A. How the stages of employee discipline. . .?
Discipline means different things according to some views. Below are presented some of the opinion that discussed the discipline.
A. Discipline is defined by Prijodarminto (1993), as a condition created and formed through a process of a series of behaviors that demonstrate the values of obedience, obedience, loyalty, or good order and regularity.
In this case such attitudes and behaviors that are created through a process of assisted families, education and experience or recognition of the ideals of the environment. Discipline will make a person able to distinguish what things are supposed to do, that must be done, which may be done and that should not be done (because it is forbidden things).
This discipline has three aspects, namely:
a. Mental attitute (mental attitude), which is an obedient and orderly manner as a result of training or development, mind control and controlling character.
b. comprehension well of the system of rules of behavior, norms, criteria and standards in such a way as to foster understanding of the insight or awareness that the observance of rules, norms, criteria and standards is a prerequisite for success.
c.attitute behavior reasonably demonstrate sincerity to obey everything carefully and orderly.
A mix of attitudes with the cultural value system into the steering and guidance to realize the mental attitude of action and behavior. This is basically called a discipline.
2. Gibson, Ivancevich, and Donnelly (1985) 13 defines discipline as the use of some form of punishment or sanctions if the employee deviates. The use of punishment is used when managers are faced with the behavior of subordinates who are not in accordance with the rules and work performance is below the company standard. List of behaviors that can be put are as follows:
a. absenteeism,
b. inaction,
c. stealing,
d. asleep while working,
e. threaten the leadership,
f. violation of safety rules and policy work,
g. insubordination command,
h. treat customers unfairly,
i. slow down the work,
j. refused to cooperate with colleagues,
k. refuse to work overtime,
l. possess and use illegal drugs while working,
m. damage the equipment,
n. language / dirty words, and
o. an illegal strike.
To impose a disciplinary penalty for breach of the company, there are some conditions the application of penalties, namely:
a. Determination of Time (Timing). The application of punishment is important. Punishment can be implemented after the onset of the behavior that needs to be punished, immediately or some time later after the behavior. The results showed that the effectiveness of increased penalties if the penalty imposed immediately after the unwanted actions performed.
b. Intensity (Intensity). Penalty to achieve greater effectiveness if the stimulus is relatively strong it is not preferred. The purpose of this requirement is that to be effective, punishment must get immediate attention of the person being punished. High-intensity punishment or punishments can cause fear in certain workplace that prevent someone from doing things that are not in accordance with the rules of the company.
c. Scheduling (scheduling). The impact of the penalty depends on the enactment of the penalty schedule. Penalties may be applied after any unexpected behavior occurs (continuous schedule), the time change or a fixed time after the unexpected behavior occurs (variable or fixed interval schedule), or after the occurrence of a response to variable or fixed schedule (variable or fixed ratio schedule ). Consistency of application of each type of schedule is a crucial penalty. In order to operate effectively, consistently required the application of penalties against any employee who violated company rules.
d. Clarity reasons (Claryfying the Reason). Awareness or understanding to play an important role in the execution. By providing a clear reason as to why the penalty imposed and further notice of the consequences if the behavior is not expected to recur, in particular has proven effective in the employee disciplinary process. Giving reasons basically tell with certainty about things that should not be made to the person concerned.
e. Characteristically not Personal (impersonal). Punishment should be given to a particular response, not to people or the general pattern of behavior. If the punishment is not personal (just based on feelings of like or dislike the giver of punishment), it is unlikely that a person convicted of an emotional experience side effects or unexpected onset of a permanent estrangement relationship with the manager / supervisor. It requires strong self-control and patience of the people sentenced to punishment is not personal.
3. Hodges (in Avin, 1996), says that the discipline can be interpreted as an attitude of a person or group who intend to follow the rules that have been set. In relation to employment, labor discipline is an attitude and behavior of employees to the rules of the organization.
Intentions can be interpreted as a desire to do something or willingness to conform to the regulations. Attitudes and behaviors in work discipline is characterized by various initiatives, willingness and desire to obey the rules. That is, someone who is said to have high discipline is not merely to obey and abide by the rules are rigid and dead, but also have the will (intention) to conform to the rules of the organization.
Indicators in the discipline of work, is as follows:
a) Discipline does not work solely to comply with and obey the rules regarding working hours, for example, come and go according to schedule, not absent when it works, and does not steal time.
b) efforts in complying with regulations are not based on the existence of feelings of fear or necessity.
c) The commitment and loyalty to the organization, which is reflected by how the attitude of the work. Whether employees or not serious? Loyal or not? Is the work of employees have never complained, not pretending to be ill, not spoiled and work with high spirits? In contrast, behavior that often show indiscipline or break the rules can be seen from the high levels of absenteeism, abuse and lunch breaks must, leave work without permission, defiance, dishonesty, gambling, fighting, malingering, excessive spoiled attitude, smoking in time limits and behaviors that indicate low morale.
4. Stuart Emmel (2001) 4 defines discipline as a system of rules to control behavior. The main function of discipline in the workplace is to encourage employees who have not been satisfactory for the better. The focal point on the increase means that the discipline is about trying to achieve, and do not use the charge / bad intent. Punishment is used only at the last moment, when other means have failed. Therefore, the primary purpose of discipline according to Emmel is to improve, correct, prevent, and realign the actions that are inconsistent with the rules, bringing employees to comply with corporate standards and encourage the improvement and job performance at a higher level again.
Furthermore, Stuart Emmel divides into two criteria for the issue of discipline, namely:
a) behavior that deviates hurt. Harm behavior aberrant would normally make disciplinary action. hurt the other person can always be categorized as problems related to job performance and relationship issues / behaviors. Work performance problems include: poor attendance and absenteeism, poor work / careless, and failure to follow rules, such as health and safety. Labor relations is all about: the refusal to obey the commands in a logical and destructive behavior.
b) the fatal aberrant behavior. Deviant behavior will lead to a fatal termination. Again, this aberrant behavior can be categorized as either performance or relationship issues. Problems related to job performance is the neglect of the rule that caused fatal loss, a loss in the company, serious neglect of the rules of health and safety and the deliberate destruction of company property. Problems related to employment is a theft or forgery, assault or fight a cruel, destructive behaviors corporate reputation, the use of alcohol and illegal drugs in the workplace, and the fatal disobedience to the leadership.
To overcome the problem of discipline, Emmel suggests a three-step models. The first step is the investigation phase is to find the facts relating to disciplinary action. This approach to building an objective fact. Related questions at this stage are:
• What happened?
• When going on?
• Where there?
• Why is it happening?
• What happened?
• Who is involved?
The second step is a step that aims to check out the problem. After making the facts, the next is uncovering problems with:
• See if there are irregularities on the facts that really happened.
• Determine whether the behavior is included in the category of aberrant or deviant behavior is fatal.
• Determine the types of problems, whether related to performance or the relationship / behavior.
The third step is the decision stage where the leader decides what action is required. Once the facts are gathered and the problems have been clear, the next stage is the stage of decision making / action. Possible actions are as follows:
• Not doing anything. This action will result in problems that arise will be enlarged and increasingly deteriorating, suggesting that the leader is a procrastinator who never take a clear / firm and weaken the morale of others.
• Changing circumstances / situations. This can work well when the leader was confident that with the changing circumstances / situations can improve the performance and relationship / behavior in the workplace for the better.
• Changing people / employees. Steps that can be done to change the person / employee using approaches such as counseling, conduct training (training), and the use of disciplinary procedures.
5. Singodimedjo (2002, in Sutrisno, 2009), 5 defines discipline as the attitude and the willingness of a person's willingness to abide by and comply with regulatory norms applicable noram around. A good employee discipline will accelerate the company's goals, while the low discipline would be prohibitive and slow down the achievement of corporate goals.
Given the established order, not by itself its employees will comply. Condition necessary for the organization's employees with the discipline of organization / company. Singodimedjo (in Sutrisno, 2009), 5 states that the factors that affect the discipline of employees is as follows:
A. Large / small compensation.
Big or small it may affect the enforcement of discipline compensation. employees will comply with all applicable regulations, if he feels that hard work will get done remuneration commensurate with the efforts that have been given to the organization / company. When he receives adequate compensation, they will be able to work quietly and diligently, and always tried to work with the best. However, if the employer / employee receives compensation was far from adequate, then the effort will be uninterrupted work done, and try to find additional revenue outside or inside, thus causing it to frequently absent, often asking for permission to the outside, or take advantage of work as a means to supplement their income. In other words, the provision of adequate compensation, a little more will help the employee / employees to work in peace. Due to the received reasonable compensation, their primary needs will be met.
2. Presence / absence of exemplary leaders in the company.
Exemplary leader is very important, because in an organization / enterprise, all employees / employees will pay attention to how leaders are able to enforce discipline in him and how he can control himself from the speech, actions and attitudes that can harm the established rules of discipline. However, the leader is an example that will be emulated by his subordinates in attitude. Therefore, if a leader wants the enforcement of discipline in the company, he was the first to practice to be followed by other employees.
3. Presence / absence of certain rules that can be used as a handle.
Coaching discipline will not be implemented in the organization / company, if there is no written rule that is sure to hold on together. Discipline may not be enforceable if the rules are made on the basis that oral instructions may vary according to the conditions and situations. With the existence of a clear written rules, the employees will get certainty about what the guidelines should do's and don'ts. So will refrain from behavior that does not comply with these regulations.
4. The courage of the leaders in taking action.
If there is an employee who violated discipline, it is necessary to have the courage of leaders to take action in accordance with the level of violation made. Through a disciplinary action against the behavior, in accordance with the existing sanctions, then all employees will feel protected, and in his promise not to do similar things. In the circumstances, then all employees will avoid attitudes that violate the rules will ultimately cause harm to the organization / company. Vice versa, if the leaders do not dare to take action, despite the clear violations made by employees, will affect the working atmosphere within the organization / company. Where the employee will doubt the importance of discipline in the workplace.
5. Presence / absence of supervisory leadership.
In every activity undertaken the organization / company, the need for supervision, which will direct the employee to be able to carry out the work properly and in accordance with the standards of the organization / company. By realizing that human nature is always to be free, without being bound by the rules, the supervision is necessary for the sake of discipline in an organization / company.
6. Presence / absence of attention to employees.
Employees are human beings with different characters with each other. As humans, employees not only need an award to a higher compensation, but also requires the most attention from the leader. Complaints and the difficulty they want to be heard and find a way out, and so forth. Successful leaders give great attention to the employees will be able to create a good working discipline. Because he was not just physically close, but close in spirit. Such a leader will always be respected and appreciated by employees, so it will greatly affect the performance and employee morale.
7. The creation of the habits that support the enforcement of discipline.
Positive habits that include:
• Mutual respect when it met in a work environment.
• throw a compliment in accordance with the place and time so that employees will be proud to share the praise.
• Often involve employees in meeting and dealing with the fate of their jobs.
• Notify if you want to leave the workplace to co-workers, to inform where and for what matters, although the subordinate ones.
2. Why is discipline employees is one of the factors for achieving organizational success. . .?
Discipline is an important key keberasilan in implementing and maintaining a code of ethics within an organization. Disciplinary action will be undertaken to reduce fraudulent employees.
The following things can reduce the amount of fraud:
a. Investigation of an incident is always done within the framework of upholding the code of ethics or of violating the code of ethics in consistent
b. Treatment of a case should be proportionate and consistent.
c. Relevant control over the assignment and development.
d. Communication and training must be in accordance with the organization's values, needs and appropriate codes of conduct and expectations. View of the fraud must be a real consistensi disseminated to all employees. Employees should be disciplined with the time and resources. Each act of violation of organizational discipline will be penalized. Discipline employees who will be able to improve organizational culture.
3. Examples of discipline within the organization, and example. . .?
Discipline is needed in an organization or company, or by each individual, especially the discipline of human resources (HR). One of the things that distinguishes those who succeed with those who do not succeed, lie at the level of discipline.
People who are disciplined in general have a high level of discipline, both in terms of employment and other activities. A successful organization is the organization that are consistent in executing a strategy, in which the role of HR and the level of discipline determines its success.
We can point out examples of the importance of discipline for individuals and for an organization or company. For example, in 2009, one oil mill PT employees Lyman Stone Village District Buil leatherback Melawi District of West Kalimantan Province in an accident that resulted in the death of the employee.
This happens because of a lack of discipline on the employee. In addition, employees are less comply with applicable laws in the company, and head of state employees are also less noticed at work, resulting in an accident.
Another example of such a company, leaders often come too late. Besides lack of leadership also interact with subordinates, so that it is bad for the image of a leader. For that to be a leader respected by his subordinates, it should provide a good example for employees, for example by coming to the office on time and establish a good interaction of the subordinates, in order to create a good working relationship between superiors and subordinates. Leaders should make every effort to create a harmonious human relationships as well as binding. In order to create a harmonious human relations and the environment will create a comfortable working atmosphere.
Of some of the examples above, we can conclude that the discipline is very important in efforts to improve the performance of any person or organization or company, thus achieved an objective to be met effectively. In addition, discipline is also one element of human input, so that discipline is an important point for individuals and organizations and companies.
Discipline is a very important requirement in order to create a climate and working atmosphere for the benefit of the achievement of organizational goals. Labor discipline in an organization or company generally requires each member to comply with and obey the rules of employment, that all duties and responsibilities can be carried out by both the interests of organizations and companies.
The importance of improving discipline based paradigm, that none of the humans who make mistakes. Every human being has a fundamental desire in him, which resulted in putting the interests of himself above the interests of the organization or company. So we need a concept of discipline that can lead to obedience or adherence to the provisions of the existing members.
According to Ir Ahamd Tohardi MM (2002), discipline is a person's behavior in accordance with existing work procedures. HR discipline is divided into two kinds, namely the discipline of time and discipline to act or behavior. In addition, discipline is also having an impact on some things, such as the achievement of the objectives of an organization or company, which the company has many employees who lack the time or discipline to discipline against the rules do not exist, so it causes no achievement of corporate goals. This can cause harm to an organization or company. So because of not causing harm, we must be disciplined, be disciplined with time or discipline to the rules.
Discipline on a company's human resources can we form by imposing punishment (penalty) and reward (prize), which can be used in a strategy of enforcing existing regulations in a company or organization. For example, for each employee who came late to the office, then the question will receive a pay cut sanctions, and if carried out successively for three times, then the question should receive more severe sanctions than ever before. Fairness and firmness in the application of the rules is required, for success in the enforcement of discipline.
Good discipline reflect the person's sense of responsibility for the tasks given to him. It encourages morale, morale, and the realization of objectives of an organization or company, employees and communities. Therefore, every leader is always trying to have good discipline, in order to provide a good example to his subordinates as well.
High work discipline is a process of continuous learning. So that the learning process more effective, then the head of which is a change agent to be concerned about the principles that are consistent, fair, positive, and open.
Therefore, we need a disciplined investment process from an early age in order to achieve human resource goals of the organization or a company, because the success of an organization or company is located at the level of discipline on their members, which we know that the discipline of human resources is one of the input of the SDM.
Discipline means different things according to some views. Below are presented some of the opinion that discussed the discipline.
A. Discipline is defined by Prijodarminto (1993), as a condition created and formed through a process of a series of behaviors that demonstrate the values of obedience, obedience, loyalty, or good order and regularity.
In this case such attitudes and behaviors that are created through a process of assisted families, education and experience or recognition of the ideals of the environment. Discipline will make a person able to distinguish what things are supposed to do, that must be done, which may be done and that should not be done (because it is forbidden things).
This discipline has three aspects, namely:
a. Mental attitute (mental attitude), which is an obedient and orderly manner as a result of training or development, mind control and controlling character.
b. comprehension well of the system of rules of behavior, norms, criteria and standards in such a way as to foster understanding of the insight or awareness that the observance of rules, norms, criteria and standards is a prerequisite for success.
c.attitute behavior reasonably demonstrate sincerity to obey everything carefully and orderly.
A mix of attitudes with the cultural value system into the steering and guidance to realize the mental attitude of action and behavior. This is basically called a discipline.
2. Gibson, Ivancevich, and Donnelly (1985) 13 defines discipline as the use of some form of punishment or sanctions if the employee deviates. The use of punishment is used when managers are faced with the behavior of subordinates who are not in accordance with the rules and work performance is below the company standard. List of behaviors that can be put are as follows:
a. absenteeism,
b. inaction,
c. stealing,
d. asleep while working,
e. threaten the leadership,
f. violation of safety rules and policy work,
g. insubordination command,
h. treat customers unfairly,
i. slow down the work,
j. refused to cooperate with colleagues,
k. refuse to work overtime,
l. possess and use illegal drugs while working,
m. damage the equipment,
n. language / dirty words, and
o. an illegal strike.
To impose a disciplinary penalty for breach of the company, there are some conditions the application of penalties, namely:
a. Determination of Time (Timing). The application of punishment is important. Punishment can be implemented after the onset of the behavior that needs to be punished, immediately or some time later after the behavior. The results showed that the effectiveness of increased penalties if the penalty imposed immediately after the unwanted actions performed.
b. Intensity (Intensity). Penalty to achieve greater effectiveness if the stimulus is relatively strong it is not preferred. The purpose of this requirement is that to be effective, punishment must get immediate attention of the person being punished. High-intensity punishment or punishments can cause fear in certain workplace that prevent someone from doing things that are not in accordance with the rules of the company.
c. Scheduling (scheduling). The impact of the penalty depends on the enactment of the penalty schedule. Penalties may be applied after any unexpected behavior occurs (continuous schedule), the time change or a fixed time after the unexpected behavior occurs (variable or fixed interval schedule), or after the occurrence of a response to variable or fixed schedule (variable or fixed ratio schedule ). Consistency of application of each type of schedule is a crucial penalty. In order to operate effectively, consistently required the application of penalties against any employee who violated company rules.
d. Clarity reasons (Claryfying the Reason). Awareness or understanding to play an important role in the execution. By providing a clear reason as to why the penalty imposed and further notice of the consequences if the behavior is not expected to recur, in particular has proven effective in the employee disciplinary process. Giving reasons basically tell with certainty about things that should not be made to the person concerned.
e. Characteristically not Personal (impersonal). Punishment should be given to a particular response, not to people or the general pattern of behavior. If the punishment is not personal (just based on feelings of like or dislike the giver of punishment), it is unlikely that a person convicted of an emotional experience side effects or unexpected onset of a permanent estrangement relationship with the manager / supervisor. It requires strong self-control and patience of the people sentenced to punishment is not personal.
3. Hodges (in Avin, 1996), says that the discipline can be interpreted as an attitude of a person or group who intend to follow the rules that have been set. In relation to employment, labor discipline is an attitude and behavior of employees to the rules of the organization.
Intentions can be interpreted as a desire to do something or willingness to conform to the regulations. Attitudes and behaviors in work discipline is characterized by various initiatives, willingness and desire to obey the rules. That is, someone who is said to have high discipline is not merely to obey and abide by the rules are rigid and dead, but also have the will (intention) to conform to the rules of the organization.
Indicators in the discipline of work, is as follows:
a) Discipline does not work solely to comply with and obey the rules regarding working hours, for example, come and go according to schedule, not absent when it works, and does not steal time.
b) efforts in complying with regulations are not based on the existence of feelings of fear or necessity.
c) The commitment and loyalty to the organization, which is reflected by how the attitude of the work. Whether employees or not serious? Loyal or not? Is the work of employees have never complained, not pretending to be ill, not spoiled and work with high spirits? In contrast, behavior that often show indiscipline or break the rules can be seen from the high levels of absenteeism, abuse and lunch breaks must, leave work without permission, defiance, dishonesty, gambling, fighting, malingering, excessive spoiled attitude, smoking in time limits and behaviors that indicate low morale.
4. Stuart Emmel (2001) 4 defines discipline as a system of rules to control behavior. The main function of discipline in the workplace is to encourage employees who have not been satisfactory for the better. The focal point on the increase means that the discipline is about trying to achieve, and do not use the charge / bad intent. Punishment is used only at the last moment, when other means have failed. Therefore, the primary purpose of discipline according to Emmel is to improve, correct, prevent, and realign the actions that are inconsistent with the rules, bringing employees to comply with corporate standards and encourage the improvement and job performance at a higher level again.
Furthermore, Stuart Emmel divides into two criteria for the issue of discipline, namely:
a) behavior that deviates hurt. Harm behavior aberrant would normally make disciplinary action. hurt the other person can always be categorized as problems related to job performance and relationship issues / behaviors. Work performance problems include: poor attendance and absenteeism, poor work / careless, and failure to follow rules, such as health and safety. Labor relations is all about: the refusal to obey the commands in a logical and destructive behavior.
b) the fatal aberrant behavior. Deviant behavior will lead to a fatal termination. Again, this aberrant behavior can be categorized as either performance or relationship issues. Problems related to job performance is the neglect of the rule that caused fatal loss, a loss in the company, serious neglect of the rules of health and safety and the deliberate destruction of company property. Problems related to employment is a theft or forgery, assault or fight a cruel, destructive behaviors corporate reputation, the use of alcohol and illegal drugs in the workplace, and the fatal disobedience to the leadership.
To overcome the problem of discipline, Emmel suggests a three-step models. The first step is the investigation phase is to find the facts relating to disciplinary action. This approach to building an objective fact. Related questions at this stage are:
• What happened?
• When going on?
• Where there?
• Why is it happening?
• What happened?
• Who is involved?
The second step is a step that aims to check out the problem. After making the facts, the next is uncovering problems with:
• See if there are irregularities on the facts that really happened.
• Determine whether the behavior is included in the category of aberrant or deviant behavior is fatal.
• Determine the types of problems, whether related to performance or the relationship / behavior.
The third step is the decision stage where the leader decides what action is required. Once the facts are gathered and the problems have been clear, the next stage is the stage of decision making / action. Possible actions are as follows:
• Not doing anything. This action will result in problems that arise will be enlarged and increasingly deteriorating, suggesting that the leader is a procrastinator who never take a clear / firm and weaken the morale of others.
• Changing circumstances / situations. This can work well when the leader was confident that with the changing circumstances / situations can improve the performance and relationship / behavior in the workplace for the better.
• Changing people / employees. Steps that can be done to change the person / employee using approaches such as counseling, conduct training (training), and the use of disciplinary procedures.
5. Singodimedjo (2002, in Sutrisno, 2009), 5 defines discipline as the attitude and the willingness of a person's willingness to abide by and comply with regulatory norms applicable noram around. A good employee discipline will accelerate the company's goals, while the low discipline would be prohibitive and slow down the achievement of corporate goals.
Given the established order, not by itself its employees will comply. Condition necessary for the organization's employees with the discipline of organization / company. Singodimedjo (in Sutrisno, 2009), 5 states that the factors that affect the discipline of employees is as follows:
A. Large / small compensation.
Big or small it may affect the enforcement of discipline compensation. employees will comply with all applicable regulations, if he feels that hard work will get done remuneration commensurate with the efforts that have been given to the organization / company. When he receives adequate compensation, they will be able to work quietly and diligently, and always tried to work with the best. However, if the employer / employee receives compensation was far from adequate, then the effort will be uninterrupted work done, and try to find additional revenue outside or inside, thus causing it to frequently absent, often asking for permission to the outside, or take advantage of work as a means to supplement their income. In other words, the provision of adequate compensation, a little more will help the employee / employees to work in peace. Due to the received reasonable compensation, their primary needs will be met.
2. Presence / absence of exemplary leaders in the company.
Exemplary leader is very important, because in an organization / enterprise, all employees / employees will pay attention to how leaders are able to enforce discipline in him and how he can control himself from the speech, actions and attitudes that can harm the established rules of discipline. However, the leader is an example that will be emulated by his subordinates in attitude. Therefore, if a leader wants the enforcement of discipline in the company, he was the first to practice to be followed by other employees.
3. Presence / absence of certain rules that can be used as a handle.
Coaching discipline will not be implemented in the organization / company, if there is no written rule that is sure to hold on together. Discipline may not be enforceable if the rules are made on the basis that oral instructions may vary according to the conditions and situations. With the existence of a clear written rules, the employees will get certainty about what the guidelines should do's and don'ts. So will refrain from behavior that does not comply with these regulations.
4. The courage of the leaders in taking action.
If there is an employee who violated discipline, it is necessary to have the courage of leaders to take action in accordance with the level of violation made. Through a disciplinary action against the behavior, in accordance with the existing sanctions, then all employees will feel protected, and in his promise not to do similar things. In the circumstances, then all employees will avoid attitudes that violate the rules will ultimately cause harm to the organization / company. Vice versa, if the leaders do not dare to take action, despite the clear violations made by employees, will affect the working atmosphere within the organization / company. Where the employee will doubt the importance of discipline in the workplace.
5. Presence / absence of supervisory leadership.
In every activity undertaken the organization / company, the need for supervision, which will direct the employee to be able to carry out the work properly and in accordance with the standards of the organization / company. By realizing that human nature is always to be free, without being bound by the rules, the supervision is necessary for the sake of discipline in an organization / company.
6. Presence / absence of attention to employees.
Employees are human beings with different characters with each other. As humans, employees not only need an award to a higher compensation, but also requires the most attention from the leader. Complaints and the difficulty they want to be heard and find a way out, and so forth. Successful leaders give great attention to the employees will be able to create a good working discipline. Because he was not just physically close, but close in spirit. Such a leader will always be respected and appreciated by employees, so it will greatly affect the performance and employee morale.
7. The creation of the habits that support the enforcement of discipline.
Positive habits that include:
• Mutual respect when it met in a work environment.
• throw a compliment in accordance with the place and time so that employees will be proud to share the praise.
• Often involve employees in meeting and dealing with the fate of their jobs.
• Notify if you want to leave the workplace to co-workers, to inform where and for what matters, although the subordinate ones.
2. Why is discipline employees is one of the factors for achieving organizational success. . .?
Discipline is an important key keberasilan in implementing and maintaining a code of ethics within an organization. Disciplinary action will be undertaken to reduce fraudulent employees.
The following things can reduce the amount of fraud:
a. Investigation of an incident is always done within the framework of upholding the code of ethics or of violating the code of ethics in consistent
b. Treatment of a case should be proportionate and consistent.
c. Relevant control over the assignment and development.
d. Communication and training must be in accordance with the organization's values, needs and appropriate codes of conduct and expectations. View of the fraud must be a real consistensi disseminated to all employees. Employees should be disciplined with the time and resources. Each act of violation of organizational discipline will be penalized. Discipline employees who will be able to improve organizational culture.
3. Examples of discipline within the organization, and example. . .?
Discipline is needed in an organization or company, or by each individual, especially the discipline of human resources (HR). One of the things that distinguishes those who succeed with those who do not succeed, lie at the level of discipline.
People who are disciplined in general have a high level of discipline, both in terms of employment and other activities. A successful organization is the organization that are consistent in executing a strategy, in which the role of HR and the level of discipline determines its success.
We can point out examples of the importance of discipline for individuals and for an organization or company. For example, in 2009, one oil mill PT employees Lyman Stone Village District Buil leatherback Melawi District of West Kalimantan Province in an accident that resulted in the death of the employee.
This happens because of a lack of discipline on the employee. In addition, employees are less comply with applicable laws in the company, and head of state employees are also less noticed at work, resulting in an accident.
Another example of such a company, leaders often come too late. Besides lack of leadership also interact with subordinates, so that it is bad for the image of a leader. For that to be a leader respected by his subordinates, it should provide a good example for employees, for example by coming to the office on time and establish a good interaction of the subordinates, in order to create a good working relationship between superiors and subordinates. Leaders should make every effort to create a harmonious human relationships as well as binding. In order to create a harmonious human relations and the environment will create a comfortable working atmosphere.
Of some of the examples above, we can conclude that the discipline is very important in efforts to improve the performance of any person or organization or company, thus achieved an objective to be met effectively. In addition, discipline is also one element of human input, so that discipline is an important point for individuals and organizations and companies.
Discipline is a very important requirement in order to create a climate and working atmosphere for the benefit of the achievement of organizational goals. Labor discipline in an organization or company generally requires each member to comply with and obey the rules of employment, that all duties and responsibilities can be carried out by both the interests of organizations and companies.
The importance of improving discipline based paradigm, that none of the humans who make mistakes. Every human being has a fundamental desire in him, which resulted in putting the interests of himself above the interests of the organization or company. So we need a concept of discipline that can lead to obedience or adherence to the provisions of the existing members.
According to Ir Ahamd Tohardi MM (2002), discipline is a person's behavior in accordance with existing work procedures. HR discipline is divided into two kinds, namely the discipline of time and discipline to act or behavior. In addition, discipline is also having an impact on some things, such as the achievement of the objectives of an organization or company, which the company has many employees who lack the time or discipline to discipline against the rules do not exist, so it causes no achievement of corporate goals. This can cause harm to an organization or company. So because of not causing harm, we must be disciplined, be disciplined with time or discipline to the rules.
Discipline on a company's human resources can we form by imposing punishment (penalty) and reward (prize), which can be used in a strategy of enforcing existing regulations in a company or organization. For example, for each employee who came late to the office, then the question will receive a pay cut sanctions, and if carried out successively for three times, then the question should receive more severe sanctions than ever before. Fairness and firmness in the application of the rules is required, for success in the enforcement of discipline.
Good discipline reflect the person's sense of responsibility for the tasks given to him. It encourages morale, morale, and the realization of objectives of an organization or company, employees and communities. Therefore, every leader is always trying to have good discipline, in order to provide a good example to his subordinates as well.
High work discipline is a process of continuous learning. So that the learning process more effective, then the head of which is a change agent to be concerned about the principles that are consistent, fair, positive, and open.
Therefore, we need a disciplined investment process from an early age in order to achieve human resource goals of the organization or a company, because the success of an organization or company is located at the level of discipline on their members, which we know that the discipline of human resources is one of the input of the SDM.
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