Sistem Pengendalian Intern Pengadaan Barang pada PT. Budi Bakti Samarinda

Eries Sulis Tiowati, Faculty of Economics, University of Samarinda August 17, 1945, "Internal Control System Procurement at PT. Budi Bakti Samarinda", led by Mr. LCA.Robin Jonathan and Mr. Adi Suroso.The success of a company is only Able to Be Achieved with good management, the which is capable of sustaining kontunuitas management company by gaining maximum profit in accordance with the company's goals in general. In the field of construction procurement is a project with a range of abuses, so here the company conducts internal controls in order to gain efficiency and effectiveness.Research conducted on procurement internal control at PT. Budi Bakti Samarinda, using questionnaires to the COSO internal control framework Refers to an element - an element of internal control. The test results Showed that of the element - the element of internal control in accordance with the COSO framework, the elements of the control environment, risk determination, control activities, information and communication and monitoring is not effective

8g SUMMITS OF THE AMERICAS

with an analysis of key policy areas relevant to the inter-American agenda, and are intended to enrich the multilateral dialogue and consensus-building inherent to the Summits process in order to facilitate collective approaches to the Hemisphere’s challenges

Strategic Knowledge Measurement and Management

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Page 2Strategic Knowledge Measurement and Management CAHRS WP02-17 Knowledge and intellectual capital are now recognized as vital resources for organizational survival and competitive advantage. A vast array of knowledge measures has evolved, spanning many disciplines. This chapter reviews knowledge measures focusing on groups of individuals (such as teams, business and organizations), as they reflect the stock or flow of knowledge, as well as enabling processes that enhance knowledge stocks and flows. The chapter emphasizes the importance of organizational value chains, pivotal talent pools and the link between knowledge and competitive success, in understanding the significance of today’s knowledge measures, and opportunities for future research and practice to enhance them. Final Chapter to appear in the forthcoming

In The Trenches At The Talent Wars: An Examination Of Competitive Interaction For Human Resources In The Software Industry

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Page 2In The Trenches At The Talent Wars CAHRS WP03-05 In this study, I attempted to extend strategic human resource management theory by developing and testing a model of inter-firm competition for human resources. Using the phenomenon of talent raiding as a vehicle to test the model, I examined how degree of threat and firm capability affected firms ’ propensities to respond to rivals ’ actions. Results suggest that attributes of the raiding firm, attributes of the raided human capital, and attributes of the target firm were associated with target firms ’ propensity to defend or retaliate in response to a successful talent raid. The findings have implications for a tactical theory of human resource management and the origins of intra-firm differences in human resource systems

Research Paper No. 1875 Subjective Reasoning – Games with Unawareness

The subjective framework for reasoning is extended to incorporate the representation of unawareness in games. Both unawareness of actions and decision makers are modeled as well as reasoning about others ’ unawareness. It is shown that a small grain of uncertainty about unawareness with rational decision makers can lead to cooperation in the finitely repeated prisoner’s dilemma. JEL Classification: C72,D81,D82

On the Heritability of Choice, Judgment, and “Irrationality”: Genetic Effects on Prudence and Constructive Predispositions

Dawes for his guidance and assistance in the application of structural equation modeling to twins study data, to Harikesh Nair for his assistance regarding structural equations, and to the staff of the SRI International Center for Health Sciences for their assistance with data collection. 2 Despite the very long history of research on heritable traits, we still know very little about genetic effects on judgment and choice, including consumer decision making. Building on recent advances in epigenetics, we hypothesize that people inherit a general prudence tendency, which affects their predisposition to choose options that vary on the prudence dimension. We use a classic twins study design whereby greater similarity between monozygotic twins than between dizygotic twins indicates a heritable trait. Unlike most prior studies that have focused on one or few characteristics, our study examines a broad range of judgment and choice phenomena simultaneously in order to gain insights into heritable tendencies (representing individual differences) and nonheritable tendencies. Consistent with our “prudence hypothesis,” we find a significant heritable effect on (a) preferences for compromise (but not perceptually dominating) options, (b) choosing a sure gain over a gamble, (c) preferences for a feasibl

Effect Propensity: The Location of the Reference State in the Option Space as a Determinant of the Direction of Effects on Choice

In a choice between any two options, decision makers can be divided into three segments: those who strongly prefer the first option, those who strongly prefer the second option, and those who might choose either option depending on the particular conditions (“switchers”). In any reference state, such as the experimental control, most switchers are likely to favor one of the two options. Thus, the growth potential of the option favored by switchers in the reference state creates “effect propensity ” in the opposite direction, whereby any condition or manipulation applied to the reference state is more likely to increase the share of the other option. We test this proposition in a series of studies in the context of choices between “action ” (e.g., a gamble or a higher-price/quality) and “inaction ” (e.g., a sure gain or a lower-price/quality) alternatives. The results indicate that a large majority of conceptually unrelated manipulations tend to increase the choice share of “action ” alternatives. This effect propensity can be reversed when the “action” alternative is the status quo option in the reference (control) state. We discuss the implications of effect propensity for the interpretation of research findings and theory tests

THE HUMAN FACTOR* By

*I gratefully acknowledge the advice, encouragement, and inspiration of Nuria Chinchilla from IESE who encouraged me to think about the issue of human sustainability in both societies and companies. The helpful comments of the editor and the reviewers substantially clarified the arguments. ACADEMY OF MANAGEMENT PERSPECTIVES, (in press) Although most of the research and public pressure concerning sustainability has been focused on the effects of business and organizational activity on the physical environment, companies and their management practices profoundly affect the human and social environment as well. This article briefly reviews the literature on the direct and indirect effects of organizations and their decisions about people on human health and mortality. It then considers some possible explanations for why social sustainability has received relatively short shrift in management writing, and outlines a research agenda for investigating the links between social sustainability and organizational effectiveness as well as the rol

Employee Voice, Human Resource Practices, and Quit Rates: Evidence from the Telecommunications Industry

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions Page 1Employee Voice CAHRS WP01-04 In this paper, we examine the predictors of aggregate quit rates at the establishment level. We draw on strategic human resource and industrial relations theory to identify the sets of employee voice mechanisms and human resource practices that are likely to predict quit rates. With respect to alternative voice mechanisms, we find that union representation significantly predicts lower quit rates after controlling for compensation and a wide range of other human resource practices that may be affected by collective bargaining. Direct participation via offline problem-solving groups and self-directed teams is significantly negatively related to quit rates, but non-union dispute resolution procedures are not. In addition, higher relative wages and internal promotion policies significantly predict lower quit rates, while contingent staffing, electronic monitoring, and variable pay predict significantly higher rates

Origin of CEO and Compensation Strategy: Differences between Insiders and Outsiders

This paper has not undergone formal review or approval of the faculty of the ILR School. It is intended to make results of Center research available to others interested in preliminary form to encourage discussion and suggestions. Page 2Origin of CEO and Compensation Strategy: CAHRS WP 02-03 Increasingly, U.S. firms are hiring their new CEOs from outside the firms. This study investigates the differences in compensation between outsider CEOs and insider CEOs from three dimensions: pay level, pay and performance link, and pay mix. Our analyses show: (1) outsider CEOs are paid more than insider CEOs, (2) pay and performance link is very weak for outsider CEOs, and (3) compensation package for outsider CEOs emphasizes the use of stock options. While several factors (e.g., firm size, firm performance, CEO tenure, ownership structure) influence insider CEOs ' pay, firm size is the only determinant of outsider CEOs ' pay. Our results suggest we will be able to understand CEO compensation more accurately if we analyze CEOs from different origins (insiders, outsiders, founders) separately