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Chapter 5

Discussion and Conclusion

5.1. Discussion
The purpose of this study was to examine if internal communication can be a
meaningful and significant indicator of productivity. On the other hand this study also came
up with descriptive analysis about to what extent were the level of both internal
communication and productivity occurred the researched organization in particularly in a
public service organization in Indonesia.

5.1.1. Level of Internal Communication

A significant feature of this variable is that the dimension of listening towards upward
communication is in the level of good. It seems that listening towards upward communication
has been well implemented by superiors to subordinates. This notion of good upward
communication can occur because the superiors really understand the need of feedback and
careful listening and attention to the subordinates. Ashford et al. (2009) claimed that
superiors play an important role to boost a culture that encourages staff voice and upward
communication. Adelman and Stokes (2012) found in their study that effective upward
communication occurs because leaders are consistently visible and available to employees.

However, the rest of the dimensions including trust, decision making, honesty,
openness in downward communication and more to the high performance objectives are
within the level of fair. It is important to boost trust and open communication with employees
in order to establish a good relationship for the sake of performance excellence (Adelman and
Stokes, 2012). It can be said that a weak communication occur because leaders do not really
invite employees to have provide feedback to what they have done in the organization.

It is clear from the descriptive analysis that overall the level of internal
communication is at the level of fair. This judgment is triggered by the accumulation of fair

perceptions amongst trust, decision making, honesty and openness in downward

communication. In terms of trust, its development truly depends on the leaders role to
implement a culture of communication that involves listening and education employees
(Allert and Chatterjee, 1997). In this case, the level of trust can be well perceived by
employees when the leaders actively listen to employees and educate employees to also
implement listening amongst other employees and their superiors. A strong implementation
of listening may not be found in ETB of DKI Jakarta and it causes a fair perception of trust.
In terms of honesty, relationship in the organization must filled with honesty and openness
therefore, every employees are willing to discuss with their ideas without regarding the
position of superiors(Pace, Wayne & Don. F. Faules, 2001).

All in all, Welch and Jackson, (2007) claimed that the success of organization
extremely relies on effective internal communication as because internal communication
influence the strategic superiors to involve employees in accomplish goals of the
organization. The findings of this study show a fair level of internal communication and
therefore the internal communication should be carefully applied though an active role of
superiors to establish foundation of effective internal communication.

5.1.2. Level of Productivity

There is no significant feature of this variable. All dimensions of productivity
including work attitude, level of skills, work relationship, productivity management,
efficiency and entrepreneurship are at the level of fair. It is clear from the descriptive analysis
that that overall the level of productivity is at the level of fair.

5.2 Conclusion
The hypotheses have been formulated including null hypothesis and alternative
hypothesis. The null hypothesis is to investigate whether there is a significant relationship
between internal communication and productivity in the ETB of DKI Jakarta. The alternative

hypothesis is to examine whether there is there is no a significant relationship between

internal communication and productivity in the ETB of DKI Jakarta.
Based on the statistical analysis, this research has accepted the null hypothesis and
rejected the alternative hypothesis. So, it is clear that there is a significant relationship
between internal communication and productivity in the Education and Training Body of
Special Capital Territory of Jakarta Provincial Government.

5.2. Recommendation
Based on the conclusion of this research, there are several recommendation can be
purposed, as follows
Firstly, in terms of internal communication, there is a need to improve the level of internal
communication in order to achieve productivity. In order to improve the implementation of
internal communication amongst superiors and subordinates, this institution should design
regular training programs for all superiors and subordinates about the importance of internal
communication and the process of internal communication so that they are aware of the
issues related to internal communication.
Secondly,in terms of development of productivity, there is a need to expand internal program
in order to improve productivity among subordinates.

Ashford, S. J., K. M. Sutcliffe, and M. K. Christianson. 2009. "Speaking Up and
Speaking Out: The Leadership Dynamics ofVoice in Organizations." In Voice and
Silence in Organizations, edited by J. Greenberg and M. S. Edwards, 177-201. Bingley,
UK: Emerald Group.
Adelman, K. & Stokes, Charles D,(2012). Promoting employee voice and upward
communication in healthcare: The CEO's Influence/PRACTITIONER APPLICATION.
Journal of Healthcare Management, 57(2), 133-47;

To cite this document:

Allert J.R. and Chatterjee, S.R. (1997),"Corporate communication and trust in leadership", Corporate
Communications: An
International Journal, Vol. 2 Iss 1 pp. 14 21

Mary Welch Paul R. Jackson, (2007),"Rethinking internal communication: a stakeholder approach",

Corporate Communications: An International Journal, Vol. 12 Iss 2 pp. 177 - 198