The Effectiveness of Disciplinary Punishment for Employees in Achieving Good Governance in the Regional Office of the Ministry of Law and Human Rights in Central Java

Abstract

This study aims to analyse the mechanism for imposing penalties/punishments for violations of employee discipline cases within the Regional Office of the Ministry of Law and Human Rights of Central Java. In addition, this study also examines the effectiveness of the mechanism for imposing disciplinary penalties on employees in achieving Good Governance, as well as examines what factors are obstacles to imposing disciplinary penalties and solutions to overcome these obstacles. The research method with the Socio Legal-Approach where this research focuses on the identification of functions in social and legal symptoms within the Regional Office of the Ministry of Law and Human Rights of Central Java with qualitative methods, here emphasises the Purposive Non-Random Sampling interview method. The appointed informants represent Civil Servants who get disciplinary violations, other Civil Servants, Policy Makers namely structural officials and the surrounding community. The theories used to examine these problems are Legal Effectiveness Theory, Good Governance Theory, and Good Governance Theory from an Islamic perspective. The mechanism of imposing disciplinary actions for State Civil Servants at the Regional Office of the Ministry of Law and Human Rights of Central Java begins with an examination conducted by direct superiors as referred to in the laws and regulations governing the authority to appoint, transfer, and dismiss civil servants. The results showed that the mechanism for imposing disciplinary penalties/punishments on civil servants at the Regional Office in the Ministry of Law and Human Rights of Central Java is under Government Regulation No. 53 of 2010, although in the field there are obstacles and it has not been affected by the result that the officials in charge still tolerate to these employees, it also has a positive impact including a deterrent effect not to repeat either the same violation or one level higher than before either the Civil Servant concerned or others.