Please use this identifier to cite or link to this item: https://repositori.uma.ac.id/handle/123456789/23433
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dc.contributor.advisorAfifuddin, Sya'ad-
dc.contributor.authorSuhanda, Dedi-
dc.date.accessioned2024-03-14T04:35:45Z-
dc.date.available2024-03-14T04:35:45Z-
dc.date.issued2008-
dc.identifier.urihttps://repositori.uma.ac.id/handle/123456789/23433-
dc.description68 Halamanen_US
dc.description.abstractDi dalam menjalankan aktivitas di perusahaan sering terjadi konflik internal antara karyawan. Konflik atau persaingan ini terjadi karena mempunyai tujuan yang sama, latar belakang yang heterogen, sikap perasaan yang sensitif, perbedaan pendapat dan salah paham. Persaingan yang sehat akan memotivasi moral kerja, produktivitas kerja dan kedisiplinan karyawan, tetapi persaingan yang kurang sehat akan menimbulkan konflik. Persaingan sehat perlu dibina agar dinamika organisasi berkembang kearah yang diinginkan. Dengan persaingan sehat, karyawan akan kreatif: dinamis dan berlomba-loma mencapai prestasi kerja optimal. Persaingan yang kurang sehat harus dicegah sedini mungkin supaya tidak sampai teijadi konflik yang akan merugikan perusahaan. Dalam penyusunan skripsi ini, penulis melakukan penelitian untuk memperoleh data dan informasi yang ada kaitannya dengan judul skripsi yang penulis ajukan. Data tesebut penulis dapatkan melalui data perusahaan, data perpustakaan dan literatur-literatur. Teknik pengambilan data penulis lakukan melalui wawancara (interview) dan studi dokumen. Berdasarkan hasil penelitian pada PT. Mekar Karya Mas Medan maka dapat disimpulkan bahwa dari hasil perhitungan data dan analisis hipotesis menyatakan bahwa pengaruh atau hubungan konflik terhadap produktivitas keija karyawan diperoleh hasil r hitung sebesar 0,328 lebih besar dari r tabel yaitu 0,227. Dengan melakukan uji t hasil yang didapat sebesar 3,4 yang juga leuh besar dari t tabel serta uji determinan hasil yang didapat sebesar 1 0,8 %. Hasil analisis yang penulis lakukan maka dapat disimpulkan bahwa ha dapat diterima walaupun faktor konflik kecil mempengaruhi produktivitas kerja sebesar 10\8 % yang 89,2 % dipengaruhi oleh faktor-faktor lainnya. Juga dapat disimpulkan bahwa PT. Mekar Karya Mas telah mampu meminimalis tingkat pengaruh konflik yang ada antat pegawainya. In carrying out activities in the company, internal conflicts often occur between employees. This conflict or competition occurs because they have the same goals, heterogeneous backgrounds, sensitive feelings, differences of opinion and misunderstandings. Healthy competition will motivate work morale, work productivity and employee discipline, but unhealthy competition will cause conflict. Healthy competition needs to be fostered so that organizational dynamics develop in the desired direction. With healthy competition, employees will be creative: dynamic and competing to achieve optimal work performance. Unhealthy competition must be prevented as early as possible so that conflicts do not occur that will be detrimental to the company. In preparing this thesis, the author conducted research to obtain data and information related to the title of the thesis that the author submitted. The author obtained this data through company data, library data and literature. The author's data collection technique was carried out through interviews and document studies. Based on the results of research at PT. Mekar Karya Mas Medan, it can be concluded that from the results of data calculations and hypothesis analysis, it is stated that the influence or relationship of conflict on employee work productivity results in a calculated r of 0.328 which is greater than the r table, namely 0.227. By carrying out the t test the result obtained was 3.4 which is also larger than the t table and the determinant test the result obtained was 1 0.8%. The results of the analysis carried out by the author can be concluded that ha is acceptable even though small conflict factors influence work productivity by 10\8% of which 89.2% is influenced by other factors. It can also be concluded that PT. Mekar Karya Mas has been able to minimize the level of influence of conflict between its employees.en_US
dc.language.isoiden_US
dc.publisherUniversitas Medan Areaen_US
dc.relation.ispartofseriesNPM;038320021-
dc.subjectkonflik internalen_US
dc.subjectproduktivitas kerjaen_US
dc.titlePenanggulangan Konflik Internal Terhadap Peningkatan Produktivitas Kerja di PT. Mekar Karya Mas Medanen_US
dc.title.alternativeOvercoming Internal Conflict to Increase Work Productivity at PT. Mekar Karya Mas Medanen_US
dc.typeThesisen_US
Appears in Collections:SP - Management

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