Relationship Of Leadership Functions With The Effectiveness Of Performance Of Employees Prevention And Eradication Of Dengue Hemorrhagic Fever (DHF) At The Medan City Health Center In 2006

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The Relationship of Leadership Functions with the Effectiveness of Performance of Employees Prevention and Eradication of Dengue Hemorrhagic Fever (DHF) at the Medan City Health Center in 2006

Introduction

Dengue Hemorrhagic Fever (DHF) is a serious infectious disease that has been a major concern at the national level, particularly due to its frequent appearance in the form of outbreaks or extraordinary events (KLB). In 2006, data from the Medan City Health Office showed a high morbidity rate of 97.1 per 100,000 population, far exceeding the established standards of less than 5 per 100,000. This indicates a significant problem in the DHF prevention and eradication program faced by employees at the Medan City Health Center. Preliminary surveys have identified various issues, including low employee work productivity, lack of involvement in decision making, lack of supervision, and low employee motivation.

Background

The prevention and eradication of DHF require a coordinated effort from all stakeholders, including healthcare professionals, government officials, and the community. Effective leadership is crucial in ensuring the success of such programs. Leadership functions, such as planning, decision making, supervision, and motivation, play a vital role in determining the effectiveness of employee performance. However, the relationship between leadership functions and employee performance in the context of DHF prevention and eradication has not been extensively studied.

Methodology

This study employed the Explanatory Survey Approach to explore the relationship between leadership functions and the effectiveness of employee performance involved in the prevention and eradication program of DHF in Medan City Health Center in 2006. The study population consisted of Puskesmas staff involved in the program, particularly those working in areas with an incidence rate above 100 per 100,000 population, totaling 16 people.

Results

The results of this study showed a significant relationship between the supervisory function and motivation to the effectiveness of DHF employee performance, with a p-value of 0.029 (p < 0.05). However, the planning and decision-making function did not show a significant relationship, with a P-value of 0.207. Similarly, the relationship between the overall leadership function and employee effectiveness was also not significant, recorded at the value of P 0.071 (p < 0.05).

Discussion

The findings of this study suggest that effective leadership is crucial in determining the effectiveness of employee performance in the DHF prevention and eradication program. The supervisory function and motivation play a vital role in enhancing employee productivity and motivation. However, the planning and decision-making function, as well as the overall leadership function, do not have a significant impact on employee effectiveness.

Conclusion

In conclusion, this study highlights the importance of effective leadership in the prevention and eradication of DHF. To increase the effectiveness of employee performance, it is essential to emphasize the improvement of supervision and motivation functions. This can be achieved through strategies such as training, routine evaluation, and appreciation for outstanding employees. By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.

Recommendations

Based on the findings of this study, the following recommendations are made:

  1. Emphasize the improvement of supervision and motivation functions: To enhance employee productivity and motivation, it is essential to improve the supervisory function and motivation.
  2. Develop strategies to trigger morale: Strategies such as training, routine evaluation, and appreciation for outstanding employees can help to boost employee morale and motivation.
  3. Optimize the management of human resources: By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.

Limitations

This study has several limitations, including:

  1. Small sample size: The study population consisted of only 16 people, which may limit the generalizability of the findings.
  2. Limited scope: The study focused on the relationship between leadership functions and employee performance in the context of DHF prevention and eradication, which may not be applicable to other contexts.

Future Research Directions

Future research should aim to:

  1. Explore the relationship between leadership functions and employee performance in other contexts: To generalize the findings of this study, future research should explore the relationship between leadership functions and employee performance in other contexts.
  2. Investigate the impact of leadership functions on employee performance: To understand the impact of leadership functions on employee performance, future research should investigate the relationship between leadership functions and employee performance in more detail.

Conclusion

In conclusion, this study highlights the importance of effective leadership in the prevention and eradication of DHF. By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.
Frequently Asked Questions (FAQs) about the Relationship of Leadership Functions with the Effectiveness of Performance of Employees Prevention and Eradication of Dengue Hemorrhagic Fever (DHF) at the Medan City Health Center in 2006

Q: What is the main objective of this study?

A: The main objective of this study is to explore the relationship between leadership functions and the effectiveness of employee performance involved in the prevention and eradication program of DHF in Medan City Health Center in 2006.

Q: What are the leadership functions studied in this research?

A: The leadership functions studied in this research include planning, decision making, supervision, and motivation.

Q: What is the significance of this study?

A: This study is significant because it highlights the importance of effective leadership in the prevention and eradication of DHF. By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.

Q: What are the findings of this study?

A: The findings of this study show that there is a significant relationship between the supervisory function and motivation to the effectiveness of DHF employee performance, with a p-value of 0.029 (p < 0.05). However, the planning and decision-making function did not show a significant relationship, with a P-value of 0.207. Similarly, the relationship between the overall leadership function and employee effectiveness was also not significant, recorded at the value of P 0.071 (p < 0.05).

Q: What are the implications of this study?

A: The implications of this study are that effective leadership is crucial in determining the effectiveness of employee performance in the DHF prevention and eradication program. The supervisory function and motivation play a vital role in enhancing employee productivity and motivation. However, the planning and decision-making function, as well as the overall leadership function, do not have a significant impact on employee effectiveness.

Q: What are the recommendations of this study?

A: The recommendations of this study are:

  1. Emphasize the improvement of supervision and motivation functions: To enhance employee productivity and motivation, it is essential to improve the supervisory function and motivation.
  2. Develop strategies to trigger morale: Strategies such as training, routine evaluation, and appreciation for outstanding employees can help to boost employee morale and motivation.
  3. Optimize the management of human resources: By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.

Q: What are the limitations of this study?

A: The limitations of this study include:

  1. Small sample size: The study population consisted of only 16 people, which may limit the generalizability of the findings.
  2. Limited scope: The study focused on the relationship between leadership functions and employee performance in the context of DHF prevention and eradication, which may not be applicable to other contexts.

Q: What are the future research directions?

A: Future research should aim to:

  1. Explore the relationship between leadership functions and employee performance in other contexts: To generalize the findings of this study, future research should explore the relationship between leadership functions and employee performance in other contexts.
  2. Investigate the impact of leadership functions on employee performance: To understand the impact of leadership functions on employee performance, future research should investigate the relationship between leadership functions and employee performance in more detail.

Q: What are the practical implications of this study?

A: The practical implications of this study are that effective leadership is crucial in determining the effectiveness of employee performance in the DHF prevention and eradication program. By understanding the relationship between leadership functions and employee performance, the management of human resources in Puskesmas can be more optimal, leading to a more effective and efficient DHF prevention and eradication program.

Q: What are the theoretical implications of this study?

A: The theoretical implications of this study are that leadership functions play a vital role in determining the effectiveness of employee performance. The supervisory function and motivation are crucial in enhancing employee productivity and motivation. However, the planning and decision-making function, as well as the overall leadership function, do not have a significant impact on employee effectiveness.

Q: What are the policy implications of this study?

A: The policy implications of this study are that effective leadership is crucial in determining the effectiveness of employee performance in the DHF prevention and eradication program. The management of human resources in Puskesmas should prioritize the improvement of supervision and motivation functions, as well as develop strategies to trigger morale.