Tekhnik Supervisi
1. Leading is a complex activity because people (people) are the most complex part of a system. One of the most avoided activity is leading to discipline employees. Leaders tend to ignore or jump to the most extreme measures, such as "forcing" employees to sign a letter of warning (SP). Leaders of ignoring abuses committed an average employee with the assumption, "He's an adult. He must be able to avoid the same mistakes later on. "Meanwhile, they take extreme measures with the assumption that the most unpleasant part of the disciplining of employees are" talking "with the employee. "What if he denies?" It's one of terror leaders. By providing the most extreme action, leaders can make the pass-by talking with employees.
One example of the incident "ridiculous" about the intricacies of the leaders in terms of disciplining employees when a leader of the department is reluctant to discipline subordinates and ask the HR department to do so. Silliness to grow when the HR department to invite leaders of the division - which is actually top of the leader departments - to work together to "discipline" ONE employee! Finally, the employee does not obtain a positive value at all from his meeting with the HR leader, division leader, and leader of the department. He grew Resistance. Until eventually be removed.
Disciplining employees is not a pleasant activity. However, this is part of the duty of a leader and this is very important for the growth of employees is also a team where he is. Disciplining employees is not a Kentucky fried chicken batter. There is no "secret recipe" that we need to master in order to be able to do this. We just need to learn a few simple principles and begin to practice it. That's it.
Do it immediately. Disciplinary efforts in the most appropriate time is as soon as possible. Effectiveness of our efforts to decline with time. So in this case there are no "waiting for the right time" because it's the best time is now.
Disciplining employees is not a pleasant activity. However, this is part of the duty of a leader and this is very important for the growth of employees is also a team where he is. Disciplining employees is not a Kentucky fried chicken batter. There is no "secret recipe" that we need to master in order to be able to do this. We just need to learn a few simple principles and begin to practice it. That's it.
Do it immediately. Disciplinary efforts in the most appropriate time is as soon as possible. Effectiveness of our efforts to decline with time. So in this case there are no "waiting for the right time" because it's the best time is now.
Do it in person. Doing this now does not mean we should not be indifferent to the place. Disciplining someone in front of other colleagues in the front or careless actions that the customer is directly discharged to discount the effectiveness of our actions. Find the ideal place where we can talk comfortably and freely with the employee. Try not to let other people do not know we're doing to him to disciplinary action. Although we are both in our office, when the walls of our office is glass clear and people can see what is happening in it from a distance though, avoid choosing the place.
Straighten your intentions. Should I write on this number one because the level of importance. Often times we terbajak emotionally when they wanted to make efforts to discipline. We do it as if to enter the battle arena where we have to be a winner and our employees who had violated the "opponent" who must be subdued. This is a false start. Align with the clear intention of our minds that we respect him as a human being. We also regard him as the man who led him sediri ABLE to get better. Most importantly, think that a positive thing for him, the team, and of course we should be the end result of this disciplinary action.
Act by notifying the destination. We will remember in a situation where a coworker surprise us with the news, "Mr. called GM. Now! "How do we feel that time? Regardless it is a habit many of GM - and the other leaders, of course - I can make sure we do not have a good feeling at the time. Well .. avoid doing the same thing to anyone, including the employees who have committed the offense. Sentences like, "Mr. True to no time at 14:00 today? I want to talk about Mr. True to delay this morning. "When the sentence was delivered appropriately, with the right intentions as well, the effectiveness of an unusually large as the beginning of the success of our discipline.
Create and call the results to be achieved at the beginning. Yes! It's like Stephen R. Covey, "Begin with an end in mind." The results to be achieved of course, is the change in the behavior of the employee. Design details such as what changes should be made by the employee before and make it the primary purpose of disciplinary action.
Focus on what is happening. Meeting with the employee who is a disciplinary action had been a moment to find a way out of situations that have happened, not to rehash the "sin" of the past. In focusing on what's happening, it is important to maintain objectivity in discussing ONLY the action or ineffective behavior is at the root of the problem.
Discuss effective alternative. To ensure the achievement of outcomes or objectives that have been defined at the outset, 80 percent of the time it is proper disciplinary action is devoted to discuss how the employee had been able to achieve the outcomes or objectives that have been defined. Limit the things that had no relevance to the achievement of this goal.
Summarize the results of the meeting. At the end of our meeting with the employee, within the framework of this disciplinary action, always summarize the key points of a deal and ask him to re summarizes the actions that he would do to be able to achieve the goal or outcome was.
Thank you and express support. Disciplinary action had been shut down, thank him most sincerely to employees earlier. Express your appreciation for their participation in the meeting. Give us a commitment that we will provide time and assistance so that he managed to achieve this goal.
We can hope that our team is always able to demonstrate peak performance at work. On the other hand, the existence of the problems that arise due to the negligence of employees should also be considered as a dynamic work. Tuhanpun gives us room to make mistakes as well as giving us the opportunity to improve themselves. Of course as a leader we should get inspiration from it.
In any negligence arising out of the most important principle is to always take the time to make corrections immediately. Focus on action rather than the actor. Someone who is usually good, if a mistake should still be corrected. While someone who is usually wrong ("There are people who normally yes, alias always, wrong?"), When he made a good actions still need to get the award. As a leader, never afraid to take corrective or disciplinary. As a leader, never hesitate to give the award.
2. In order to attempt to achieve the objectives of an organization, it is necessary to
employees who have good discipline as an important element in a
organization. Discipline is very important in improving one's performance,
because the discipline then all tasks will be completed well and on
time. Employees play an important role in an organization, without the help of
and the role of employees, who have established a work program can not be accomplished
effectively and efficiently. Therefore need to work together in a coordinated
efforts to achieve the goals set earlier in order to truly
implemented.
employees who have good discipline as an important element in a
organization. Discipline is very important in improving one's performance,
because the discipline then all tasks will be completed well and on
time. Employees play an important role in an organization, without the help of
and the role of employees, who have established a work program can not be accomplished
effectively and efficiently. Therefore need to work together in a coordinated
efforts to achieve the goals set earlier in order to truly
implemented.
3. 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:
This discipline has three aspects, namely:
a.Sikap mental (mental attitude), which is an obedient and orderly manner as a result of training or development, mind control and controlling character.
b.Pemahaman 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.Sikap 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:
b.Pemahaman 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.Sikap 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.
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 tertentudi 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.
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 tertentudi 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.
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:
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.
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?
• 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.
• 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.
• 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.
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.
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.
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.
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.
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.
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.
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.
