Abstract: Organizational punishment is an important measure used by party organizations to educate and manage leading cadres. It has something in common with disciplinary punishment within the party， accountability and government sanction， but also has significant differences in punishment objects， basis and methods. Organizational punishment is not only a mechanism of responsibility investigation， but also an important means to implement the organizational principle of placing cadres under party supervision. At the same time， it is also a kind of procedural activity with more flexible punishment methods. Although organizational punishment has been deeply embedded in the inner-party laws and regulations and the national legal system texts， there are still some problems such as the conflict of the provisions on organizational treatment in some institutions， the disciplinary action within the party and organizational punishment replacing each other， and the unclear responsibilities of organizational departments in organizational punishment. In view of this， in order to revise and improve the regulations on organizational punishment， the basis on organizational punishment from the party constitution should be more solid， the matching relationship between different punishments should be paid attention to， the boundaries of functions and powers between discipline inspection and supervision organs and organizational departments should be clarified， and the time limit in organizational punishment should be specified.

Key words: organizational punishment; disciplinary punishment within the party; government sanction; inner-party rule and regulation; placing cadres under party supervision