Building Strong Organizational Culture

Oct 13, 2025 by magicalceylontours.com 142 views

The Influence of Competence, Organizational Culture, and Discipline on Employee Performance at the Southeast Aceh District Education and Culture Office

Introduction

In today's fast-paced and competitive world, the performance of government employees, particularly in the Southeast Aceh District Education and Culture Office, plays a crucial role in translating the aspirations and needs of the community into effective service programs. Good employee performance is not solely dependent on individual abilities, but also on a strong and coordinated organizational culture, and discipline in carrying out tasks. This research aims to analyze how competence, organizational culture, and discipline affect employee performance in the Department of Education and Culture.

Background

The Southeast Aceh District Education and Culture Office is a government institution responsible for providing education and cultural services to the community. As such, its employees are required to have adequate competence, both in terms of educational skills and background, to effectively carry out their duties. However, the performance of employees in this office is not solely dependent on individual abilities, but also on a strong and coordinated organizational culture, and discipline in carrying out tasks.

Literature Review

Previous studies have shown that competence, organizational culture, and discipline are critical factors that influence employee performance. Competence refers to the knowledge, skills, and abilities that employees possess to carry out their duties effectively (Kotter, 1982). Organizational culture, on the other hand, refers to the shared values, norms, and beliefs that shape the behavior and attitudes of employees (Schein, 1985). Discipline, or the ability to follow rules and regulations, is also an essential aspect of employee performance (Hofstede, 1980).

Methodology

This study uses a quantitative descriptive method to describe the characteristics of research objects. The population studied consisted of 62 employees who were entirely used as samples. Data was collected through survey and distribution of questionnaires directly to respondents. The results showed that partially, employee competencies had a significant effect and became the dominant variable with a value of 4,850. Organizational culture also shows a significant effect with a value of 9,768, while discipline has a significant effect on employee performance with a value of 4,272. In addition, there is a simultaneous significant influence between competence, organizational culture, and discipline on employee performance, which is demonstrated by the Adjusted R-Square value of 0.883 or 88.3%.

Analysis of the Effect of Competency

Competence is a key factor that determines how well an employee can carry out his duties. Employees with high competencies have the ability to complete work more efficiently and effectively. With sustainable training and development, employees can improve their abilities, which in turn will improve the overall performance of the organization. The importance of competence in employee performance cannot be overstated. It is essential for employees to possess the necessary knowledge, skills, and abilities to carry out their duties effectively.

The Role of Organizational Culture

A good organizational culture creates a positive and collaborative work environment. When employees feel that they are part of a solid team, their motivation and productivity will increase. Open and communicative culture also allows employees to innovate and share ideas, which are very important in the context of education and culture. Organizational culture plays a crucial role in shaping the behavior and attitudes of employees. It is essential for organizations to create a positive and collaborative work environment that fosters innovation, creativity, and productivity.

The Importance of Discipline

Discipline in carrying out tasks is an aspect that cannot be ignored. Discipline employees tend to be more responsible for their work. Discipline is also related to good time management, which is very necessary to complete the tasks given on time. In discipline can cause a decrease in the quality of services provided to the community. Discipline is essential for employees to carry out their duties effectively. It is essential for organizations to uphold discipline in the work environment to ensure that employees are responsible and productive.

Conclusion

This study provides in-depth insight into the effect of competencies, organizational culture, and discipline on the performance of employees in the Department of Education and Culture of Southeast Aceh Regency. The results show that to achieve optimal performance, all elements must be considered and developed simultaneously. Therefore, managers of human resources need to formulate appropriate strategies to improve competence, build strong organizational culture, and uphold discipline in the work environment. This will be very helpful in realizing a better and more effective public service goal.

Recommendations

Based on the findings of this study, the following recommendations are made:

Improving Competence: The Department of Education and Culture should provide sustainable training and development programs to improve the competencies of its employees.
Building Strong Organizational Culture: The Department of Education and Culture should create a positive and collaborative work environment that fosters innovation, creativity, and productivity.
Upholding Discipline: The Department of Education and Culture should uphold discipline in the work environment to ensure that employees are responsible and productive.

Limitations of the Study

This study has several limitations. Firstly, the study only focused on the Department of Education and Culture of Southeast Aceh Regency, and the findings may not be generalizable to other government institutions. Secondly, the study only used a quantitative descriptive method, and the results may not provide a comprehensive understanding of the effect of competencies, organizational culture, and discipline on employee performance.

Future Research Directions

Future research should focus on exploring the effect of competencies, organizational culture, and discipline on employee performance in other government institutions. Additionally, future research should use a mixed-methods approach to provide a more comprehensive understanding of the effect of these variables on employee performance.

References

Hofstede, G. (1980). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage Publications.

Kotter, J. P. (1982). The general managers. Free Press.

Schein, E. H. (1985). Organizational culture and leadership. Jossey-Bass.
Frequently Asked Questions (FAQs) about the Influence of Competence, Organizational Culture, and Discipline on Employee Performance

Q: What is the significance of competence in employee performance?

A: Competence is a key factor that determines how well an employee can carry out his duties. Employees with high competencies have the ability to complete work more efficiently and effectively. With sustainable training and development, employees can improve their abilities, which in turn will improve the overall performance of the organization.

Q: How does organizational culture affect employee performance?

A: A good organizational culture creates a positive and collaborative work environment. When employees feel that they are part of a solid team, their motivation and productivity will increase. Open and communicative culture also allows employees to innovate and share ideas, which are very important in the context of education and culture.

Q: What is the importance of discipline in employee performance?

A: Discipline in carrying out tasks is an aspect that cannot be ignored. Discipline employees tend to be more responsible for their work. Discipline is also related to good time management, which is very necessary to complete the tasks given on time. In discipline can cause a decrease in the quality of services provided to the community.

Q: How can managers of human resources improve competence, build strong organizational culture, and uphold discipline in the work environment?

A: Managers of human resources can improve competence by providing sustainable training and development programs. They can build strong organizational culture by creating a positive and collaborative work environment that fosters innovation, creativity, and productivity. They can uphold discipline by setting clear expectations and consequences for employees who fail to meet them.

Q: What are the benefits of improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: The benefits of improving competence, building strong organizational culture, and upholding discipline in the work environment include increased employee motivation and productivity, improved quality of services, and better overall performance of the organization.

Q: How can employees contribute to improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: Employees can contribute to improving competence by seeking out training and development opportunities. They can contribute to building strong organizational culture by being open and communicative with their colleagues. They can contribute to upholding discipline by following rules and regulations and meeting deadlines.

Q: What are the challenges of improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: The challenges of improving competence, building strong organizational culture, and upholding discipline in the work environment include resistance to change, lack of resources, and conflicting priorities.

Q: How can organizations overcome the challenges of improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: Organizations can overcome the challenges of improving competence, building strong organizational culture, and upholding discipline in the work environment by providing clear communication and expectations, offering training and development opportunities, and setting clear consequences for employees who fail to meet expectations.

Q: What is the role of leadership in improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: Leadership plays a crucial role in improving competence, building strong organizational culture, and upholding discipline in the work environment. Leaders must set clear expectations and provide support and resources to employees to help them improve their competencies and meet organizational goals.

Q: How can organizations measure the effectiveness of their efforts to improve competence, build strong organizational culture, and uphold discipline in the work environment?

A: Organizations can measure the effectiveness of their efforts to improve competence, build strong organizational culture, and uphold discipline in the work environment by tracking metrics such as employee satisfaction, productivity, and quality of services.

Q: What are the long-term benefits of improving competence, building strong organizational culture, and upholding discipline in the work environment?

A: The long-term benefits of improving competence, building strong organizational culture, and upholding discipline in the work environment include increased employee retention, improved reputation, and better overall performance of the organization.