Pola Komunikasi PT Apparel One Indonesia Terhadap Produktivitas Karyawan Pada Masa Pandemi Covid-19

The purpose of this study was to determine the pattern of organizational communication at PT Apparel One Indonesia in order to increase employee productivity during the covid-19 pandemic. This research is a type of qualitative research. Data sources consist of primary and secondary. Data collection techniques using observation, interviews, and documentation. The analysis technique uses data reduction (data reduction), data presentation (data display), and drawing and testing conclusions. From the results of this study, it shows that the downward communication pattern used is the chain communication pattern, employees interacting with the leadership must go through the whatsapp group media. The pattern of leadership communication to employees is very influential on employee work motivation in achieving common company goals. In the upward communication pattern, employees always listen to directions, suggestions, and ideas given by the leadership. It is intended that the workflow within the company can run well. Leaders always provide good feedback to employees by providing input, advice, and providing solutions. In the horizontal communication pattern, harmonious communication between fellow employees is a top priority to avoid misunderstandings and still aims to maintain solid teamwork. Keywords: Communication Pattern, PT. Apparel One Indonesia Semarang, Employee Productivity

Like a puppet on a string … exploring Headteachers’ perceived demise of Local Governing Bodies within an English Multi-Academy Trust

Multi-Academy Trusts (MAT) have developed organically in England since 2010. As a result, there appears to be a lack of consistency in the interpretation of delegated responsibilities of Local Governing Bodies (LGB). In a small-scale study of Headteacher (HT) accountability within one English MAT, governance was revealed as a major cause for concern. Accountability links between HT performance management, LGBs, Chief Executive Officer (CEO) and Trust Board were unclear. There was a perception of a lack of upward communication and an increase in local ‘rubber-stamping’ of MAT strategy. It is argued that, whilst LGBs are used as a form of ‘chain of command’ to monitor individual schools, their actual purpose may be operational; governed and limited by the Trust Board. LGBs appear to have lost their strategic influence in the conversion from maintained school to academy. I suggest that the term ‘Local Governing Body’ is potentially erroneous in its nomenclature, as some LGBs merely provide a middle level of ‘educational responsibility’ – puppets on a string.

Can we talk? Why employees fail to report negative events to their managers

PurposeThe purpose of this research is to understand why and under what conditions employees are likely to partake in a particular type of silence, known as the Hierarchical MUM Effect (HME). This phenomenon occurs when subordinates are reluctant to share bad news with their supervisors, which can lead to deleterious outcomes in organizations due to a lack of communication. The authors also seek to find which conditions minimize HME.Design/methodology/approachThe authors surveyed employees in a large healthcare organization across three weeks. The authors analyzed their results using the SPSS PROCESS macro.FindingsThe authors’ findings suggest one way to minimize a lack of upward communication is to empower employees, via a high-quality LMX relationship, and move away from a bottom-line mentality focus. Employees who are empowered show lower instances of withholding information via HME. A low bottom-line mentality enhanced this relationship.Originality/valueThe authors expand understanding of antecedents to a particular type of silence, the HME, defined as purposefully withholding information from a supervisor or sharing information in a way that silences the dirty details of a situation (i.e. equivocating). Although a wealth of research examines the deleterious consequences of a high BLM, the authors highlight the positive work outcomes associated with a low BLM.

Peran Departemen Human Resources Development dalam Aktivitas Employee Relations pada Bisnis Keluarga

Sebagai perusahaan yang bergerak pada bidang hospitality, Royal Trawas Hotel & Cottages ingin membangun komunikasi yang sehat dengan karyawan. Royal Trawas Hotel & Cottages menyadari bahwa bisnis ini tidak akan berjalan tanpa adanya performa terbaik dari karyawan. Oleh karena itu, untuk membina hubungan yang baik dengan karyawan Royal Trawas Hotel & Cottages melalui Departemen Human Resources Development (HRD) melakukan sejumlah aktivitas Employee Relations. Dengan menggunakan metode penelitian kualitatif, peneliti ingin mengetahui tentang aktivitas Employee Relations yang dilakukan di Royal Trawas Hotel & Cottages. Hasil penelitian menunjukkan Departemen HRD telah membuata sejumlah aktivitas employee relations yaitu pertemuan program pendidikan dan pelatihan hingga corporate social responsibility. Peran Departemen HRD dalam aktivitas employee relations diantaranya adalah melakukan analisis awal, merancang aktivitas employee relations sesuai budaya perusahaan, menganalisis efektivitas peran dan tanggung jawab staf dalam aktivitas employee relations, melakukan diseminasi informasi, menentukan dan mengelola media internal, menciptakan hubungan humanis antara pimpinan dan karyawan serta melakukan evaluasi terhadap aktivitas employee relations. Aktivitas Employee Relations bergantung dengan komunikasi internal. Komunikasi internal yang terjadi di Royal Trawas and Cottages adalah komunikasi ke bawah atau downward communication dari pimpinan kepada karyawan, komunikasi hilir vertikal atau upward communication, komunikasi horizontal yang berlangsung antara karyawan dengan karyawan lainnya. Penelitian ini dapat dijadikan sebagai evaluasi bagi Royal Trawas Hotel & Cottages serta Royal Hospitality Management.

Communication in Organizations

Communication serves a constitutive force in making organizations what they are. While communication can be viewed as merely occurring “within” the organization, communication itself is essential to the creation and maintenance of organizations. Modern research in organizational communication explores this constitutive force of communication as well as the ways downward, upward, and lateral communication patterns determine positive and negative outcomes for both organizations and their members. Supportive, adaptive, and ethical downward communication from organizational leadership enhances members’ productivity and satisfaction while reducing turnover. In addition, candid upward communication from members to management is crucial for detecting and correcting troubles while they remain small and resolvable. Lateral communication through which members make sense of organizational events is key to understanding members’ perceptions, decisions, and behaviors. Finally, new information communication technologies both enable distributed work but also create new and troubling issues for modern work life.

LEADERSHIP STYLE AND COMMUNICATION PATTERNS OF ISLAMIC FOUNDATION LEADER IN MANAGING ORGANIZATIONS (Case Study At Tahfidz Abdurrahman Al-Fatih Bengkulu City)

The purpose of this study was to analyze and describe how the leadership style and communication patterns of Islamic foundation leader in managing organizations, especially in Tahfidz Abdurrahman Al-Fatih Bengkulu City. The method used in this research is a qualitative method. The type of research used is Field Research (field research) by directly visiting and seeking information directly from the situation where the research was conducted. Data collection in this study was carried out using interviews, observation, and documentation. From the research results, it was found that Ustad Ilham Rahmatun Putra as the leader of Tahfidz Abdurrahman Al-Fatih has his own leadership style and communication pattern in managing organization. Leadership Style which is owned by Ustad Ilham including including The Structuring Style, The Relinquishing Style, and The Equalitarian Style. By implementing these three leadership styles, Tahfidz Abdurrahman Al-Fatih grow and gain the trust of various parties. The communication pattern that occurs in Tahfidz Abdurrahman Al-Fatih is a wheel pattern, so that the leadership power is in a central position and is influential in the process of delivering the message where all running information must first be conveyed to the leadership. In addition, the message flow that occurs in an organizational network includes downward communication, upward communication, horizontal communication, and cross-channel communication.

Discursive Heterogeneity in The Autobiography of Miss Jane Pittman by Ernest J. Gaines

Various critics are interested in the aesthetic scope of literary discourse; those who are truly inscribed in that perspective, adopt varied approaches. Accordingly, countless meanings are given to the same literary texts. What is termed “discursive heterogeneity” in the current study is purely ideological and is about the implicit views entertained by colonists during and after colonial period, which are symbolically romanticized by African American writers as illustrated by Ernest J. Gaines in The Autobiography of Miss Jane Pittman (Note 1). That novel is a symbolic instance in which a double period, marked by distinctive ideological discourses, intertwine in a unified and dynamic way, thus creating a narrative harmony. The former differs from the latter by its unilateral characteristics, which imposes an exclusive submission upon Blacks and the latter is opposed to the former by its controversial ambivalence, granting restricted liberties to Blacks. Practically, Blacks are free without actually being free. A close glance at the type of communication prevailing between white colonists and black folks before the Proclamation of Freedom helps to discover its unilateralism (downward communication) and the post-Proclamation one is bi-dimensional (downward and upward communication). But between both preceding periods, there is the Proclamation of Freedom, whose message is more constraining and transcendental in the narrative universe. So, to learn more about that “discursive heterogeneity” and bring out its related meanings, this study leans on narrative semiotics. That methodological tool examines the discursive clues; particular attention is paid to Blacks’ evolution from the period before the Proclamation of Freedom up to the prevailing era after the Emancipation.

It’s Not Only What You Say…. How Communication Style and Team Culture Affect Audit Issue Follow-Up and Auditor Performance Evaluations

Auditors work in hierarchical teams in which effective upward communication is critical to audit quality. We provide evidence that audit seniors’ willingness to consider following up on information, as well as their evaluations of staff performance, are affected by how audit staff speak up (i.e., their communication style) and audit team culture. Namely, audit seniors consider follow-up procedures more and rate staff higher when staff assertively communicate issues, especially in more autonomous team cultures. Yet, audit staff prefer to use a more passive communication style and perceive a more assertive upward communication style as risky, suggesting a disconnect between audit seniors and their staff. Our results suggest the potential for audit quality improvements by better alignment of supervisor-subordinate communication-style preferences, especially in more autonomous team cultures.

Analisis Analisis Hambatan Komunikasi Karyawan Lokal di Kalimantan Barat

Kelancaran dalam komunikasi organisasi menjadi bagian penting dalam perusahaan, tidak terkecuali bagi PT. Hutan Ketapang Industri (HKI). PT Hutan Ketapang Industri mempunyai perbedaan status karyawan staf dan non staf (sebutan bagi karyawan lokal asli penduduk Kalimantan), yang seringkali menimbulkan hambatan komunikasi, sehingga penelitian ini memfokuskan pada hambatan komunikasi ke atas (upward communication) PT. Hutan Ketapang Industri. Karyawan lokal merupakan masyarakat sekitar yang bertempat tinggal di areal konsesi yang memiliki keragaman suku dan budaya. Metode yang digunakan dalam Penelitian ini yaitu metode kuantitatif, dengan teknik pengumpulan data melalui survey kuesioner kepada 95 karyawan lokal. Pengukuran hambatan komunikasi mengacu pada enam jenis hambatan yaitu: (1) hambatan yang bersifat teknis, (2) hambatan perilaku, (3) hambatan bahasa, (4) hambatan stuktur, (5) hambatan jarak, (6) hambatan latar belakang. Pemilihan sampel pada penelitian ini menggunakan simple random sampling. Hasil penelitian ini menunjukkan bahwa terdapat dua jenis hambatan, yaitu hambatan jarak dan hambatan bahasa pada karyawan PT. Hutan Ketapang Industri.

Impact of Effective Business Communication on Employee Performance

Communication is considered an essential tool for organizational performances and growth. Most business rely on effective communication with both customers and employees to improve sales and enhance business growth. Poor or ineffective communication normally leads to mismanagement of an organization and undesirable business results. This study sought to explore the impact of business communication on the performances of employees. Communication was conceptualized into horizontal, downward, and upward communication forms and their influence on employee performance was determined based on data from 110 participants who were employees of different banking institutions in Greece. The study confirmed that effective communication in any business entity has a great influence in employee performance. Business are encouraged to maintain a good flow of information across the organization to as to improve employee performances and business profitability in the long run.