Public Sector Disciplinary practices and implications for Organizational Performance: towards a Recalibrated Sustainable Service Performance model

This study examined the relationship between the nature of staff disciplinary system and sustainable organisational performance. Utilizing descriptive statistics, categorical data correlation models and ordinal logistic regression model as well as t-test statistic, data gathered from both primary and secondary sources categorized and analyzed. Accordingly, findings showed: that delays in releasing of promotion, late payment of salaries and salaries cuts, etc are some of the causes of staff indiscipline; politics/tribal bias in handling disciplinary actions contribute to staff indiscipline. Also, the remuneration policy/salary structure as contained in the conditions of service is far from being individually oriented did not allow for performance-based reward system (PBRs). Thus, the study recommends urgent reform of the university’s conditions of service to allow for Compensatory individual Performance Related Pay (CiPRP) and the payment of salaries and promotion arrears of senior public servants (SPSs) as at when due; amongst others.