Communication and Motivation and Productive Work Discipline

Relationship Between Communication and Motivation and Productive Work Discipline in Organizations A. Definition of Motivation According to Nana Syaodih Sukmadinata (2003:64) that "motivation is a condition formed from various driving forces in the form of urges, motives, needs and desires." Motivation is a psychological process that reflects the interaction between the soul, attitude, needs, perceptions and decisions within a person. Meanwhile, according to Sumadi Suryabrata (2010:70) also argues that "motive is a state within a person that drives individuals to do certain activities in order to achieve a goal." In other words, motivation is a state of mind and mental attitude that provides energy and drives humans to do an activity. Then motivation according to Mc Donald (Abdul Hadis, 2008:29) "Motivation is a change in energy within a person which is marked by the emergence of feelings and preceded by a response to the existence of a goal". From the definition put forward by Mc. Donald contains three important elements, namely: That motivation initiates changes in energy in each individual human being Motivation is marked by the emergence of feelings or feelings, a person's affection. Motivation will be stimulated because there is a goal. So motivation in this case is actually a response to an action, namely a goal. Similar to what Hamzah B. Uno (2009:5) said that "motivation is a force that drives someone to do something to achieve a goal". These forces are basically stimulated by the existence of various needs, such as: (1) desires that must be fulfilled; (2) behavior; (3) goals; (4) feedback. B. Understanding Work Discipline Work discipline is often interpreted negatively. Discipline is more with sanctions or punishments. For example, for bank employees, being late for work has an impact on salary deductions that are equal to not coming to work that day (Helmi, 1996). Discipline can also be interpreted positively as stated by several experts. Hodges, in Helmi 1996, generally defines discipline as the attitude of a person or group that intends to follow the rules that have been set. If working with the world of work, the definition of discipline is an attitude and behavior that shows compliance with organizational regulations. Nitisemito (1982) also defines work discipline as an attitude, behavior, and actions that are in accordance with organizational regulations in written or unwritten form. Enforcing discipline is important for a company, because with this discipline it is expected that the work will be carried out as effectively and efficiently as possible. adding to this question, Rusli (1991) work discipline is all attitudes and behaviors in accordance with the rules that apply in the work environment based on the belief that employees have that these rules have goals that must be achieved. Work discipline can also be interpreted as obedience to a regulation that applies in the company (Wursanto, in Marwanto 2010). Obeying the rules is an attitude and behavior that is shared by strong self-control. This means that obeying the rules comes from within the individual (Suryohadiprojo, in Helmi 1989). Attitudes and in work discipline are characterized by initiative, behavior, and the will to obey the rules. A person is said to have high discipline not only because they obey and comply with the rules, but also because they have the will to adapt to organizational regulations. The reality is that before entering an organization, an employee has his/her own rules, values, and norms which are the result of the socialization process from family and society. This is often not in accordance with the rules set by the organization, thus causing conflict at work (Helmi, 1996). Based on this description, it can be said that work discipline is an attitude, behavior, and action that is in accordance with the regulations in force in the company. C. Aspects of Work Discipline According to Nitisemito (1991), the aspects contained in work discipline include: 1) Aspects of understanding regulations Work discipline is essentially not the freedom of employees to work. Efforts to discipline should not be applied in implementing regulations, but discipline must also support the goals to be achieved by the company. An employee who shows good discipline will have behavior that shows efforts to clearly understand the applicable regulations. This is shown by a proactive attitude towards employees to try to obtain information so that employees will diligently follow briefings, read announcements and ask about unclear regulations. 2) Aspects of compliance and obedience to regulations The regulations that apply in the company if most of the regulations have been obeyed by employees, then discipline has been applied in the work environment. The application of discipline is very important for a company, because with discipline it is expected that work will be carried out effectively and efficiently. Conversely, if discipline towards regulations is not applied, then it is likely that the company's goals cannot be achieved. An employee can be said to have compliance and obedience to regulations if during work they have no record of violations, obey without coercion, and willingly adjust to the rules that have been determined. 3) Aspects of the right time in carrying out and completing work While working, employees must have discipline. This means that an employee can appreciate time so that they are able to carry out work tasks and responsibilities according to the specified time. work on time and complete work according to the time that has been set as an effort to increase work productivity. As long as employees know when to start work, break time, and go home time (Soejono, 1997). 4) Aspect of the regularity of the process in carrying out tasks Every worker has various tasks that cover various efforts and how to run a business to achieve certain goals. The business process in working includes planning, sequencing methods, and work regulations. Each employee carries out all the guidelines or regulations of the Standard Operating Procedure (SOP) that have been set by the company. With regularity in carrying out work, it is expected to be able to encourage employees to be more productive and able to improve performance so that it can be profitable in the long term (Simamora, in Sinambela 2012). D. Impact of Work Discipline Every company is currently faced with the challenge of improving production quality. This requires increasing the professionalism of company management and the active role of employees. The success of the company to remain superior and exist requires employees who pay attention to discipline in their work. High work discipline behavior has a positive impact, namely forming a healthy organizational climate. Organizational climate is an atmosphere in the workplace that can be felt by employees when they work. Organizational climate has an important role because it can affect employee performance (Rinaldi, 2016). Sinungan (2009) added that work discipline also has an impact on the formation of work motivation towards employee participation in the company. All of these efforts directly lead to increased effectiveness and efficiency of employee work, so that there is an increase in production and work productivity (Rinaldi, 2016). Furthermore, Rinaldi (2016) also mentioned that employees with low work discipline behavior can result in behavioral changes, namely indiscipline actions that are not good for themselves, others, and for the company. Indiscipline has a negative impact in the form of lack of participation towards employees, where teamwork becomes unenthusiastic, the company does not carry out tasks together, and becomes disintegrated due to mistakes from indiscipline of employees. The impact of indiscipline also has an impact on the growth of the organization or company, namely causing expensive labor costs and decreasing company profits. In addition, the company must stop the production program because many employees are lazy and undisciplined, resulting in failure to distribute goods to the market and making consumers dissatisfied (Lieserna, 2009).