Upaya Meningkatkan Kinerja Manajerial

Continuous improvement paradigm looks that organizational ability to process improvement which use for producing products or services for customers become determinant of organizational per¬formance, es¬pecially when entering in business competition area. To fulfill research purpose, primary data applied in this research.These data analyzed by SEM approach through AMOS application pro¬gram. Population in this re¬search is 51 manufacture com¬pany as client one of public accountant in Sura¬baya. As respondents are manag¬ers of 51 manufacture com¬pany above, in list noted about 145 persons. Respon¬dent are met when doing job in office respectively during research periode. Result of this research indi¬cates that : a) there is significant nega¬tive impact of TQM on managerial performance, but not sig¬nificant, b) there is positive impact of performance measure¬ment system on managerial performance, but not sig-nificant, and c) there is significant impact of re¬ward system on managerial performance. Dis¬cussion, im¬plication and limitation of this research will be ex-plained under consideration following

Kepemimpinan Transformasional Kepala Madrasah Di Provinsi Jambi: Studi Multi Kasus Pada Man Olak Kemang Kota Jambi, Man Pulau Temiang Kabupaten Tebo, Dan Man 2 Kabupaten Tanjung Jabung Timur

The objective of this study was to find out why the transformational headmaster can instill islamic school culture, the role of transformational leadership and the success of transformational leadership role in instilling islamic shool culture in province of Jambi. The approach used in this study is a qualitative descriptive ap-proach. Data collection techniques using observation, interviews and documenta-tion. Analysis of the data using the model of Miles and Huberman. Research re-sult; Principals have a muslim personality as Prophet, know the needs of his staff, build his staff confidence, building a shared commitment to make the shift to-wards change for the better, creative, productive and innovative, exemplary and courage to face challenges, sensitive to complaints and suggestions of staff, deli-beration and spirit of motivation. Principal transformational leadership roles are as Direction Setter, Agent of Change, Spokesperson, Coach, support-getter, suc-ces-guarantor and path-finder

FORMING COMMUNITY CULTURE IN ADVANCING EDUCATION Study Of The Community Ideology Guards Community (KPIB) In Higher Education

This paper describes how the roles and functions of various community cultures that exist in universities in advancing Islamic education. Because the learning process is not only in the lecture bench. If that happens then the education process will run static not developing. With the culture of the communities in the tertiary institutions increasing the motivation and enthusiasm of learning of students in this case Islamic education. One of the communities that we highlighted, we studied is the role and function of the National Ideology Guards Community or abbreviated as KPIB, one of the Communities that gets recommendations from the Government in its formation in each tertiary institution through the Minister of Research, Technology and Higher Education Regulation (Permenristekdikti) No. 55 of 2018, concerning the Development of the Nation's Ideology in Student Activities in the campus environment. It turns out that after conducting observation and interviews as a form of data collection techniques, it can be seen and observed that the formation of communities can increase learning activities in tertiary institutions; 1. Students can explore more creative activities through community forums, 2. Students and lecturers can interact in discussions with more developed and in-depth studies, 3. Provide independence to students in managing various activities that support activities, 4 Promote extracurricular activities in the campus environment, 5. Development of campus communities becomes a means of publication for the campus in introducing more campus to the national and international level and 6. KPIB as a place for student activities in developing national studies, increasing the values of nationalism and patriotism

Meningkatkan Kompensasi, Kepuasan Kerja dan Motivasi untuk Mengurangi Labor Turnover Intention

One of important aspect in organization is maintain existence of employee and push down turnover intention.Turnover intention is the result of the exit of some employees and entrance of others to the work organization. Turnover intention refers to the movement into and out of an organization by the work force. Turnover intention maybe define as any permanent departure beyond the organizational boundaries. Negative effect existence of turnover intention is the increasing of expense of recruitment. Other effect which more important is communications that's more and more ugly and organizational performance trouble. Base on reasoning of turnover intention problem this research purposed to analyses of relation between compensation, job satisfaction, motivation, and labor turnover intention.Base on research purpose, primary data be applied in this research. Research population are employee of several company in Surabaya which consist of 450 employee. From 450 employees, as much 150 employee be created as sample, by using random sampling technique. This amount have been compatible with general agreement which can be analyzed by using SEM.Result of the research indicates that there are significant influence from : compensation to job satisfaction, compensation to negative motivation, motivation to negative labor turnover intention, job satisfaction to motivation. There are two relationship which not significant, those are from : compensation to labor turnover intention, and job satisfaction to labor turnover intention. This result can be concluded that labor turnover intention can be reduced through : increasing compensation so job satisfaction will go up, then motivation also go up, and finaly labor turnover intention go down

The Challenges And Risk Of Development Vocational Education In Indonesia

The quality of human resources (human resources) really depended on good and bad points of the educational agency that prepared him. By paying attention to this link, then the urgency of the quality educational agency had finally become the key strategy in order to gains the height of the quality of human resources. Vocational education that was quality became one of the most important answers for the Indonesian nation towards the demand of the globalisation. The quality of the graduate of Vocational Education that was high, required the adoption action and the adaptation of all the requirements for the work institution/the industry, furthermore reconciled the international standard of manpower, as well as filled the current legislation regulation. Vocational education aimed at increasing intelligence, knowledge, the identity, the noble moral, as well as participants’s skills educated to live independent and followed education further in accordance with the program Vocational education (Permendiknas No. 22 Th. 2006). There were two spectra of the territory that became the aim of Vocational Education, that is preparing participants educated to the world of the work and at the same time the academic world. Therefore, then the Vocational educational curriculum became more complex both planning and his implementation. In the Vocational educational curriculum the achievement was in two spectra of the territory, that his achievement through the application of the curriculum comprehensively. This curriculum it was hoped guaranteed fully the achievement from the aim of Vocational Education. Therefore, in his fact of Vocational Education needed the operational fund that was far more bigger than that was needed by middle education the public

Meningkatkan Komitmen dan Kepuasan untuk Menyurutkan Niat Keluar

Basically all of the organization or company always reduce rate of the employee turnover intention, especially which voluntary, expert, and senior. The height of the employee turnover intention from the organization or company as cost dissipation to be compared with benefit. Generally, voluntary turnover much occur on high performance employee, so inflict financial loss for company or organization. Most of employee which voluntary turnover can be specified as avoidable voluntary turnover and unavoidable voluntary turnover. Avoidable voluntary turnover in consequence of like salary, job condition, and superior. Similarly, unavoidable voluntary turnover in consequence of such as the career path change and family. This research aim to analyse relationship of organizational support, job involvement, job satisfaction, organizational commitment, and turnover intention. Base on research purpose, primary data be applied in this research. Research population are employee from 3 bigest EMKL company in Surabaya which consist of 556 employee. From all of the population they are 150 employee be appointed as sample. As respondent, the employee are met when they are finished lunch and in relaxation, during research period. Only 126 units data which can be analyzed by using SEM. Result of the research indicates that there are significant influence from: job involvement to job satisfaction, job involvement to organizational commitment, job satisfaction to organizational commitment, organizational commitment to turnover intention, job satisfaction to turnover intention. There are two relationship which not significant. Those from organizational support to job satisfaction and organizational support to organizational commitment. This research can be concluded that turnover intention can be reduced through: a) made go up job involvement to increase job satisfaction, and then organizational commitment go up, finally turnover intention go down, b) made go up job involvement, and then organizational commitment go up, finally turnover intention can be reduced. Detail about result of research will be studied at further explanation

Upaya Meningkatkan Kinerja Manajerial

Continuous improvement paradigm looks that organizational ability to process improvement which use for producing products or services for customers become determinant of organizational per¬formance, es¬pecially when entering in business  competition area. To fulfill research purpose, primary data applied in this research.These data analyzed by SEM approach through AMOS application pro¬gram. Population in this re¬search is 51 manufacture com¬pany as client one of public accountant in Sura¬baya. As respondents are manag¬ers of 51 manufacture com¬pany above, in list noted about 145 persons. Respon¬dent are met when doing job in office respectively during research periode. Result of this research indi¬cates that : a) there is significant nega¬tive impact of TQM on managerial performance, but not sig¬nificant,  b) there is positive impact of performance measure¬ment system on managerial performance, but not sig-nificant, and c) there is significant impact of re¬ward system on managerial performance. Dis¬cussion, im¬plication and limitation of this research will be ex-plained under consideration following.Keywords: Total Quality Management, Reward System, Performance Measurement System, Mana¬gerial  Performanc

Membangun Customer Loyalty Nasabah Bank Melalui Customer Satisfaction

In the relation between bank and its customer, the bank should to capable to fulfill need and satisfy through services and create the value to the customer.  So in the compete situation, to give customer satisfaction is main duty of bank in order that the customer loyal permanently. The customer satisfaction is primary cause for building customer loyalty. More and more loyal customer to the bank, that’s indicate the service superiority of its bank. Base description above this research purpose to analyze the impact of service quality and perceived-customer value on customer satisfaction in the effort building customer loyalty in banking. To fulfill research purpose, primary data applied in this research. These data analyzed by SEM approach through AMOS application program. Population in this research is the bank customer one of bank in Surabaya which still be active transacted deposit with its bank. The number of populations are noted about 11.923 customer. From these identifications there are 200 customer as sample selected at simple random. Respondent are met when doing transaction with its bank during research period.Result of this research indicates that : a) there is negative impact of service quality on customer satisfaction, but not significant,  b) there is positive impact customer-perceived value on customer satisfaction, and c) there is positive impact customer satisfaction on customer loyalty. Detail discussion, implication and limitation of this research will be explained under consideration following.Keywords: Service Quality, Customer-Perceived Value, Customer Satisfaction, Customer Loyalt

TUGAS PROFESIONAL KEPALA MADRASAH SEBAGAI SUPERVISOR DALAM MENINGKATKAN MUTU PENDIDIKAN

Madrasah is a complex and unique institution. Its complex because Madrasah as organization which has related each other dimension. Madrasah is unique because Madrasah has different character which is in learning process as a place for civilizing of human life. Since that, Madrasah as a organization needs high coordination. Madrasah called success if the head of Madrasah is success. The head of madrasah as supervisor required to monitor, evaluated and guide the whole of Madrasah resources using TEAMWORK principle which have meaning such as Together, Empathy, Asist, Maturity, Willingness, Organization, Respect, and Kindness. Good leadership should have improving the quality of education. Minister of National Education Decision (Mendiknas) Number 162 Year 2003 about Teacher Assignment Guidelines as Principals mention that the head of Madrasah has responsibilities as educator, manager, administrator, supervisor, leader, enterpreneur, and climate creator or can be called as EMASLEC. As a supervisor the head of madrasah help the teacher to solve their difficulties and as the result it can improve their education quality