scholarly journals Komunikasi Interpersonal di PT. Perkasa Internusa Mandiri Medan

2017 ◽  
Author(s):  
Ester Hervina Sihombing
Keyword(s):  
Interpersonal Communication ◽  
Employee Performance ◽  
Important Influence ◽  
Improve Performance ◽  
Face To Face ◽  
Absolute Necessity

Communication is an absolute necessity in the organization because communication can determine the communication would strengthen, unite or otherwise separate communication. In terms of communication among employees and leaders, if the communication that occurs either the employee will be able to acquire and develop the task in hand, so that the level of performance of an organization / company become better. Conversely, if there is poor communication due to good relations, authoritarian or indifferent attitude, disagreements or prolonged conflict, and so on. Communication has a very important influence on employee performance. Communication maintain the motivation to deliver information to employees about what to do, how well they are doing and what can be done to improve performance. One type of communication that is very important is the interpersonal communication, or communication that occurs between some personal face-to-face that allows ongoing verbal and nonverbal responses directly. In operation, the communication takes place on a reciprocal basis and produce feed back directly in response to a message. declared effective interpersonal communication when meeting communication is fun for the communicant so that if good interpersonal communication that occurs then the employee will be able to acquire and develop the task in hand, so that the level of performance of an organization become better.

Analysis of the Effect of Interpersonal Communication on the Performance of Woman Seafarers

2021 ◽  
Vol 1 (4) ◽  
pp. 69-79
Author(s):  
A. Chalid Pasyah ◽  
Suhartini ◽  
Pratiwi Pramono
Keyword(s):  
Organizational Performance ◽  
Interpersonal Communication ◽  
Social Relations ◽  
Employee Performance ◽  
Shipping Industry ◽  
Improve Performance ◽  
Communication Problems ◽  
Participation Of Women ◽  
Strategic Approach ◽  
Board Ship

Communication is an absolute necessity in an organization including on board ship because communication can strengthen, unite, or separate the community in its environment. If communication goes well and fun, then employees will be able to work well too, so that organizational performance will be better. Conversely, if communication is not good, it will cause bad social relations, authoritarian attitudes, indifference, and even prolonged conflict. Communication has a very important influence on employee performance. One type of communication that is very important is interpersonal communication, or direct interpersonal communication, both verbal and nonverbal. Communication maintains motivation by explaining to employees what to do, how well they are doing it and what can be done to improve performance if it is below standard.When carrying out the sea-training on board ship, the researcher found communication problems between crew members including a woman seafarerand a foreign Second Officer (WNA), causing disruption of their interpersonal communication. Currently, woman seafarers represent only 2% of the total 1.2 million seafarers in the world and from this 2%, 94% of women seafarers work in the shipping industry. In this man-dominated industry, IMO has made concerted efforts to help the industry move forward and support women to achieve representation that matches the expectations of the 21st century. IMO has taken a strategic approach to increasing the contribution of women as key maritime stakeholders. IMO continues to support the participation of women in positions based on land and at sea.This research was conducted to determine and analyze how good and effective interpersonal communication skills and skills are able to create a conducive work environment and improve the performance of woman seafarers who work on boats.

scholarly journals KOMUNIKASI INTERPERSONAL KARYAWAN PADA PELANGGAN DALAM MEMBERIKAN SERVICE EXCELLENT DI PT ZOOM & WATCH BINTARO

2020 ◽  
Vol 7 (2) ◽  
pp. 100
Author(s):  
Annie Rufeidah ◽  
Katry Anggraini ◽  
Indri Lestari
Keyword(s):  
Data Collection ◽  
Foreign Language ◽  
Interpersonal Communication ◽  
Employee Performance ◽  
Service Employees ◽  
Face To Face ◽  
Communication Problems ◽  
Excellent Service ◽  
Flow Through ◽  
A Company

ABSTRAK- Komunikasi Interpersonal terjadi tatap muka secara langsung, pesan tersebut melalui saluran antar personal, terjadinya adanya persaingan ketat pada berbagai bidang menjadikan pekerjaan di dalamnya selalu menginginkan yang terbaik untuk orang lain, terutama mengenai service excellent. Dalam upaya pencapaian keberhasilan suatu perusahaan tidak hanya dipengaruhi besarnya dana, penggunaan teknologi, maupun sarana dan prasarana, yaitu faktor sumber daya manusia. Pendidikan dan pelatihan sangat penting bagi karyawan dalam mengatasi permasalahan komunikasi pada pelanggan seperti pengetahuan, keterampilan, dan sikap, sehingga tidak adanya kesenjangan antara karyawan satu dengan karyawan lainnya begitu pula pada pelanggan untuk menghindari ada terjadinya masalah atau komplain. Penelitian ini memiliki 2 (dua) tujuan adalah untuk mengetahui komunikasi interpersonal karyawan dalam memberikan service excellent di PT Zoom & Watch Bintaro dan untuk mengetahui cara mengatasi hambatan yang terjadi dalam service excellent kepada pelanggan PT Zoom & Watch Bintaro. Teknik dalam mengumpulkan data melalui pendataan dilakukan secara langsung dan pengumpulan data dilakukan secara tertulis. Karyawan berkomunikasi dengan pelanggan dapat berbagai cara, tetapi secara umum komunikasi pada dua arah antara perusahaan dengan pelanggan dapat dengan tatap muka langsung atau face to face, melalui telepon, dan lewat surat/email/fax/tertulis. Cara mengatasinya karyawan harus bisa menjelaskan informasi sesuai dengan pertanyaan si pelanggan, melakukan verifikasi dengan permasalahan yang dikeluhkan dan umpan balik yang tepat terhadap pelanggan dan sebaiknya perusahaan melakukan pelatihan khusus mengenai pelatihan bahasa asing dasar secara berkala untuk karyawan, agar mengoptimalkan kinerja karyawan dalam berbicara bahasa asing. Kata-kata Kunci: Komunikasi Interpersonal, Service Excellent, Karyawan, dan Pelanggan.  ABSTRACT- Interpersonal communication takes place in face-to-face contact, where messages flow through interpersonal channels. Very tight competition in various fields of work makes the work involved in it want to provide the best for others, especially with the problem of providing excellent service. The success of a company is certainly not only determined by the amount of funds owned, the technology used, or the facilities and infrastructure, but the most important thing is the human resource factor. Education and training are very important for employees in overcoming communication problems with customers such as knowledge, skills and attitudes, so that there is no gap between one employee and another employee as well as the customer to avoid any problems or complaints. This study has 2 (two) objectives to find out employee interpersonal communication in providing excellent service at PT Zoom & Watch Bintaro and to find out how to overcome obstacles that occur in excellent service to customers of PT Zoom & Watch Bintaro. The technique in collecting data through data collection is done directly and data collection is done in writing. Employees communicate with customers in many ways, but in general two-way communication between the company and its customers can be classified as: direct contact or face to face, by telephone, and by letter / email / fax / written. How to overcome them employees must be able to explain information in accordance with the customer's questions, verify with the complaints and complaints appropriate to the customer and the company should conduct special training on basic foreign language training on a regular basis for employees, in order to optimize employee performance in speaking a foreign language. Keywords: Interpersonal Communication, Excellent Service, Employees, and Customers

MEMBANGUN PEMAHAMAN RELASIONAL MELALUI KOMUNIKASI INTERPERSONAL

1970 ◽  
Vol 7 (2) ◽  
Author(s):  
Uus Uswatusolihah
Keyword(s):  
Interpersonal Communication ◽  
Role Model ◽  
Phenomenological Approach ◽  
Structure Form ◽  
Face To Face ◽  
Surrounding Structure ◽  
Interpersonal Communications

This paper focuses on how interpersonal communication is built to achieveagreement and uses phenomenological approach. It is based on a research on therelationship between lecturer and student in the process of thesis consultation inSTAIN Purwokerto.This paper explains that the model of their relationship is a role model, inwhich the role is formed through a surrounding structure. Form and context ofinterpersonal communication happen in a kind of face to face dialogues andindividually. The process of communication hardly found in groups, or withcommunication media such as telephone and internet. Seen from its effectiveness,it is found that most of the interpersonal communications are effective enough tobuild agreement between the individuals involved in the process.

PENGARUH MOTIVASI KERJA, KOMUNIKASI INTERPERSONAL DAN BUDAYA ORGANISASI TERHADAP KINERJA GURU (STUDI KASUS DI SMPN 5 PARIAMAN)

2020 ◽  
Author(s):  
Hasnah Mila
Keyword(s):  
Organizational Culture ◽  
Regression Analysis ◽  
Interpersonal Communication ◽  
Work Motivation ◽  
Employee Performance ◽  
High Reliability ◽  
Eligibility Criteria ◽  
Validity Test ◽  
Independent Variable ◽  
Performance Teachers

The independent independent variables in this study are Work Motivation, Interpersonal Communication and Organizational Culture while the dependent variable is the Performance Teachers and Employees SMPN 5 Pariaman. The sample used in this study as many as 32 respondents determined by using saturated samples. To know the influence of independent variable to dependent variable partially, used t test. While to know the effect of independent variable to dependent variable simultaneously, used F test. The assumption used in the validity test is if R-count> R-table item is declared valid. The R-arithmetic shown in the table above, from each item indicates that R-arithmetic> R-table so the item is declared valid. Based on the validity test of Work Motivation instrument, Interpersonal Communication and Organizational Culture on Teacher and Employee Performance, all items are declared valid and reliability test results indicate that the instrument has high reliability. This means that the eligibility criteria Instrument Motivation Work, Interpersonal Communication and Organizational Culture on Performance Teachers and Employees have met the criteria of good instrument requirements, namely valid and reliable. Regression analysis results obtained t count = 2.550 while t table = 2.042 so thitung> ttable and significance value is 0.000, this value is smaller than α = 0,05 so it can be said that motivation factor (X1) (Y) Regression analysis results obtained t count = 1.076 while the value of t table = 2.042 so that tcount < ttable or and its not significance value is 0.000, this value is smaller than α = 0,05, and proved variable of Interpersonal Communication (X2) (Y) Regression analysis results obtained t count = 1.715 while the value of t table = 2.042 so thitung< ttable and its not significance value is 0.000, this value is smaller than α = 0,05, and proved Organizational Culture variable (X3) The value of correlation coefficient (R) turns out that the correlation is positive. This means that there is a strong one-way relationship, where the change of increment that occurs in the free factor of Work Motivation, Personal Communication and Organizational Culture is accompanied by the change of the bound factor increase that is Teacher Performance (Y).

The Effects of Smoking on Mood, Rapport, and Satisfaction in Conversation among Japanese Smokers in A First Meeting: A Randomized Controlled Trial

2020 ◽  
Author(s):  
Kengo Yokomitsu ◽  
Keita Somatori ◽  
Tomonari Irie
Keyword(s):  
Interpersonal Communication ◽  
Controlled Trial ◽  
Tobacco Consumption ◽  
Cigarette Use ◽  
Intrapersonal Communication ◽  
Face To Face ◽  
Water Group ◽  
Randomized Controlled ◽  
Randomized Control ◽  
The Difference

Through a randomized control design, this study examines whether tobacco consumption contributes to mood change and social enhancement in dyadic conversation. In addition, we would like to focus on the difference between smoking device and cigarette use. Specifically, we compare the intrapersonal and interpersonal communication in dyadic conversation among the cigarette group, the smoking device cigarette group, the water group, and the nothing consumption group. In the present study, 80 participants engaged in a dyadic, face-to-face, unstructured conversation with a stranger of the same gender. Regarding intrapersonal communication, no significant differences were found between the groups’ POMS 2 subscale scores (anger-hostility, confusion-bewilderment, depression-dejection, tension-anxiety, fatigue-inertia, vigour-activity, and friendliness). The smoking device and cigarette groups had greater rapport than the water group. Moreover, the smoking device group were more satisfied with dyadic conversation than the water group. Finally, there were no significant differences in verbal communication among the groups.

scholarly journals The value of in-person banking: evidence from U.S. small businesses

2021 ◽  
Author(s):  
Song Zhang ◽  
Liang Han ◽  
Konstantinos Kallias ◽  
Antonios Kallias
Keyword(s):  
Interest Rates ◽  
Interpersonal Communication ◽  
Rural Areas ◽  
Financial Services ◽  
Small Businesses ◽  
Business Owners ◽  
Soft Information ◽  
Face To Face ◽  
Treatment Effect Models ◽  
The U.S

AbstractWe produce the first systematic study of the determinants and implications of in-person banking. Using survey data from the U.S., we show that firms which are informationally opaque or operate in rural areas are liable to contact their primary bank in-person. This tendency extends to older, less educated, and female business owners. We find that a relationship based on face-to-face communication, on average, lasts 17.88 months longer, spans a wider range of financial services, and is more likely to be exclusive. The associated loans mature 3.37 months later and bear interest rates which are 11 basis points lower. For good quality firms, in-person communication also relates to less discouraged borrowing. These results are robust to multiple approaches for endogeneity, including recursive bivariate probits, treatment effect models, and instrumental variables regressions. Overall, our findings offer empirical grounding to soft information theory and a note of caution to banks against suppressing channels of interpersonal communication.

Thoughts on How Construction Enterprises Improve Performance Management

2013 ◽  
Vol 456 ◽  
pp. 631-635
Author(s):  
Jian Lin Zuo
Keyword(s):  
Performance Evaluation ◽  
Performance Management ◽  
Employee Performance ◽  
Paper Briefly ◽  
Improve Performance ◽  
Index Method ◽  
Construction Enterprises ◽  
Key Performance Index ◽  
Performance Indexes ◽  
Level Performance

This paper briefly introduces several problems of employee performance management in construction enterprises in China, including taking performance evaluation as performance management, being lack of consistent bidirectional communications, one-sided use of results of performance evaluation, malposition of evaluators, psychological disadvantages and barriers of evaluated people and so on; the paper also provides measures including enhancing publicity on purposes and significance of performance management for employees of construction enterprises, utilizing all-round key performance index method to decompose employee-level performance indexes, enhancing communications on performance, and using results of performance evaluation in a scientific way, in order to improve performance management of construction enterprises. This research conclusion can play a role in guiding improvement of performance management of construction enterprises.

scholarly journals Characteristic of Islamic Organizational Culture as An Effort to Improve Performance at University of Muhammadiyah Malang

2021 ◽  
Vol 5 (1) ◽  
pp. 79-88
Author(s):  
Sri Budi Cantika Yuli
Keyword(s):  
Organizational Culture ◽  
Qualitative Method ◽  
Management Practices ◽  
Employee Performance ◽  
Conscious Experience ◽  
Organization Culture ◽  
Research Subjects ◽  
Improve Performance ◽  
Technical Leadership ◽  
Personal Capital

This study aims to reveal the characteristics of Islamic organizational culture at University of Muhammadiyah Malang as an effort to improve employee performance. This study uses qualitative method by applying phenomenology approach. It is conducted by examining the experience realized by the informant (conscious experience) and the instruments of data collection are interviews, observation, and documentation so that researchers can obtain more complete data about the characteristics of Islamic organization culture at University of Muhammadiyah Malang. The research subjects are: (1) university board; (2) deans; (3) employees. Moreover, the qualitative data analysis techniques in this study uses 3 (three) analyzes, namely: data reduction, data presentation, and conclusion. The results of this study indicate that perceptions of Islamic organizational culture can be seen from the perception of university board, lecturers and employees on the value of leadership, norms and management practices, stories and figures, traditions and rituals, as well as perceptions on symbols. It can be concluded that the characteristics of Islamic organizational culture include: (1) Shiddiq (truthfulness) to achieve personal excellence that is honest, transparent, and accountable, (2) Amanah (trustworthiness) to achieve inter-personal capital that is unprejudiced and commitment, (3) Tabligh (advocacy) to achieve visionary and communicative leadership that is communicative and open, (4) Fathonah (wisdom) to achieve professionalism and technical leadership that is smart, competent, and innovative.

scholarly journals PENGARUH TINGKAT PENDIDIKAN, MOTIVASI, DAN KOMPENSASI TERHADAP KINERJA PEGAWAI DI BRI CABANG SEMARANG AHMAD YANI

2019 ◽  
Vol 11 (02) ◽  
pp. 31-47
Author(s):  
Sopi Sopi ◽  
Zumrotun Nafi'ah
Keyword(s):  
Linear Regression ◽  
Multiple Linear Regression ◽  
Industrial Revolution ◽  
Employee Performance ◽  
Science And Technology ◽  
Regression Equations ◽  
Linear Regression Equation ◽  
Improve Performance ◽  
Independent Variables ◽  
Life Education

Education, motivation and compensation are important things that can improve performance. This study aims to explain whether there is an influence of education, motivation and compensation on employee performance. So that through the results of this study it is expected to be a reference for leaders in managing the organization. In this study there are three independent variables namely education, motivation and compensation and one dependent variable is employee performance. At present it is in the era of industrial revolution 4.0, which is marked by; big data / giant data, internet of think, labor knowledge, and long life education. Since the beginning of the life of mankind to an infinite period, it is largely determined by the mastery of science and technology. Science and technology can not be separated from the progress of education level. Education is the base of all changes both individually, as well as countries. Employee performance is determined by the education that is owned, as high as education, the higher the performance and vice versa. The population in this study are BRI CAB employees, SEMARANG A-YANI, 60 people and all of them are sampled. The results of the analysis using SPSS 23 program statistical tools obtained multiple linear regression equation Y = 0.505 X1 + 0.175 X2 + 0.408 X3 The results of multiple linear regression equations show that there is a positive and significant influence between education on employee performance at BRI CAB. A YANI SEMARANG (t count test 6.314> t table 0.05), motivation towards employee performance at BRI CAB. A YANI SEMARANG (tcount 2,160> t table 0,05), and compensation for employee performance at BRI CAB. A YANI SEMARANG (t test 5.108> ttable 0.05). While together (simultaneously) the influence of education, motivation and compensation has an effect on and significant on the performance of employees at BRI CAB. A YANI SEMARANG (count = 44,692> ftabel = 0.05). The influence of the two research variables is very strong with a correlation value of 69.0% for employee performance at BRI CAB. A YANI SEMARANG is influenced by the motivation and compensation education of the remaining 31.0% of the employees' performance at BRI CAB. A YANI SEMARANG is influenced by other variables that affect employee performance.

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