The Influence of Employee Discipline

THE INFLUENCE OF EMPLOYEE DISCIPLINE IN RECOMMENDATIONS FOR PROMOTION TO POSITION The definition of a state according to the Big Indonesian Dictionary (KBBI) is a social group that occupies a certain territory or area which is organized under effective political and government institutions, has political unity, is sovereign and has the right to determine its national goals. To achieve this, the State needs government officials or employees to carry out the State's functions. The function of the government and its apparatus towards society is to serve (service function) and regulate (regulating function). These two functions are carried out to improve the welfare of the people. The government strives to fulfill and serve the needs of the community, besides that the government also regulates all areas so that everything is orderly and orderly. To be able to carry out this, civil servants are needed who have the ability to carry out their duties professionally and are responsible in organizing and carrying out government and development tasks. The position and role of Civil Servants is important and determining, because Civil Servants are an element of the State apparatus, to carry out government and development in order to achieve national goals (Nainggolan, 1987). One of the goals of national development is to create a just and prosperous society that is equitable and sustainable between material and spiritual based on Pancasila within the framework of the Unitary State of the Republic of Indonesia which is independent, friendly, orderly and peaceful (Nainggolan, 1987). The smooth administration of government and the implementation of National Development is very dependent on the perfection of the State apparatus. Meanwhile, the perfection of the State apparatus basically depends on the perfection of the Civil Servants themselves. According to Mangkunegara (2008) Human Resources in companies need to be managed well and professionally in order to create a balance between employee needs and the demands and capabilities of the company organization. Companies are required to manage their Human Resources well for the progress of a company. The success of a company's performance is determined by the results of good employee performance, and good employee performance is created by managing human resources well and professionally. Mangkuprawira (2004) stated that promotions can encourage good employee performance. Employees generally strive to do the best job possible if they believe that high performance leads to promotion. According to Thoha (20053) promotion is a reward given to employees who excel to take on greater responsibilities, in the form of promotion or position. Meanwhile, a position is a position that shows the duties, responsibilities, authority and rights of an employee within the framework of an organization, both structural positions and functional positions. So it can be concluded that a promotion is a transfer of power/authority to a higher level in accordance with certain responsibilities and obligations. Another factor that can influence employee performance besides promotion is work discipline. According to Davis in Mangkunegara (2008) work discipline can be interpreted as the implementation of management to strengthen organizational guidelines. Another opinion expressed by Bacal (2014) is that discipline is a process used to deal with performance problems. This process involves managers in identifying and communicating performance problems to employees. In carrying out their duties, employees need work instructions on how to carry out a job from the institution so that the work is carried out in accordance with the plans that have been made by the institution so that work discipline is created and irregularities do not occur. Work discipline will be created well if the institution creates a climate and implements rules and consequences if violations occur against its employees. Institutions need to socialize the regulations that have been made to all employees until all employees understand and can implement these regulations. However, it is not uncommon for employees to not understand or even conflict with these rules so that employee work discipline becomes bad or even worse. This occurs as a result of differences in interests between employees and institutions, so they cannot adjust these rules. Thus, companies must be able to create work rules that can adapt these interests to the process of achieving institutional goals. Apart from that, the application of consequences or sanctions to employees who do not comply with these rules must be carried out strictly. This is done to prevent work irregularities so that work discipline problems can be overcome. This problem can be seen in various forms of discipline, such as not arriving at the office on time, not entering the office with clear explanations, abusing existing facilities, piling up work, and so on. As expressed by The Liang Gie is as follows: "In practice, Indonesian civil servants in general still have many shortcomings, namely not complying with employee disciplinary regulations, which can hinder the smooth running of government and national development, among other things, there is still a spirit of civil service that thinks about following the habits of the parts, not in a harmonious unity but in unity in separate parts, have different shapes and styles and have little regard for punctuality.” (Moenir, 1983) In this current era, it is ironic that even though there are laws and regulations that specifically regulate the Code of Ethics for Civil Servants and their Rights and Obligations, efficient and effective civil servants are still very far from expectations. This indiscipline in work is carried out by almost all levels of civil servants. Civil servants as servants of the community and also servants of the State seem to have been forgotten. One indication of the low quality of civil servants is that there are many disciplinary violations committed by civil servants. One of the efforts to improve civil servant discipline is that the Indonesian government was actually late in providing a regulation with the issuance of Government Regulation Number 53 of 2010 concerning Civil Servant Discipline. The provisions for implementing Government Regulation Number 53 are stipulated in the Circular Letter of the Head of the State Civil Service Administration Agency Number 21 of 2010. The Civil Servant Disciplinary Regulations referred to are regulations that regulate obligations, prohibitions and sanctions if obligations are not obeyed or violated by Civil Servants (Moh, 1988). With the aim of educating and developing Civil Servants, those who violate obligations and prohibitions are subject to sanctions in the form of disciplinary penalties. (Suparno, 1992)