karen je. How we will do it? And rules hote hai khe wo ek limit bataya jati ki ish se aage aap nahi nikal sakte hai. Toh rule ko samne rakte hobe, policies aur procedure banae jati hai. Implies ke liye jab aap bat karte hai human resource management ki, so all those rule regulations and policies things are already in your book. This is known as implies book. That is your Bible. That is your rule book. And we have already discussed about this implies handbook. You remember that? Bari detail mein usko aam ne pada tha. Ki jab aap apne implies ko, pali cheez implies handbook deteo orientation ke din. Kya hota hai ish kya anndar? Ish kya anndar basic philosophy of organization. Organizations baare main informations hoti hai. And of course, usme basic rule regulations bataya jati hai. Aap ke benefits aap ko bataya jati hai. Aap ke toss jo aap se expect kar hi organization wo aap ko isme bataya jati hai. But with our today's subject, relevant to our today's subject, about the discipline, wo sare procedure, wo consequences sare usme mention hoti hai. Ta ke to aap ke li reinforcement ho. Jab asko dekhenge padenge, you can recall. Ke di agar mai late jaat ho, do dha fa late jaun ho, toh hosakta hai, meri ek din ki salary chali jai. Aur agar mai bagayar bataya chhuti karta ho toh uski ye consequences onge. And if I will fight with somebody, uska ye nuksaan ho sakta hai. If I will abuse anything, uska ye consequences ho sakta hai. So, all those things are already provided through the handbook to their employees. So, that is how your management, they are providing you all those basic discipline, rule regulation, na sirf orientation ke din aap ko bataya jati hai. If you take this step, this is the consequences you are going to pay. If you do this good thing, this is the benefit you will be getting. Whenever we talk about discipline, we have seen that people start feeling uncomfortable. It is just to control you, you are tight, you know. Or if we start from the beginning, if we start following the rules, and we discipline ourselves, to bhoho sari kabhaton se, bhoho sari prishanyo se bacha jaar sakta hai. So, this is the responsibility of the employer and imply both that they should be disciplined, they should discipline themselves from the start, from the beginning. And then if you will start, if somebody will start implementing those discipline things, it is a big chaos there. And both parties, the employer should also follow those things, fair, and of course, the employee should also follow all those basic rule regulation and procedures things. So, the life will be easy for both. So, let us see how we can implement the rules and how we can maintain the discipline in the organization. Keep it in writing. Organization can be especially. If you verbally say something to somebody, that might be possible. But if you have larger organization, it would be very difficult to reach at each person and try to teach them the basic rule regulations, basic disciplines, things. That rule should be in written form. Why? Because if they are not in written form, let us see if I will tell you something. So, the rule regulation is important that it should be in written form. So, first, the important thing is that all those rules and policies should be in written format. What next? Now, once you have in written format, it should be published widely. Why? So that everybody should know it. Can you give me an example from the real life, where the rules were widely published? Can you give me an example from the real life, where the rules were widely published? What is this? It is basically enforcing, implementing the rules. Similarly, in the organization, they also widely publicize their rule regulation so that everybody should know it. And in addition, they should also review it regularly. Sometimes, the old rules do not have its implementation. They do not validate it with time. So, the organization should review it regularly. And they should explain the reason why they want to implement this rule, if they are changing something. Similarly, they should be responsible. Make sure that they are reminding them and restating them. This is kind of reinforcement again. Sometimes, in the organization, they have the special refresher courses. Another important thing is, get signed statement of understanding. Yes, I have read this book and understand it clearly. The organization is again protected. Now, if somebody will deviate it, if somebody will break it, so it is a good justification to punish them. So, legally, guidelines for the implementation of organization rules, it should be in written form. Publish widely, review it regularly. It should be kind of responsible that the rule regulation should be met and everyone should be aware of it. And review it regularly. And explain the reason. Give the reason. Give the justification. Why you want to bring these rules? Why you want to change the policy? Why you want to make rules that often remind you of it? Restate these rules regulation. And we are going to be responsible for these rules. Get signed statements of understanding. Again, they certify that we have received these basic rule regulations things or the employee's handbook and we have read it and understood it. So, in this way, organization is also protecting themselves. So, it is a mutual type of thing, beneficial for both. I think enough for today. So, we have covered today what? The employees' right and discipline. And both are the important parts. Rights. Let us quickly review what we have covered today and then we will also say, we will also discuss what we are going to cover next time. To summarize, as I said, the topic was employee rights and discipline. Right care. Both are things I discussed but the basic concept was about protection of one's job, due process and just cause very important. Remember this freedom of speech, privacy. And again, it varies from organization to organization. Of the job behavior, protection against layoff. Remember when we were talking about rights or basic rule regulation? Country to country, culture to culture and organization to organization. Similarly, privacy. So, that depends but whatever right is there, statutory or other contractual, it should be protected. And then we have to give it a chance that they should defend it. And then we have talked about the rights of the employees and management as well. Not only the employees' rights but the management rights too. Our employees' rights are also their rights. What was that? That they should do business and retain the profit. What is their right to hire or fire someone but again, within the rule regulations. Same thing, employer at will, manage workforce, hire, promote, assign discipline and so on. These are the things we discussed. And then the second part, might be tough part. The discipline. And we saw the disciplinary model as well. Remember? Or how can we implement organization rules? We saw that the rules should be in written form, widely published, reviewed, updated and so on. And we also saw that they should take a sign that they understood it and accepted it. And they got all these things. So that was the implementing organization rules part. So, what about next? Are we done with discipline? No. Still we have to see, what are the issues of discipline in the organization? Discipline. So, next lecture can be related to topics. Discipline, we will continue it and then we will also see the employee separations. They can be voluntarily or non-voluntarily, legal be, illegal be, Stop it here. Do I have to tell you again that you should go through back and read about the next topic? No, I don't think so. I have already told you so many times that you should also know that you have to read it before the next lecture. So, with this context, you will read the next lecture till that time, Allah Hafiz and As-Salamu Alaikum.