Training And Work Discipline

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Abstrak Nunik Dwijayanti KIA April 2015

Abstrak Nunik Dwijayanti KIA April 2015

As many as 10 of 21 midwives (47.6%) at Ajibarang Public Hospital were late in developing their functional careers. In 2012, Infant Mortality Rate (IMR) was 22/1,183 live births whereas MDGS in 2015 is 17/1,000 live births. Meanwhile, Maternal Mortality Rate (MMR) in Banyumas District in 2012 was 114/100,000 greater than a target. Good career might improve motivation and work performance in providing health services and reducing referral number, MMR, and IMR. This aim of this study was to analyse aspects of competencies, work discipline, work achievement, motivation, management support, education and training, leadership, and feedback towards functional career development of midwives.
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Analisis Gender pada Motivasi Kerja, Stres Kerja, dan Disiplin Kerja Antara Tenaga Kependidikan Pria dan Wanita di Universitas Jember (Gender Analysis of Work Motivation, Work Stress, and Work Discipline Between Male and Female Educational Employees in Un

Analisis Gender pada Motivasi Kerja, Stres Kerja, dan Disiplin Kerja Antara Tenaga Kependidikan Pria dan Wanita di Universitas Jember (Gender Analysis of Work Motivation, Work Stress, and Work Discipline Between Male and Female Educational Employees in Un

Horner (dalam Tamila & Kapuladze, 2010) menjelaskan beberapa perwakilan teori motivasi prestasi yang berfokus pada perbedaan pria dan wanita dalam orientasi keberhasilan, sampai pada kesimpulan bahwa wanita sedikit termotivasi untuk sukses, karena mereka cenderung mendapatkan konsekuensi negatif seperti penolakan sosial. Penelitian terdahulu dilakukan oleh Forgionne dan Peeters (1982) memberikan gambaran bahwa terdapat perbedaan dan persamaan motivasi antara manajer pria dan wanita berdasarkan indikator secara umum (on the job training, pendidikan, dan lamanya bekerja). Terdapat perbedaan motivasi antara manajer pria dan wanita yang mendapat pelatihan (on the job training) dibawah enam bulan dengan pendidikan sedikit lebih rendah (bukan lulusan perguruan tinggi), dan telah bekerja selama empat hingga delapan tahun. Tidak terjadi perbedaan pada kriteria manajer diluar kualifikasi tersebut. Namun penelitian terdahulu yang dilakukan oleh Annisa Tahta Putri (2010) pada auditor eksternal di KAP Jakarta menunjukkan bahwa tidak ada perbedaan motivasi antara auditor pria dan wanita. Berdasarkan penjelasan tersebut, maka hipotesis pertama (H 01 ) artikel ini yaitu tidak tedapat perbedaan motivasi kerja antara tenaga kependidikan pria dan wanita di Universitas Jember.
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Effect of Work Discipline, Career Development, Work Motivation and Work Load on the Loyalty of Women Workers in South Korea Companies

Effect of Work Discipline, Career Development, Work Motivation and Work Load on the Loyalty of Women Workers in South Korea Companies

Through career development, an employee has the opportunity to increase their knowledge / experience through training and education that is useful for their careers in the future [14]. The aspect of career development according to Handoko [15] is divided into two, namely: individual career development consisting of work performance, exposure, quitting requests, organizational loyalty, mentors and sponsors, as well as opportunities for growth and organizational career development consists of management support, employee feedback in realizing career goals, and cohesive work groups.
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CORRELATION STUDY BETWEEN WORK-FAMILY CONFLICT AND WORK DISCIPLINE WITH EMPLOYEE PERFORMANCE (A SURVEY BINAPENTA DIRECTORATE)

CORRELATION STUDY BETWEEN WORK-FAMILY CONFLICT AND WORK DISCIPLINE WITH EMPLOYEE PERFORMANCE (A SURVEY BINAPENTA DIRECTORATE)

All companies must require management relating to efforts to achieve a specific goal for these companies. Success or failure of an organization in achieving the goal depends on the individual by the success of the organization itself in carrying out their duties. Many factors can affect employee performance include: motivation, leadership, work discipline, conflict/conflict management, work environment, work culture, communication, office, training and many more. This study will examine the relationship work-family conflict and work discipline with the employee’s performance. For organizations that provide services to the public, of course, the employee’s performance can be seen from how the organization in providing services to the public as to the Directorate General of Manpower Development and Placement at the Ministry of Manpower and Transmigration. Conflicts can occur because of a process that begins when one party perceives that another party has negatively affected over something like the first. Perception is a process by which individuals organize and interpret their sensory impressions in order to give meaning to their environment (Robbins, 2008). Conflict often occurs within a life together and is part of the social life of society, whether they are individuals, inter-group and intra-group. For those who work, potential conflicts may come from the demands between work and family. Potential work-family conflict comes from the demands of environmental changes caused by new work or social factors, such as women workers who acted as housewives who take care of the family and the employees who have responsibility for tasks and jobs. This study tested the two-dimensional on Work-Family Conflict, the first is the Work interfering with family (work affects the family) which is obliged to work to disrupt the family, such as working hours an employee feels they can reduce the time of gathering with family. Then the second is the Family interfering with work (family affect the work) will arise in the event of the demands of family responsibilities that must be met first than job duties. Like for example an employee is absent on the day of work due to caring for children who are sick, demand a longer time to be home and household relations are less harmonious. Factors - factors that cause family conflicts that interfere with the employee’s performance that can ultimately cause the employee to quit his job (Grzywacz and Marks, 2004). Labor discipline is a tool that leaders use to communicate their view that employees are willing to change a behavior and a variety of efforts to improve alignment and one’s willingness to comply with all company regulations and social norms in force. The existence of work-family conflict on employee self-perceived is very important to be noticed by an organization.
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Effect of Work Discipline, Career Development, Work Motivation and Work Load on the Loyalty of Women Workers in South Korea Companies

Effect of Work Discipline, Career Development, Work Motivation and Work Load on the Loyalty of Women Workers in South Korea Companies

Through career development, an employee has the opportunity to increase their knowledge / experience through training and education that is useful for their careers in the future [14]. The aspect of career development according to Handoko [15] is divided into two, namely: individual career development consisting of work performance, exposure, quitting requests, organizational loyalty, mentors and sponsors, as well as opportunities for growth and organizational career development consists of management support, employee feedback in realizing career goals, and cohesive work groups.
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The Effect Of Commitment, Empowerment, Controlling On Discipline, And Effectiveness Of Public Work

The Effect Of Commitment, Empowerment, Controlling On Discipline, And Effectiveness Of Public Work

Based on the phenomenon that employee empowerment is still uneven in which training activities only in dedicated in group III that most of the employees have been aged over 40 years. And the number of employees who follow this training amounted to only 1 person. This can result in some employees feel that they don’t get the empowerment, so that they lack a contribution in each program planned. It because of the employees don’t have the abilities and skills that fit with their work field. This definitely affected the employees’effectiveness in time precision to complete their tasks.
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INCREASING TRAINEES’ MOTIVATION THROUGH PMD ACTIVITIES (PHYSICAL, MENTAL AND DISCIPLINE) IN VOCATIONAL TRAINING INSTITUTION.

INCREASING TRAINEES’ MOTIVATION THROUGH PMD ACTIVITIES (PHYSICAL, MENTAL AND DISCIPLINE) IN VOCATIONAL TRAINING INSTITUTION.

Attitude becomes the dominant factor that indicates the success of a training program. Professional working attitude is required by every workforce candidate in order to meet the minimum standard of work behavior required by industry. PMD activities (Physical, Mental and Discipline) become one of the pillars of the establishment of professional work attitude. World industry requires prospective workers discipline, punctuality, work endurance, ability to communicate and team work according to the occupied areas of expertise.
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Work and Life Balance work life balance

Work and Life Balance work life balance

Perubahan Perubahan Yang Yang •• EkonomiEkonomi GlobalGlobal •• BisnisBisnis yang yang berorientasiberorientasi interinter •• KemajuanKemajuan TeknologiTeknologi •• KemajuanKemajuan[r]

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ITEC Civilian Training Brochure 2017 2018

ITEC Civilian Training Brochure 2017 2018

For Sl No. 9. 'a' level or equivalent the medium of instruction being english, adequate knowledge of english is necessary for effective participation. Sufficient experience in the area of assisting for promotion and development of micro enterprise and small businesses, income generation, community development, social development, self-employment and entrepreneurship. directors/senior executives/officials working in government departments, banks, training institutions, ngos/voluntary organizations, universities research institutions, planning departments, engaged in
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The Relationship Between Training And Development Activities With Innovative Work Behaviour Among SMEs.

The Relationship Between Training And Development Activities With Innovative Work Behaviour Among SMEs.

IWB typically includes an exploration of opportunities and a generation of new ideas consist of creativity related behaviour. However, it could also include behaviours directed towards applying new knowledge, implementing change or improving processes to enhance personal or business performance (Jeroen and Deanne, 2008). According to Mumford (2003), most previous works focus on employee creativity and generation of creative ideas. In line with this, IWB typically includes a broad set of behaviours which is related to the generation of ideas, helping their implementation and creating support for them (Scott and Bruce, 1998; Janssen, 2000).
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Transportation System and Human Needs in a Family

Transportation System and Human Needs in a Family

Depok City as the main supporting area for the capital city of Jakarta is facing various problems in transportation. Some policies have been made to overcome the problems of transportation, especially traffic jam. Although the system is well developed, it will not succeed as long as it is not sufficiently improved. The aim of this research is to analyze the transportation system and human needs in family in Depok City. The method of research used here is descriptive-qualitative. The results show that to achieve sustainable and environmentally sound development in Depok City, transportation system has an important and strategic position. However, efficient, competitive, cheap transportation services have not been well developed so that it has potential to destruct the environment and cause trafic problems. Such a condition shows the ‘trade-off ’ the Government of Depok City should face. The enhancement of mobility through providing road infrastructures has supported the economic growth and human being’s needs in a family.
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TESIS  PERANAN KEPUASAN KERJA DALAM HUBUNGAN KAUSAL ANTARA PRAKTEK-PRAKTEK MANAJEMEN SUMBER DAYA MANUSIA DENGAN KINERJA KARYAWAN RUMAH SAKIT GIGI DAN MULUT PROF. SOEDOMO.

TESIS PERANAN KEPUASAN KERJA DALAM HUBUNGAN KAUSAL ANTARA PRAKTEK-PRAKTEK MANAJEMEN SUMBER DAYA MANUSIA DENGAN KINERJA KARYAWAN RUMAH SAKIT GIGI DAN MULUT PROF. SOEDOMO.

Manusia (Recruitmet And Selection, Involvement, Training, Development And Education, Work Condition, Competency Base Performance, Dan Compensation And Reward) Terhadap Kinerja Karyawan Rumah Sakit Gigi dan Mulut Prof. Soedomo ............................................................................... 57 Tabel 4.3. Pengaruh Praktek-Praktek Manajemen Sumber Daya

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Master’s Degree Programs List (instructed in English)

Master’s Degree Programs List (instructed in English)

Master’s Degree Programs List instructed in English First-level discipline Second-level discipline Management Science and Engineering Management Science and Engineering Business Adm[r]

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PENGARUH KEPEMIMPINAN, DISIPLIN KERJA, DAN KOMUNIKASI TERHADAP KINERJA PEGAWAI SEKRETARIAT KOMISI PENYIARAN INDONESIA DAERAH PROVINSI JAWA BARAT

PENGARUH KEPEMIMPINAN, DISIPLIN KERJA, DAN KOMUNIKASI TERHADAP KINERJA PEGAWAI SEKRETARIAT KOMISI PENYIARAN INDONESIA DAERAH PROVINSI JAWA BARAT

Based on the results of the study, found that the leadership of the Secretariat of the Indonesian Broadcasting Commission of West Java Province has been on a good level. Then work discipline also in good position, and communication is on a good level. In general, leadership, work discipline, and communication affect the performance of employees at the Secretariat of the Indonesian Broadcasting Commission of West Java Province, and leadership are the most significant influence on employee performance. Partial effect on employee performance leadership variable is equal to 0.419 or 41.90%, variable labor discipline of the employee's performance is equal to 0.83, or 18.30%, and the communication variables on the performance of employees is equal to 0.234 or 23.40%. Simultaneous influence of leadership, discipline and communication work on the performance of employees is equal to 0.836 or 83.60%, while the 0.164 or 16.40% influenced by other variables not examined in this study.
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PENGARUH BUDAYA KERJA DAN IKLIM KERJA TERHADAP DISIPLIN KERJA PEGAWAI KANTOR PERTANAHAN KOTA BOGOR THE EFFECT OF WORK CULTURE AND WORK CLIMATE ON EMPLOYEE WORK DISCIPLINE IN KANTOR PERTANAHAN KOTA BOGOR

PENGARUH BUDAYA KERJA DAN IKLIM KERJA TERHADAP DISIPLIN KERJA PEGAWAI KANTOR PERTANAHAN KOTA BOGOR THE EFFECT OF WORK CULTURE AND WORK CLIMATE ON EMPLOYEE WORK DISCIPLINE IN KANTOR PERTANAHAN KOTA BOGOR

This study aims to determine the effect of work culture and work climate on employee work discipline in Kantor Pertanahan Kota Bogor. The research was conducted using qualitative and quantitative approaches. Verifikatif form of research, tested the validity, reliability test and classical assumptions. Multiple linear regression analysis. Data were collected through questionnaires, observations, and interviews. The method of analysis using descriptive analysis, multiple regression analysis, correlation analysis, coefficient of determination, F test and t test. Eighty employees were taken as samples. The results showed the average of employee responses to strong employee work culture. Employee response to the average work climate is good. Employee response to high average work discipline. Simultaneously work culture and work climate have positive and significant influence to work discipline. Partially indicate that work culture and work climate have positive and significant effect to work discipline.
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PENGARUH MOTIVASI, DISIPLIN PEGAWAI, DAN PROGRAM PELATIHAN TERHADAP PENINGKATAN KOMPETENSI PEGAWAI BKD PEMERINTAH KABUPATEN NGAWI.

PENGARUH MOTIVASI, DISIPLIN PEGAWAI, DAN PROGRAM PELATIHAN TERHADAP PENINGKATAN KOMPETENSI PEGAWAI BKD PEMERINTAH KABUPATEN NGAWI.

̸·- -¬«¼§ «-»- ³«´¬·°´» ¬¸»±®·»- º®±³ ¬¸» »¨°»®¬- ¬± ¼»º·²» »¿½¸ ª¿®·¿¾´»- ±º ¬¸» ®»-»¿®½¸ò Ó±¬·ª¿¬·±² ®»º»®- ¬± ¬¸» ¬¸»±®§ ±º Ó½òÝ´»´´¿²¼ ø îðïï÷ô ¬¸» discipline of employee refers to the Singodimendjo’s theory ( 2011) , and training programs refers to theory of the Veithzal Rival’s (2004 ) , whereas for increasing ±º ½±³°»¬»²½» ®»º»®- ¬± Õ«-«³¿-¬«¬· øîððï ÷ò

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pc3abtr kropotkin brain work and manual work

pc3abtr kropotkin brain work and manual work

The rate of progress in the recently so popular Glacial Period question was strikingly slow. Already Venetz in 1821 and Esmarck in 1823, had explained the erratic phenomena by the glaciation of Europe. Agassiz came forth with the theory of glaciation of the Alps, the Jura mountains, and Scotland, about 1810; and five years later, Guyot had published his map, of the routes followed by Alpine boulders. But forty-two years elapsed after Venetz wrote before one geologist of mark (Lyell) dared timidly to accept his theory, even to a limited extent — the most interesting fact being that Guyot’s maps, considered as irrelevant in 1845, were recognised as conclusive after 1863. Even now — half a century after Agassiz’s first work — Agassiz’s views are not yet either refuted or generally accepted. So also Forbes’s views upon the plasticity of ice. Let me add, by the way, that the whole polemics as to the viscosity of ice is a striking instance of how facts, scientific terms, and experimental methods quite familiar to building engineers, were ignored by the scientists who took part in the polemics. If these facts, terms and methods were taken into account, the polemics would not have raged for years with no result. Like instances, to show how science suffers from a want of acquaintance with facts and methods of experimenting well known to engineers, florists, and so on, could be produced in numbers.
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The Amazing Quotes of Lao Tzu Compiled b

The Amazing Quotes of Lao Tzu Compiled b

When Lao Tzu was about eighty years old, he set out for the western border of China, towards Tibet, saddened that people were unwilling to follow the path to natural goodness. At the border, a guard, asked Lao Tzu to record his teachings before he left. He then composed in 5,000 characters the Tao Te Ching (The Way and Its Power).

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PENGARUH KOMPETENSI TEKNIS, PENDIDIKAN DAN PELATIHAN BERKELANJUTAN, KOMITMEN ORGANISASI, DAN PENGAN KERJA TERHADAP KUALITAS HASIL PEMERIKSAAN PADA APARAT PENGAWAS INTERNAL PEMERINTAH INSPEKTORAT KABUPATEN ACEH BARAT | Hasan Basri | Jurnal Administrasi Aku

PENGARUH KOMPETENSI TEKNIS, PENDIDIKAN DAN PELATIHAN BERKELANJUTAN, KOMITMEN ORGANISASI, DAN PENGAN KERJA TERHADAP KUALITAS HASIL PEMERIKSAAN PADA APARAT PENGAWAS INTERNAL PEMERINTAH INSPEKTORAT KABUPATEN ACEH BARAT | Hasan Basri | Jurnal Administrasi Aku

Abstract: This study examines the effects of auditors’ technical competence, level of education and ongoing training, organizational commitment, and work experience on the audit quality of the Government Internal Supervisory Authorities (AparatPengawas Internal Pemerintah known as APIP) Aceh Barat. The study uses primary data obtained through questionnaires distributed directly to the respondents. The subjects of this study consist of39 respondents fromthe Inspectorate Aceh Barat. Multiple linear regressionis used for analysis of data. The results show that thetechnical competence of auditors, level of education and ongoing training, organizational commitment, and work experience havepositive effects on the quality of the examination results of APIP Inspectorate Aceh Barat both partially and simultaneously.
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DAFTAR PUSTAKA  Pembinaan Disiplin Kerja Guru SD Negeri Cengklik II Surakarta.

DAFTAR PUSTAKA Pembinaan Disiplin Kerja Guru SD Negeri Cengklik II Surakarta.

Borman, Kathryn M., Elaine Mueninghoff, Bridget A. Cotner, and Phyllis Bach Frederick. 2009. ”Teacher Preparation Programs”. International Handbook of Research on Teachers and Teaching, Vol. 1 No. 1, 2009, pp: 123 – 140, http://www.produest.umi.com diakses pada 30 Maret 2016.

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