Definition of Labor Discipline According to Experts, Objectives, Types and Sanctions

Definition of Labor Discipline According to Experts, Objectives, Types and Sanctions
Definition of Labor Discipline According to Experts, Objectives, Types and Sanctions

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Definition Of Labor Discipline According To Experts, Objectives, Types And Sanctions

Definition of Labor Discipline

The word discipline itself comes from the Latin “discipline” which means “practice or education of decency and spirituality and character development.” It emphasizes helping employees develop proper attitudes toward their work and is the supervisor’s way of reclaiming his or her role in relation to discipline.


Definition of labor discipline according to experts

Here are some definitions of labor discipline according to experts, among others:


Affirming that labor discipline can be interpreted as the application of management to strengthen organizational guidelines.


Labor discipline can be interpreted as an attitude of respect, respect, obedience and obedience to the applicable rules, both written and unwritten, and being able to carry them out and not avoid receiving sanctions if you fail to comply with the duties and powers granted to you.


Work Discipline Goals

Below are some of the objectives of the work discipline, among others:

  1. For employees to comply with all labor standards and policies, as well as applicable organizational standards and policies, both written and unwritten, and to carry out management orders appropriately.
  2. Employees can perform their work to the best of their ability and can provide maximum service to certain stakeholders in the organization according to their assigned field of work.
  3. Employees are able to use and maintain the organization’s facilities and infrastructure, goods and services in the best possible way.
  4. Employees may act and participate in accordance with the rules that apply to the organization.
  5. Employees are capable of producing high productivity in accordance with the organization’s expectations, both in the short and long term.

Types of labor discipline

There are two types of work disciplines, among others, the following:


Preventive discipline is an activity that is carried out with the aim of encouraging employees to be aware of compliance with various norms and rules, so that various irregularities or infractions can be prevented. The main thing in this case is the growth of “self-discipline” in all employees without exception.


Corrective discipline is an activity taken to deal with infractions that occur against the rules and try to prevent further infractions. This corrective activity takes the form of a punishment or disciplinary action, which may take the form of a “warning” or an “opening.” All disciplinary goals should be positive, educational, and correct mistakes so they don’t happen again.


Labor Discipline Sanctions

The following are some labor disciplinary sanctions, among them:

Severe disciplinary sanctions

Severe disciplinary sanctions, including:

  • Demotion to a position inferior to the position or work previously assigned.
  • Release of an apartment or employment to be used as regular labor for those who occupy the apartment.
  • Termination of the employment contract with respect to the request of the workforce in question.
  • The termination of employment is not with respect as a worker in the organization or company.

Moderate disciplinary sanctions

Medium disciplinary sanctions, including:

  • The delays in the payment of compensation have been previously foreseen as for the rest of the workers.
  • A decrease in wages or salaries from a wage or salary normally given daily, weekly, or monthly.
  • The postponement of the promotion program of the staff in question in a higher position.

Mild disciplinary sanctions

Mild disciplinary sanctions, including:

  • Verbal reprimands to affected personnel.
  • Written warning.
  • A written statement of dissatisfaction.

In determining the type of disciplinary sanctions to be imposed on violating employees, careful, thorough, and thorough consideration should be given to whether the disciplinary sanctions to be imposed are proportionate to the actions and conduct adopted. Thus, disciplinary sanctions can be accepted with a sense of justice. Employees who have received disciplinary sanctions and repeat in the same case, should receive more severe disciplinary sanctions while continuing to be guided by applicable government policies.

I hope this can be of benefit to readers. :)

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