Dicipline

Discipline

·         Discipline comes from the root word "disciple" which means to learn.

·         Discipline is to train and shape the direction of someone doing something for the better.

·         Discipline is a process that can foster feelings of a person to maintain and improve the organization's goals in an objective, through compliance with the rules of the organization.

1.     Step of disciplining employees:
     Reprimand is a disciplinary process to be followed to maintain the regularity of work. Here are some tips reprimand without causing conflicts:

·        *  Do not reprimand without preparation.

You must have a reason and accurate information. Without it, you will be considered applicable to arbitrary. As soon as you get it, determine the time and place to discuss this issue. But do not look for another mistake from another person just because you feel like calling it.

·         * scolds immediately after the violation.

"Beat the iron while it's hot". Do not spend time looking for any evidence. This is not a trial that threatened to jail prisoners.

·        *  Provided you have a reason and accurate information, plus the self-belief, it is enough to call it. Your task is to align the behavior.

·        *  Do it in person.

Do wakilkan on others. Talk face to face. From person to person, but do not enter into the heart. Choose a place that protects privacy. Be professional. Do not make him feel humiliated in front of others.

·        *  Give a reprimand in a state of calm.

Calm yourself. Do not be reprimanded in a state full of emotion. Anger can actually make things worse. More people will trust you if they feel you're trying to help.

·         * Focus on the issue.

Discuss the behavior, not the person. For example, do not say, "You're late again. You're lazy." But say, "The delay was not acceptable to you." Also, do not interfere confused with other things that you do not like about that person. Focus on the fault at that time. No need to rehash the already past. This could give the impression you are a vindictive.

·        *  Give them the opportunity to speak on the matter.

Dig the point. Listen carefully so that you can find solutions for themselves. Once again, show the attitude to help them, not punish them.

·        *  Say what you want and advice.

People need a way out. Do not just admonish, give advice and attempt repairs. Tell what you want. Do not let them make mistakes anymore just because they do not know what you want.

·         * Make a commitment to improving joint

Show of confidence, that you and he can fix things better. Set a time limit. End the procedure of this reprimand with terms and saline did not cause conflict. Soon forget the parts "hard" that may occur during the talks. Furthermore, look for opportunities so you can see the improvements made.

·        *  Enforce regulations to be consistent, firm and fair

Warning will have been longer if you are being fair and firm on all employees. If you just reprimanding certain people, while others who also made the mistake to be reprimanded, then you will be labeled unfair and favoritism.

Principle - The principle of Discipline:

• Leaders have a positive attitude

To be able to run the discipline is good and right, a leader must be able to be a role model / role model for subordinates. Therefore a leader must be able to maintain positive behaviors in line with expectations of staff.

• Carefully study

The impact of serious disciplinary action, leaders must understand the consequences. Data collected in fact, obtain information from other staff, personally asked a series of violations that have been done, analysis, and if necessary ask the opinion of other leaders.

• immediacy

Leaders must be sensitive to violations committed by subordinates as soon as possible and should be handled wisely. Because, if allowed to become chronic, the implementation of discipline will be enforced can be considered weak, vague, and will affect working relationships within the organization.

• Protect the confidentiality (privacy)

Disciplinary action will affect the ego staff, therefore it would be better if the issues discussed in private, in a private room with a relaxed and tranquil atmosphere. Confidentiality must be maintained because it might affect his future.

• Focus on the problem.

Leaders must be able to make an emphasis on the mistakes made by subordinates and not on his personality, pointed out that the mistakes made can not be justified.

• Consistently Run Rule

Regulations followed consistently, without favoritism. Any employees who are guilty must be nurtured so that they do not feel punished and can face sanctions that do naturally.

• Flexible

Disciplinary action set if all the information about the employee has been analyzed and considered. Things into consideration, among others, is the error rate, and job performance, ability levels and their effects on the organization

• Contains Advice

Explain that the violation is wisely done is unacceptable. Employee files that contain specific notes can be used as a reference, so that they can understand the mistake.

• Constructive Action

Leaders must ensure that subordinates understand his behavior was contrary to the objectives of the organization and explain the importance of rules for the staff and organization. Encourage the staff to change their behavior so that disciplinary action does not happen again.

• Follow up (Evaluation)

Leaders must carefully monitor and establish whether subordinate behavior has changed. If the subordinate does not change behavior, leaders must look back and re-evaluate the restrictions cause the end of disciplinary action.

2.       Due to the lack of discipline can slow the achievement of goals, even destroy the company. Because of that discipline is one factor that is very important and affect the achievement of an organization or a company. And if discipline is applied to the employee as well it will accelerate and strengthen the achievement of corporate goals. And comply with regulations means giving positive support to the company in implementing the program - a program that has been established, so that would make it easier for the achievement of corporate goals.

3.     An example of discipline in the organization:

a.       In an organization must have rules that must be obeyed and respected as an employee who works in a company that works in the field of hospitality services in particular. It is appropriate as a good employee who obey them such as using a uniform set by the company during working hours and the appearance should look neat and clean and fragrant.

b.      Anywhere in an organization requires all employees to arrive on time because it is one way to discipline employees. Also in operation is also very helpful and orderly, so that corporate goals can be achieved and realized.