Analisis Tingkat Penerapan Program Keselamatan Kesehatan Kerja (K3) dengan Pendekatan Smk3 dan Risk Assessment di PT. “Xyz”

PT. “XYZ” merupakan Perusahaan yang bergerak dalam bidang pengolahan Tandan BuahSawit (TBS) menjadi Crude Palm Oil (CPO) dan Palm Kernel (PK). PT. “XYZ” menerapkan programKeselamatan dan Kesehatan Kerja (K3) sebagai hal yang mutlak dalam upaya meningkatkanproduktivitas dan komitmen pihak Perusahaan untuk memenuhi peraturan dan persyaratan yangterkait dengan mutu dan aspek lingkungan K3. Walaupun program K3 telah diterapkan, namunkecelakaan kerja tetap terjadi, seperti luka bakar, memar dan keseleo. PT. “XYZ” memiliki beberapamesin dan peralatan yang memiliki potensi bahaya dan dapat membahayakan karyawan. Berdasarkanhal tersebut, maka PT. “XYZ” perlu menganalisis penerapan program K3, mengidentifikasi sumberbahaya (hazard) dengan pendekatan Sistem Manajemen Keselamatan Kesehatan Kerja (SMK3) danrisk assessment. Metode penelitian yang dilakukan adalah metode kuantitatif. Metode pengumpulandata secara observasi dengan audit SMK3 Peraturan Pemerintah Republik Indonesia No. 50 Tahun2012. Hasil penelitian menunjukkan bahwa tingkat penerapan program K3 berdasarkan persepsikaryawan berada pada level Kuning dengan nilai tingkat pencapaian sebesar 70,23%. Tingkatpenerapan program Keselamatan dan Kesehatan Kerja (K3) dengan audit SMK3 menunjukkan PT.“XYZ” berhak untuk mendapatkan sertifikat bendera Emas dengan nilai pencapaian penerapansebesar 87,35%. Untuk tingkat kehilangan/kerugian (loss rate) berada pada kategori Kuning (kerugiansedang). Untuk level tingkat penerapan program K3 pada PT. “XYZ” berada pada level 2 (kategoriCukup Aman). Sedangkan untuk perangkingan bahaya (hazard) dalam kategori bahaya serius (serious)adalah stasiun kerja Pembantingan, kategori bahaya sedang (moderate) yakni stasiun kerja Perebusandan unit kerja Boiler, kategori bahaya kecil (minor) yakni stasiun kerja Pengepresan, Pemurnian danunit kerja Turbin, sedangkan kategori tidak perlu diperhatikan (negligible) yakni stasiun kerjaPengolahan Inti

Correlation between ImPACT reaction time and CRTT efficiency score in concussed athletes

The management of sports related concussion is dependent upon a standardized assessment. Reaction time is the most sensitive measure of a concussion when using the ImPACT battery, which was standardized on concussed athletes. However, an athlete’s auditory comprehension is rarely assessed systematically. Auditory comprehension status is important in properly managing concussed athletes. The Computerized Revised Token Test (CRTT) measures efficiency time. The purpose of this investigation was to determine the correlation between the ImPACT reaction time and the CRTT-Subtest VIII efficiency score in 51 concussed athletes. These two measures are statistically significantly correlated. Clinical implications are discussed

A Comprehensive Review of the 2016 ASHA Code of Ethics

The American Speech-Language-Hearing Association (ASHA) initially implemented a Code of Ethics in 1952, and has periodically revisited the content of the document with revisions to reflect the expanding scope of practice within speech-language pathology and audiology and to clarify certain concepts. Code revision is a cyclical mandated task of the ASHA Board of Ethics conducted to assure accuracy, currency, and completeness of this most important document (Solomon-Rice & O’Rourke, 2016). The current version of the Code of Ethics (2016) was modified from the previous version (2010r), with an updated preamble, definitions of related vocabulary, and re-organized language in the principles. The new code, which supports collaboration, competence, and responsibility, serves as the ethical underpinning for students and clinical fellows, practicing clinicians, researchers, supervisors, and administrators. It is incumbent on ASHA members to encode this information, and incorporate ethical practices across the span of their careers. The current article will summarize the changes between the 2010r and 2016 versions of the ASHA Code of Ethics for practicing speech-language pathologists and audiologists and students studying in these fields. Managers may benefit from this tutorial in order to be familiar with the standards to which their speech-language pathologists and audiologists must abide. Official clarification regarding the ASHA Code of Ethics should be directed to the ASHA Director of Ethics at [email protected]

Progress and Problems in National Forest Planning

17 pages

Progress and Problems in National Forest Planning

17 pages

How do MNC R&D laboratory roles affect employee international assignments?

Research and development (R&D) employees are important human resources for multinational corporations (MNCs) as they are the driving force behind the advancement of innovative ideas and products. International assignments of these employees can be a unique way to upgrade their expertise; allowing them to effectively recombine their unique human resources to progress existing knowledge and advance new ones. This study aims to investigate the effect of the roles of R&D laboratories in which these employees work on the international assignments they undertake. We categorise R&D laboratory roles into those of the support laboratory, the locally integrated laboratory and the internationally interdependent laboratory. Based on the theory of resource recombinations, we hypothesise that R&D employees in support laboratories are not likely to assume international assignments, whereas those in locally integrated and internationally interdependent laboratories are likely to assume international assignments. The empirical evidence, which draws from research conducted on 559 professionals in 66 MNC subsidiaries based in Greece, provides support to our hypotheses. The resource recombinations theory that extends the resource based view can effectively illuminate the international assignment field. Also, research may provide more emphasis on the close work context of R&D scientists rather than analyse their demographic characteristics, the latter being the focus of scholarly practice hitherto

Organisational learning, strategic rigidity and technology adoption: Implications for electric utilities and renewable energy firms

This paper examines the implications of strategic rigidness for technology adoption behaviours among electric utilities. Such behaviours lead to heterogeneity in firm performance and consequently affect the electric utility industry. The paper's central aim is to identify and describe the implications of strategic rigidness for a utility firm's decision making in adopting newer renewable energy technologies. The findings indicate that not all utility firms are keen to adopt these new technologies, as these firms have traditionally been operating efficiently with a more conventional and mature technological arrangement that has become embedded in the organisational routine. Case studies of Iberdrola S.A. and Enel S.p.A. as major electric utilities are detailed to document mergers and acquisitions and technology adoption decisions. The results indicate that technology adoption behaviours vary widely across utility firms with different organisational learning processes and core capabilities

From Temporal Competitive Advantage to Sustainable Competitive Advantage

Both industrial organization theory (IO) and the resource-based view of the firm (RBV) have advanced our understanding of the antecedents of competitive advantage but few have attempted to verify the outcome variables of competitive advantage and the persistence of such outcome variables. Here by integrating both IO and RBV perspectives in the analysis of competitive advantage at the firm level, our study clarifies a conceptual distinction between two types of competitive advantage − temporary competitive advantage and sustainable competitive advantage − and explores how firms transform temporary competitive advantage into sustainable competitive advantage. Testing of the developed hypotheses, based on a survey of 165 firms from Taiwan's information and communication technology industry, suggests that firms with a stronger market position can only attain a better outcome of temporary competitive advantage whereas firms possessing a superior position in technological resources or capabilities can attain a better outcome of sustainable competitive advantage. More importantly, firms can leverage a temporary competitive advantage as an outcome of market position to improving their technological resource and capability position, which in turn can enhance their sustainable competitive advantage

Humans and Technology: Forms of Conjoined Agency in Organizations

Organizations are increasingly deploying technologies that have the ability to parse through large amounts of data, acquire skills and knowledge, and operate autonomously. These technologies diverge from prior technologies in their capacity to exercise intentionality over protocol development or action selection in the practice of organizational routines, thereby affecting organizations in new and distinct ways. In this article, we categorize four forms of conjoined agency between humans and technologies: (1) conjoined agency with assisting technologies, (2) conjoined agency with arresting technologies, (3) conjoined agency with augmenting technologies, and (4) conjoined agency with automating technologies. We then theorize on the different ways in which these forms of conjoined agency impact a routine’s change at a particular moment in time as well as a routine’s responsiveness to feedback over time. In doing so, we elaborate on how organizations may evolve in varied and diverse ways based on the form(s) of conjoined agency they deploy in their organizational design choices