Insubordination is a major hinderance to the authority structure of any organization and should be dealt with swiftly and appropriately. However, it is also important to remember to be fair and impartial in awarding punishments, as well as be receptive to any feedback that may be received along the way.

In a workforce or team, maximum efficiency is achieved when all employees cooperate and contribute their ideas in a constructive manner. Disruptions, unruliness, and conflict are harmful and counterproductive. If the unruly party fails to cease their disruptive activities despite warning, that can be termed as insubordination instead. Insubordination is defined as the defiance of authority and refusal to obey instructions from superiors in the workplace hierarchy. It falls to the management to identify such issues in the company and deal with them in a fitting and fair manner.

It is important to understand the context and the issues in depth before deciding on a suitable reprimand or penalty for the unruly party. It is important to take into account the severity of dissension; the attitude to the penalty, and the receptiveness to constructive criticism. Another important factor is relapse; if the party continues to be insubordinate after multiple warnings, the action taken can be much more severe. It is important to communicate clearly the consequences of insubordination and instill a healthy respect for authority.

Circumstances can also be widely different in different cases. For instance, if an employee has ideas that clash with the ideas of the rest of his workforce team, it may be a case of unsportsmanlike conduct, as well as a refusal to compromise and cooperate. It is then an additional responsibility of the penalizing committee to consider the merit of the employee’s ideas and suggestions in context of the workforce’s operations and penalize the employee accordingly.

Insubordination is a major hinderance to the authority structure of any organization and should be dealt with swiftly and appropriately. However, it is also important to remember to be fair and impartial in awarding punishments, as well as be receptive to any feedback that may be received along the way. Maintaining objectivity and keeping the best interests of all involved parties is the fastest and the best way to improve intra-office relations and establish a smooth functioning in the workplace.