Manajemen Konflik Organisasi dalam Perspektif Islam

An organizatin made up of people who become members of the organization, they interact witheach other. Conflict occurs within an organization when there are two conflicting parties.Conflict can be positiveand negative effect, it depends on how the leadership of the organization is able to manage existing conflicts.Effective conflict management can improve organizational effectiveness, one way is to negotiate. Islam alsoteaches to negotiate in resolving disputes. This article provides resolution of conflicts within the organization inthe Islamic perspective with negotiating

Pengaruh Induksi Emosi terhadap Keputusan Membeli Produk

The aim of this study is to investigate the effects of induced positive and negative emotion on the riskybuying product decision making. The authors hypothesize that participant with induced negative emotion was moretaking risk when faced with risky buying product contrast with participant induced positive emotion. Participantwere 132 people consist of high-school student, undergraduate student, and adult. The results showed that meandifferences was not support the hypothese. Arguments of the research result were discussed

Pengaruh Budaya Organisasi terhadap Kinerja Karyawan Uin Sunan Kalijaga YOGYAKARTA

Transformation IAIN (State Islamic Institute) Sunan Kalijaga become the UIN (State IslamicUniversity) Sunan Kalijaga demanding reform, one area of human resources governance. Human resources tobe one important factor for the sustainability of the activity in the UIN Sunan Kalijaga. This study focuses onthe services provided by employees (personal administration). In its implementation on the ground was still foundhow the performance of employees at UIN Sunan Kalijaga have not maximum and satisfyyet. Based on thisbackground, this study proposed the formulation of the problem as follows : Is there any influence of organizationalculture on the employee performance in UIN Sunan Kalijaga Yogyakarta? The methode which is whichused is a quantitatively method. The population of this study is overall of UIN Sunan Kalijaga employeestotaling 498 people, with a sample of 222 respondents. Research location is UIN Sunan KalijagaYogyakarta.Techiques of data collection is done by providing the questionaire as the primary data.From the reasearch that been done obtained the following results : First, the relationship between theculture of the organization with employee performance by 0.619, direction and significant. Secondly, the influenceof the frequency of organizational culture on employee performance by 38,3%. The remaining 61.7% areinfluenced by factors beyond regression models. Third, because the affected employee performance trend oforganizationalculture in general has decreased

Pengaruh Kepuasan Komunikasi Terhadap Kinerja Pendidik Ipdn Jatinangor

Humans as social creatures are always interacts each others, including when they are within an organization. All activities that are conducted within an organization need an effective communication. Organizational communication is a process of delivering a massage to all elements within an organization. In this case, organizational communication has a signifiant role in creating an effective organization. The fulfilment of the needs of information and communication in an organization will increase the productivity of its employees. This study focuses on IPDN Jatinangor, an educational institution. When social interactions that include social contact and communication run well, the relationship among elements within the institution is also effectively kept. This situation eventually will increase the productivity of the institution in realizing the main goals of the institutio

Pengaruh Budaya Organisasi Terhadap Kinerja Karyawan UIN Sunan Kalijaga YOGYAKARTA

The ttransformation of IAIN (State Islamic Institute) Sunan Kalijaga becomes a StateIslamic University (UIN) Sunan Kaijaga has demand a reformation and one of them is in thefield of human resources governance. The human resources has become one of the importantassets for the sustainability of the activityies in the UIN Sunan Kalijaga. Human resourcesat UIN Sunan Kalijaga include: (1) lecturers, (2) administrative personnel, (3) of functionalstaff except lecturers (researchers, librarians, and archivists). Along with progress in thetransformation into a university, UIN Sunan Kalijaga has received ISO 9001:2008 from TUVRheiland on September 10, 2009. This study focuses on the services provided by employees(personnel administration). In its implementation on the ground was still found how the performanceof employees at UIN Sunan Kalijaga have not maximum and satisfy yet. Based onthis background, this study proposed the formulation of the problem as follows: Is there anyinfluence of organizational culture on the employee performance in UIN Sunan Kalijaga Yogyakarta?Theory used in this study is the theory related to organizational culture and employeeperformance. The method which is used is a quantitatively method. The population of this studyis overall of UIN Sunan Kalijaga employees totaling 498 people, with a sample of 222 respondents.Research Location is UIN Sunan Kalijaga Yogyakarta. Techniques of data collection isdone by providing the questionnaire as the primary data and the the utilization of secondarydata (reports, magazines, etc.). Test the validity of data is done by using a correlation productmoment and the Cronbach Alpha reliability test (variables studied cronbach declared reliable ifthe value of alpha (?) is above the table or above r 0.600). Meanwhile the analysis using simplifiedlinear regression analysis. This analysis is used to measure the influence of organizationalculture on employee performance by use of a significant level (?) of 5%. From the researchresults that have been done acquired the following results: First, the relationship between OrganizationalCulture by Employee Performance of 0.619, and significant direction. Second, theeffect of frequency of Organizational Culture on Employee Performance by 38.3% remainder61.7% is influenced by the outside factors of this regression model. Third, the tendency forthe affected Employee Performance Organizational Culture generally experienced reductiondecline. Third, the tendencies for the affected Employees Performance are influenced by theOrganizational Culture generally experienced reduction