International Journal of Governmental Studies and Humanities (IJGH) http://ejournal.ipdn.ac.id/index.php/ijgsh

ORGANIZATIONAL COMMUNICATION CLIMATE OF WOMEN LEADERS IN MOTIVATING EMPLOYEE WORK IN THE DIRECTORATE GENERAL OF HOUSING PROVISION OF MINISTRY OF PUBLIC WORKS AND PEOPLE’S HOUSING

Ernawati Sinaga1, Dwi Indah Kartika2, Ivo Fredda Martastuty3 Universitas Nasional Institut Pemerintahan Dalam Negeri University of Prof. DR. (Beragama)

*Correspondence: [email protected] ARTICLE INFO ABSTRACT Article History: Communication climate is of paramount importance in an organization received as it contributes to the effectiveness and success of an organization. revised The current study was conducted on women leaders in the Directorate accepted General of Housing Provision of the Ministry of Public Works and People's Housing. The research was conducted in order to answer the question: How is communication done by woman leader so that the Keywords: communication climate is created in Directorate of Housing Provision Communication climate; of Ministry of Public Works and People's Housing in realizing organizational communication; employee work motivation. This research used qualitative female leader; motivation methodology and the data obtained through in-depth interview and field observation. The number of informants in this research was 3 people, consists of 2 women leaders who had very important and active role and 1-woman employee. As a foothold in this study we used theories and concepts that are relevant and expected to help the development of the conclusion. The theory of motivation with the concept of gender was used as the foundation. The results of the study indicate that women leaders should be more persuasive to their employees, in order to be able to provide and receive information and work with employees to complete their job. It is expected that result of this study can be useful to provide inputs from the theoretical aspects of women's leadership in a government organization and provide an overview of the things that hinder and support employee development process as a form of effort to improve the motivation of human resources as a whole.

INTRODUCTION the public spotlight and the opinions of Gender differences in a company or experts. Men and women become organization is still a discussion that is incommensurate because of the many things considered interesting to be appointed. The men do in women. existence of women in areas considered the Before we go on to talk about women's domain of men is the main focus, not strange leadership, then we need to know what gender to see a woman who career in various fields is, H.T. Wilson defines gender as a basis for become a major milestone the way a company. determining differences in the contribution of In today the position and status of men and women to the collective culture and women have been much better and much as life that as a result they become men and workers than in ancient times. At this time we women. Elanine Showalter mentions that will not be foreign to see women working gender is more than just male and female even have a high enough position, this proves differences seen from socio-cultural that women are able to resemble "degrees" constructions (Umar, 1999, page 30). Gender with men. The condition is of course not out of relationship is a complex social interaction

72 process that is reinforced by the language used Indonesian economy, Mrs. Sri Mulyani has (Sadli, 2010, page 25) In gender-related served as Indonesia's finance minister from characteristics, women's and men's abilities are 2005 to 2010, and she is known as a made asymmetric, which is why there are two formidable reformer and considered as a biological aspects between women and men person who strengthens the Indonesian the different and prevailing stereotypes about economy. In 2014, he was ranked as the 38th what is considered appropriate regarding most influential woman in the world by Forbes attitudes and behaviors because she is female magazine. In 2010 Ibu Sri Mulyani boasted or male is also different. Indonesia with her appointment as Managing Women became a figure highlighted long ago, Director of the World Bank Group. Another starting in 1891 Raden Ayu is a tough woman is Mrs. Ir. Tri Rismaharini, MT pioneer figure in the field of women's rights or familiarly called Ibu Risma, serving as the and women's emancipation field and other 23rd Surabaya mayor since 2010 until now, issues of society. Women have equality with Ibu Risma was the first woman to be elected as men, are free to work and work to help their Mayor of Surabaya throughout history. Risma husbands. Ibu Kartini is one of the changes for is also listed as the first woman to be elected women. At the time of the proclamation of directly to the mayor through the election of women's independence also had an important regional heads throughout the history of role in the independence of Indonesia, one of Indonesian democracy in the reform era and is which Mrs. is known as the wife of the first female head of the region in Indonesia the first President of the Republic of who repeatedly included in the list of leaders. Indonesia, Ir Soekarno. This woman is an She fought for Indonesia by building the city Indonesian flag master who flown in the of Surabaya to be the best city in the eyes of proclamation. Here we can also see that the world. women in this era also have a share and play a Examples of female figures described above role to voice independence. Another name that are women fighters who become leaders for became a role model of women in the era of Indonesia, Women can become leaders and Independence namely SK Trimurti or another lead an organization or even nation. Polem title is Mother Soerastri Karma Trimurti; he is that emerges is when women as a leader is a teacher, writer and journalist. He is the wife more dominant them and sometimes decision of a fighter, Mr Sayuti Melik. Ms. SK Trimurti making they take not necessarily in line with was imprisoned for her writings considered the majority. The sex and gender bias dangerous to the Dutch government; she was mechanisms that have so far been seen imprisoned from 1939 to 1943. In the increasingly arise because the selfishness of Soekarno era Ms. Sk Trimurti served as labor women leaders can outweigh male leaders in minister. Dewi Sartika is a prominent female decision-making. In women's organizations it figure and a pioneer of education for women. will be more inclined to think about feelings, He founded the first school for women in the past experiences, to each other and impact on . He was recognized as one himself, unlike men who are more logical and of the national heroes by the Indonesian focused on the outcome. This is what makes government in 1966. Mrs. Dewi Sartika women leaders more polemic in the participated in fighting stupidity for women by organization, because the feeling is greater establishing wife school in pendopo in West than the logic, if the decision should be taken Java area. in accordance with what he (women leaders) it In the new order era and reforms, the figure of wants and all that affect the climate in the female warriors at that time was Mrs. organization that will make the ups and downs Megawati Soekarnoputri known as Mega, she of motivation employee work. served as Indonesia's first female president in The stimulation of past experience processes the period 2001 to 2004. Ibu Mega is the and culture strongly influences women's fourth woman who leads the majority Muslim leadership that we cannot deny that the first nation. He shows that women can also be impression that women are weak creatures so strong and strong leaders, so they can hold the that whatever they want must be fulfilled in number one position in Indonesia. Sri Mulyani other words selfishness has been nurtured Indrawati is a name that is not less prominent from childhood. The process of all that cannot because of its prowess in the field of

73 be separated from the teaching of the cultural These forms of injustice include (a) environment in the family. marginalization of women, (b) subordination, This will of course be a concern of the (c) stereotypical views, (d) violence, and (e) organization or company, if the female leader workload. is not in line with the employee in any case, Second, gender equality and justice, where this because the climate of an organization will run condition is where the social portion and well if good leaders have and loved by its cycles of women and men are equal, employees. A communication climate must be harmonious, balanced and harmonious. This formed from the beginning of leadership for condition can be realized if there is fair forming an attitude and culture in work, the treatment between women and men. The assessment of the employees towards the application of gender equality and justice must leadership determines the success or failure of take account of contextual and situational a job. issues, not based on mathematical and non- Mintzberg (1993, p.20) argues that one of the universal calculations. determinants of corporate success in achieving Third, the application of gender the desired goal is the company in achieving mainstreaming. Gender mainstreaming or the desired goal is the company has a strong abbreviated as PUG is a rational and human resource capability. In this case is systematic strategy for achieving and realizing really capable of performing duties and gender equality and justice in a number of obligations in accordance with the authority aspects of human life (household, community and responsibility. The ability of a leader is and country), through policies and programs needed to manage the human resources that that address women's experience, aspirations, exist in his company effectively and needs and issues and men into the planning, efficiently. implementation, monitoring and evaluation of all policies and programs in various areas of THEORY life and development. Gender mainstreaming Gender Concept (PUG) is a strategy to reduce gender Gender is the difference between men and inequalities and achieve gender equality by women formed by culture. Created and using a gender perspective in the development constructed by the community and can change process. Gender mainstreaming is the process according to the times. The concept of gender of ensuring that women and men have access must be differentiated from sex (sex). Sex is a and control over resources, benefiting from biologically determined sex distinction, which development and decision-making at all stages is physically attached to each sex, male and of the development process and all female permanently and cannot be exchanged. government projects, programs and policies, in While gender is the difference between men accordance with Presidential Instruction No. and women in terms of: the nature, roles, 9/2000 (Government of the Republic of functions, rights of behavior established by Indonesia, 2000). society, are therefore relative, mutable and The history of gender differences occurs interchangeable. This characteristic change through a very long process. Through a long can occur from time to time and from one process, gender socialization is finally place to another. Women's social control is regarded as God's provision, as if gender is much tighter than men (Sihite, 2007, p 230). biologically irreversible, so that gender In Indonesia there are 3 (three) concepts in differences are regarded as both male and gender understanding. First, gender injustice female nature. Because it is regarded as nature, and discrimination where this condition is the attempt to reject gender differences is seen unjust as a result of social systems and as an act against God's provisions. structures in which both women and men Indeed, gender differences that give birth to become victims of the system. Differences in gender roles are not a problem. In the world of the role and position of women and men leadership, although women who have the directly in the form of treatment or attitude, or same capabilities as men, but they are indirectly in the form of the impact of a reluctant to appear in front, not bias accept legislation or policy have led to various their own group become leaders, prefer injustices that have been rooted in history, routines and tend to avoid greater challenges customs, norms and structures in society. and responsibilities. In the eyes of men, they

74 are still questionable and questionable give them responsibility for doing their tasks leadership. and providing open and sufficient information about the organization; listen attentively and Socio-Cultural Concepts obtain credible and candid information from According to Tatang M. Amirin (1986), social members of the organization; actively means anything related to the system of living counseling members of the organization so together or the social life of a person or group they can see that their involvement is of people within which is covered by structure, important for decisions within the organization, social values, and aspirations of organization; and pay attention to high-quality, life and how to achieve them. Culture means challenging work (Pace & Faules, 1994, the way or attitude of human life in a p.148). reciprocal relationship with nature and the Pace and Faules (1994, p.142) say the climate environment that includes all the results of of organizational communication consists of creation, taste, intention, and work, both perceptions of organizational elements and the physical and material psychological, influence of these elements on indicative, and spiritual. communication. Dennis defines the climate of The concept of cultural patterns was first organizational communication as an objective introduced by Ruth Benedict. The cultural quality of experience concerning the internal term as we now use is viewed as the body's environment of the organization, including the systematizing of the cultural behavior organization's member perceptions of transmitted from parents to their children, messages and the relationship of messages to culture is only part of the vocabulary known to events occurring within the organization. a small group of professional anthropologists. (Soemirat, Ardianto, Suminar, 1999: 69). In the modern world the term culture is now Climate is certainly influenced by the used more and more widely, Benedict dimensions embodied in a communications emphasizes that culture is like an individual, climate concept, Redding argues that there are more or less seen in consistent patterns for four dimensions of the communication climate thinking and acting. (Buzzanell & Stohl, 1999), namely (1) The projection of a person's personality that is leadership, helping them to build and maintain influenced by his culture in the form of their sense of self to be valuable and behavioral patterns. The personality patterns important; (2) participation, decision making; of the person are formed by the influence of (3) trust, trustworthiness and confidentiality; cultural patterns, so the most important thing openness and candor; and (4) high in every culture is the Culture Pattern. Every performance objectives at which level high society cannot be observed from other people's performance objectives are communicated cultural point of view, although it can be done well to organizational members. in the form of comparative studies, two or The climate of organizational communication more cultures can be compared, but cannot be is important because it relates the equated. organizational context to the concepts, feelings and expectations of organizational members Climate Communication Concept and helps to explain the behavior of Climate Communications Organizations are a organizational members (Arni, 1995). Some relatively enduring quality of the experts in organizational communication also organization's internal environment argue that the concept of "climate" is one of experienced by its members, affecting their "the richest ideas in organizational theory, in behavior and can be described in terms of the general and in organizational communication values of a particular set of characteristics of in particular" (Argenti, 2010). the environment (Suminar, Soemirat, & Ardianto, 2004, p.69). Theoretical Framework Redding in Buzzanell and Stohl (1999) says Genderlect Theory the climate of organizational communication is Genderlect is a word used to describe a function of the organization's activities to relationships between genders, and speak in show members of the organization that the the language they use. It is also an instrument organization trusts them and gives them the in the field of sociolinguistic gender freedom to take risks; encourage them and exploration and stereotyping. In

75 communicating between men and women it and respect the communication styles of both has a different way in some ways, all because men and women. of the cross-cultural influence experienced. Communication in the research is Women use the connection of speech to make communication conducted by women leaders meaningful connections with others, while who have different communication styles with communicating men are used to gain status in male leaders, communication style is the the eyes of others, therefore men and women problem when the recipients of use different subjects. The existing stereotype communication messages that have different is the habit of gossiping is a feature of a perceptions, because the communication of woman, who often deals with their personal women leaders have different ways in the and domestic issues, whereas the character of delivery of intent and purpose. a man is free to communicate to a minimum, and to convey only important topics. There is Attitude Theory (Stand-point Theory) even a stereotype of sound, where women are This theory provides an overview to supposedly quiet and gentle, while men speak understand the power system and authority on in authoritarian tones. This stereotype remains individual personal voices. In this theory that valid today, although in modern times today, experience, knowledge and communication the fact has found many contradictions behavior are shaped by the social group to between the two. which they belong. This theory is also called The expert focuses on gender-style, along with the feminism attitude theory because it shows explanations, one of which is Deborah Tannen that women are under, benefited but men are explaining that the communication process also more benefited. It brings together this between men and women is part of quest for better knowledge and commitment to "intercultural communication" (Tannen, 2011). the idea that knowledge is always related to Tannen also explained that, linguistics is an power. academic discipline aimed at understanding This feminist attitude theory has the following how languages work (Carroll, 2014, p. 58). assumptions put forward by Nancy Riley Broadly speaking, the theory discusses how to (1999): (1) gender is the principle that communicate effectively between each other compiles all societies; (2) gender is social different gender, in the same language, in construction; and (3) gender theory must which there is a process of mutual respect, involve inequality politics. Chafetz then listening to each other, mutual tolerance, no complements this assumption with the fourth superior - inferior, no one feels most true or assumption that men and women think false, no one claims a "high power - low differently (Chafetz, 1997). Like other power" view, and the relevance of this theory theories, attitude theory has several important is an attempt to understand the different types concepts, such as attitudes, knowledge of of communication between men and women, tersituasi, and the division of workers by sex. aiming to improve better working relationships Attitude is a position achieved based on the and help reduce misunderstandings and social location that gives one's life (West & ongoing conflict (Tannen, 2011). This theory Turner, 2010). discusses the style of conversation, which is not what is said but how to state it by Maslow's Theory of Need believing that there is a gap between men and Maslow's theory of needs assumes that women, because each is in a cross-cultural powerful people meet the more basic position, therefore there needs to be an (physiological) needs before directing anticipatory effort regarding the gap , because behavior to meet the higher needs of self- failure to observe differences in speech styles realization (Maslow, 1943). Lower needs must can lead to big problems later on and reveal be met first before higher needs such as self- how men and women are conscious in realization begin to restore one's behavior. It is communicating in different ways, it shows important in Maslow's thinking that the needs how easy it is for all of us to misjudge the that have been fulfilled give motivation. If a words and actions of others. This theory person decides that he or she receives enough highlights mutual respect and understanding money for the work of the organization in by showing that communicators should respect which he works, then the money has no more intensity. So when a need reaches its peak, that

76 need stops being the primary motivation of motivation as a source of job satisfaction is behavior. Then the second necessity achievement, promotion, reward and dominates, but although the need has been responsibility. satisfied, that need still affects the behavior The second factor group is "good climate" only its intensity is smaller. proved not as a source of job satisfaction Maslow's theory divides human needs into five precisely as a source of job dissatisfaction. types (Maslow, 1943). First is the These factors are working conditions, physiological need, which is the most basic interpersonal relationships, supervisory hierarchy of human needs that is the need to techniques and salaries. Improvement of this live like eating, drinking, housing, oxygen, factor will reduce job dissatisfaction, but will sleep and so on. Second is the need for not generate work impetus. The "good security. If the physiological needs are climate" factor will not generate motivation, relatively satisfied, then the second necessity but the absence of this factor will result in a is the need for a sense of security. The need malfunction of the "motivation" factor. for this sense of security includes the security Of the two motivational theories above, the of the protection of the dangers of researcher uses motivational theory from occupational injury, the guarantee of their Herzberg that can support this research. Based work and the guarantee of their old age when on this theory, women leaders in the they are no longer working. Thirdly, the social Directorate General of Housing Provision needs which at the time of physiological needs establish good working conditions or and sense of security have been satisfied interpersonal relationships in order to generate minimally, there will be social needs, namely good work motivation as well. So this can the need for friendship, affiliation of funds encourage employees to be passionate in more closely interaction with others. In the working. organization will be related to the need for a compact working group, good supervision, METHOD recreation together and so forth. Fourth is the In the research we must use the need for rewards that include the needs of research method, in this study using qualitative desire to be respected, appreciated for one's method is a research procedure that produces achievement, recognition of one's ability and descriptive information in the form of written expertise and one's work effectiveness. Fifth is words or oral from the people and behavior the need for self-actualization, where self- that can be observed (Bogdan & Taylor, actualization is Maslow's highest hierarchy of 1992). Qualitative research is a research that needs. Self actualization is related to the produces and processes descriptive data, such process of developing the true potential of a as interview transcriptions, field notes, person. The need to demonstrate one's ability, pictures, video recordings and so on. expertise and potential. Instead of the need for Descriptive Research is a more prioritized self-actualization there is an increasing research on the current picture of events tendency for its potential because people occurring in the past or the past (Moleong, actualize their behavior. A person who is 2010, page 3). This approach is used because dominated by the need for self-actualization is the data obtained is descriptive data in the happy about tasks that challenge his abilities form of written words and oral from the and skills. people as well as in the form of documents or behavior observed. In general, this research Motivation Theory of Herzberg, Mausner, uses two methods of interview and observation and Snyderman or observation method. Interview or interview Motivation theory proposed by Herzberg, is done to obtain the data then continued with Mausner, and Snyderman (1959) is often the observation so as to produce accurate data referred to as M - H or a two - factor theory (Creswell, 1998). Data generated from that explains how the leadership can control interviews and observations are reviewed and the factors that can produce job satisfaction or examined in depth, verified and finally job dissatisfaction. Based on research has been outlined conclusions. This research collects put forward two groups of factors that affect a data in the form of words and pictures instead person in the organization, namely of numbers or descriptive. Thus the report and "motivation". It is called that the real the results of this study will be in the form of

77 data quotations to illustrate the presentation of course women have the skills in the results of the study. communicating for example services. Female In this study using case study method (case leaders are different from male leaders, which study) which is a study conducted focused on distinguishes them: a particular case to be observed and analyzed 1. Communication skills are more thoroughly to complete. Here it is necessary to persuasive; do a sharp analysis tehadap various factors 2. Better ability to nurture employees; associated with the case so that eventually will 3. Think suppler; be obtained accurate conclusions (Ardianto, 4. Identify the problem; 2010). This study focuses intensively on a 5. More details on the job; particular object that studies it as a case. As a 6. Always excited about working with case study, the data to be collected comes from employees. various sources and the results of this study In communicating women leaders are abler to apply only to the cases investigated. express themselves and show their role as The phenomenon that became the case in this leaders, as in point 1, that leaders will use research is the communication climate of deeper communication to get closer to their women leaders that existed at the Directorate work. Communication undertaken by female General of Housing Provision, Ministry of leaders is not the same as male leaders because Public Works and People's Housing, which women prefer to use their feelings and aims to see the motivation of the performance different perspectives. Communication has of its employees. become a duty for a leader, to be able to communicate with subordinates or employees RESULT AND DISCUSSION for the purpose to avoid misunderstanding The success of a company or organization can (misunderstanding) in the execution of tasks. be determined by the leadership style that a Employees perform their role as a person who leader uses to lead and direct his subordinates helps the leadership in lightening the work, or employees. A leader in his position is a giving advice in making decisions effectively milestone of a company or organization. As a and play a role in internal and external issues leader must have a great responsibility to the of the company. company. Leaders have employees who are Gender issues are often discussed in terms of tasked with helping all the work, lighten the leadership or in other words the female task and become a companion in doing the leadership style is inseparable from the term work activities. Leaders must be able to have gender, coupled with the patriarchal culture of leadership skills, skills in managing the State of Indonesia is so thick. Patriarchal everything. Gender issues of leadership leads culture is a culture that assumes the position of to differences in communication styles used by men is higher than women, where in this male leaders and women leaders. Men tend to culture men have authority over all things. The have masculine characteristics such as gender concept used in this study socio- dominance, orientation towards achievement cultural women and men have differences that of specific results, ambitious, active, rough, refer to the emotional and psychological strong, aggressive, confident, rational, elements. This gender distinction raises a steadfast in the face of something and not negative view or stereotype from the emotional and have the behavior change (take community regarding the leadership of a change) and female leaders tend to have woman in a company or organization, this is characteristics that are feminism such as called a social-cultural barrier. affective / loving, appreciative, friendly, In Indonesian society that still has the view sympathetic, gentle, comfortable, sensitive that women are weak and not wise like men (sensitive and irritable), sentimental (easy to are handsome and wise so they are considered carry atmosphere), warm and easy to cry so not able to lead the company, in addition from that generally women leaders have the nature the communication style of women is of take care care). (Welbourne, 2012: 28). considered gentle, subtle, not wise and not Women do have different characteristics assertive so that a woman has stigma cannot where women tend to be feminine, so women yet become a leader. are considered more appropriate in the field In addition, there are also psychological that requires patience, hospitality and of barriers that are barriers derived from within

78 women where the virtue of women who follow their direction in a gentle way and become leaders have the emotional nature that take a more professional approach. has become the basis of socio-cultural. In the b. Communication motivates where a leader view of men that conversation as a way of should be able to use words that establishing and maintaining relationships of encourage his employees to work better. status and domination, while women see the Women leaders in the Directorate General purpose of a conversation is to build and foster of Housing Provision, Ministry of Public intimate bonds with others through talks on Works and People's Housing in various issues and issues that are on the motivating their employees in the same subject community or communal issues. way use words to motivate and encourage Women tend to use communication to improve work even more. relationships and social networks with others. c. Informative communication where Leadership style is a way or strategy used by a leaders must also be able to inform a good leader in persuasive subordinates / employees news, positive or negative news to their so that they can act in accordance with his employees. In the Directorate General of wishes, and to be persuasive employees a Housing Provision, the Ministry of Public leader must perform communication activities Works and People's Housing The female with subordinates, where communication is leader prefers to inform positive or the process of exchange between two negative news by gathering his employees individuals or more. Communication activities by forming internal meetings and applied within a company or organization are conducting evaluations and reviews generally used by a leader in influencing looking for solutions. employees in achieving certain goals. That's In terms of leader communication becomes the when the communication process happens, motivation for their employees in improving even that 75% of human time is used to their work, which will ultimately increase the communicate. productivity of the Directorate General of A leader will definitely communicate with his Housing Provision, Ministry of Public Works employees because communication is an and Public Housing, the leader is placed as a activity that cannot be avoided in the activities motivator for its employees. within the company. Communication within a company or organization is divided into two CONCLUSION types of formal and non formal Based on the discussion that has been done communication or upward communication above it can be concluded that the women (downward communication) and downward leaders should create a communication climate (downward communication). so as to create employee motivation working Communication patterns between leaders and in the Directorate General of Housing employees also become a very important thing Provision Ministry of Public Works and Public to note because the communication pattern Housing as follows: between the leadership and employees in a The socio-cultural background of a person can company or organization greatly affect the influence how he or she leads a company / smoothness of activities or activities therein. A organization, since the culture adopted so far leader's communication can tell his or her assumes that men are better off in terms of opinions and information to employees or leadership than women, this is what causes employees may also provide aspirations and gender differences within an organization. If opinions to their bosses. This can be an this gender difference emerges it will trigger a obstacle if the existing female leaders become gap and the majority and minority may be more sensitive to the input given employees, hampering the employment of employees. The so that employees should be more careful in female leader here addresses her presence in providing input. Therefore, a leader is required the Directorate General of Housing Provision, to have good communication skills to his Ministry of Public Works and Public Housing employees, such as; by using persuasive communication to its a. Persuasion communication where a leader employees, in order to be more able to provide must be able to persuade employees to and receive information and cooperate with follow directions and opinions. Most employees in order to accomplish any existing female leaders can get their employees to work.

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