Because of using remains wood so the cost of modification was cheap and fixing process as same as original eye grinds fixing. Using grinds modification need work table and chair for sitting down. The table and chair should be according to anthropometrics size of the body worker. The resolution were find two alternative such as using grind sharpening modification for smoothing jewelerry stone on cross leg sitdown on the flor (without table work) and sit on the chair(using table work as stand for grind). Those alternative will be test, which of them could more decreased workload and complain subjective.and increase height workproductivity table
4. Based on the research result, it can be understood that integrity, professionalism, customer’s satisfaction, exemplary and human resources reward are significantly affect the employees’ workproductivity. Theoretically, this result supports the statement of Luthans (in Armannu Thoyib, 2005: 10). Empirically, this research supports the research from Moelyono(2004). The existence of strong or dominant differences in corporate culture can be reviewed from what has been stated by Davis (2000) in Nimram Umar (2004). In the other hand, there is also difference from the elements created by the corporate culture. It is because the changes within the shared notion system.
The 3 respondents with very low pro- ductivity worked in organizations with no restrictions on internet usage. Thus, they frequently took this opportunity to watch or download movies. Moreo- ver, half of the respondents had mod- erate workproductivity and 28.4% had low workproductivity which was measured through their level of at- tendance, work quality, performance capacity, and social emotional factors. descriptive analysis of wPwu showed that majority of respondents (74.3%) had low level of wPwu or only less than 10% of their total working hours. It meant they spent a maximum of 4 hours using internet for non-related work in a week. This low level of wPwu was most likely be- cause majority of the respondents ac- cessed internet during working hours dealt with employees or training pro-
The research done on Department Marine and Fisheries in Situbondo, East Java on February 2016. The research aim to investigate and analyze the influence of: (1) leadership style, job motivation, work discipline and workproductivity of employee in Department Marine And Fisheries Situbondo, (2) the influence of leadership style, job motivation, and work discipline of workproductivity on employee in Department Marine And Fisheries Situbondo, (3) the influence of dominant variable of workproductivity on employee in Department Marine And Fisheries Situbondo.The method used in this research: type of research is descriptive, the type of data in this research is quantitative and qualitative data, data sources are primary data and secondary data, sampling technique using techniques saturated, data collection techniques use observation, interviews, questionnaires and documentation, instrument measurement techniques using a likert scale, and analysis of data using multiple regression analysis. The results showed leadership style variables did not significantly affect of workproductivity since it has significant value or an error rate of 0.986, or 98.6%, while job motivation variable and work discipline have real impact on workproductivity with their respective significant value or an error rate of 0.005 or 0.5% and 0,105 or 10.5%.
Sealing process requires an ergonomic attitude in work. If work posture is not ergonomic it can cause musculoskeletal system disorders. The purpose of this research to know the effect of repetitive work on workproductivity on sealing activities in the packaging department based on RULA method. Data collection is done by direct observation and interview. Data obtained are analyzed, then the acquisition of grand scores is categorized based on the action level of the RULA. The posture of sealing process in the packaging department is in the fourth level action category which means that there is need for investigation and possible repairs.
Banyak informasi yang dapat diperoleh dengan mempelajari daily productivity dari sebuah tim kerja. Beberapa penyebab penurunan produktifitas dapat dengan mudah diidentifikasi, sedangkan yang lain mungkin lebih rumit dan membutuhkan penyelidikan lebih lanjut. Produktivitas tenaga kerja adalah salah satu ukuran perusahaan dalam mencapai tujuannya. Sumber daya manusia merupakan elemen yang paling jitu dalam organisasi, harus diakui dan diterima oleh manajemen. Peningkatan produktivitas kerja hanya mungkin dilakukan oleh manusia. Oleh karena itu tenaga kerja merupakan faktor penting dalam mengukur produktivitas (Siagian, 2002). Metode Penelitian
Pelaksanaan promosi yang baik, selain berguna bagi karyawan itu sendiri juga berguna bagi Inspektorat Jenderal, bagi pegawai kebutuhan akan pengembangan dan kemajuan karier akan terpenuhi. Sedangkan bagi Inspektorat Jenderal akan dapat menjamin stabilitas organisasi dan moral pegawai. Sehubungan dengan promosi jabatan, menurut Mary Chastely and Sylvia P. Webb (1999) berpendapat bahwa: To provide a broad over view of the personnel function and staff training and development, it is managers who have little experience of human resource management and who are assuming aspects of the personnel functionfor the first time, or broadening their manajemen role in this area“ . (Menyediakan sebuah pandangan yang menyeluruh mengenai fungsi personal serta pelatihan dan pengembangan staff, adalah merupakan manajer yang mempunyai sedikit pengalaman dibidang sumber daya manusia dan yang mampu memperkirakan beberapa aspek dari fungsi personal sejak pertama kali, atau memperluas peraturan manajemen mereka dalam area ini) Lebih lanjut secara yang detail oleh Mary Chastely and Sylvia P. Webb (1999) mengatakan bahwa: To promote cooperation between employer and employees in instigating, developing and carrying out measures to ensure the health and safety at work of employees. (Meningkatkan kerjasama antara pemilik dalam hal ini pimpinan organisasi dan pegawai dalam menemukan penyebab, perkembangan dan hasil yang dicapai untuk menentukan kesehatan dan keamanan tempat kerja bagi para para pegawai).
Background: Productivity is a priority that is required from every worker. Workproductivity of each person is different. The important factors of workproductivity are hemoglobin level, energy intake, and body mass index (BMI). The objective of the study was to identify hemoglobin level, energy intake, and BMI of Kebersihan, Keindahan, Kenyamanan Lingkungan (K3L) workers in Universitas Padjadjaran, Jatinangor. Methods: A descriptive study was carried out to 80 K3L workers in Universitas Padjadjaran on October 2014. The total number of 80 workers was chosen with cluster random method. Primary data consisted of hemoglobin level measured by Hemocue®Hb 201+, dietary consumption recall (2x24 hours), and anthropometry data (weight and height). The collected data were analyzed and presented by frequency tabulation and percentage.
Work study is the scientific research involving work techniques with the objective of identifying the best way of doing a work. Productivity is an outcome to determine the level of company either the performance of the company is good or conversely. Without productivity measurement will lead to hard to determine the performance of a company. In this study, time and method study was emphasize which work measurement was done to get the potential standard time method, indirectly can improve the productivity that involved during operation process. Standard Time could be eliminated unnecessary process in producing the product. The main purpose for this study is to identify the potential method in production final assembly process during the time study. The method that used is this project is time and motion study analysis as well as potential new jig was designed for workstation or assembly process that have high standard time. From this work study, the product output has increased since standard time and potential method have been proposed to the company. Other than that, the result gain could be used for increase the productivity target. As a conclusion, this research gives an invaluable benefit to student as well as to the company.
The main development proposed here is the use of sound feedback for the control of the hydro-erosion process in respect to the excavation depth and exposure and preparation of the reinforcing steel. This would overcome the main barrier to high productivity through automation, namely, the inability to produce excavations automatically to defined geometry other than by continuous operator intervention. Unlike existing automation, the new method will achieve excavations to optimum shape designs, irrespective of local variations in concrete strength. This will enable the quality of boundary definition that is crucial to longevity in the repair. A further contribution is the possibility for optimisation of the excavation process through combined use of non- destructive testing (NDT) based predictive modelling and sensor feedback. Substantially increased productivity is anticipated through the ability to operate at high flow rates and pressures, in a uninterrupted, single-pass fashion.
productivity ( Y/ L ) depends on physical productivity ( Y/ L ) depends on physical capital per worker ( K/ L ), human capital per worker ( H/ L ) and natural resources per worker ( H/ L ), and natural resources per worker ( N/ L ), as well as the state of technology, ( A ).
Abstrak. PT Asahimas Flat Glass Tbk merupakan merupakan produsen utama kaca lembaran dan kaca otomotif di Indonesia. Industri modern yang berada dalam pasar global yang sangat kompetitif menganut konsep produksi bukan sekedar sebagai aktivitas mentransformasikan input menjadi output. Saat ini konsep produksi dipandang sebagai aktivitas penciptaan nilai tambah (value added), untuk setiap aktivitas dalam proses produksi harus memberikan nilai tambah. Pemahaman terhadap nilai tambah dirasakan sangat penting, hal ini berguna untuk menghindari pemborosan (waste) dalam setiap aktivitas produksi. Saat ini tolak ukur yang digunakan untuk menilai kinerja perusahaan hanya berdasarkan jumlah output yang dihasilkan. Peningkatan jumlah output tidak selalu berarti produktifitas perusahaan juga meningkat. Berdasarkan pemikiran tersebut dilakukan penelitian untuk mengukur tingkat produktivitas dengan menggunakan metode value added productivity dan rasio value added productivity sebagai dasar perencanaan untuk peningkatan produktivitas. Dari hasil pengukuran yang telah dilakukan maka diperoleh nilai value added productivity untuk tahun 2009 sebesar 1.337.494 (Juta Rupiah) dan di tahun 2010 sebesar 1.792.329 (Juta Rupiah). Serta dapat diketahui rasio produktivitas dan nilai dari Economic Value Added di tahun 2010 sebesar 264.813,16 (Juta Rupiah). Hasil pengukuran produktivitas dengan menggunakan metode value added productivity maka dapat dilakukan evaluasi, perencanaan dan perbaikan produktivitas untuk meningkatkan produktivitas di perusahaan tersebut.
One model which has posited a link between parsing and productivity is Baayen’s (1993) dual processing race model of morphological access. In this model, there are two routes for processing – the direct route (in which a word is accessed whole), and the pars- ing route (in which it is accessed via its parts). Whether or not a specific morphologically complex form is accessed via its parts is determined by the token frequency of that form – if it is above a certain threshold of frequency, then the direct route will win, and the word will be accessed whole. If it is below that same threshold of frequency, the parsing route will win, and the word will be accessed via its parts. In order for an affix to remain productive, words containing that affix must be parsed sufficiently often that the resting activation level of that affix remains high. In this way, the model implicitly ties produc- tivity to decomposition in perception. High rates of decomposition should ensure the productivity of an affix. Conversely, an affix which is represented by many words which are characterized by the direct route is unlikely to be productive.
Unlike the case with counseling. Coaching is an activity undertaken with the aim of improving employee performance that is results-oriented (Cavanagh, Grant, & Kemp, 2005). Coaching can also improve employees' wellbeing and job satisfaction or job satisfaction can also increase (Hicks, Carter, & Sinclair, 2013). Through the coaching process can make employees feel better in handling all the problems of his work, making employees aware of the problems faced and must think about the best solution, and make the employee aware that he was able to solve the problem (Hicks, Carter, & Sinclair, 2013).
The authors know only two studies of the second kind. Girma and Gorg (2007) is perhaps the ﬁrst study evaluating FDI spillovers on components of TFP growth. Applying the Divisia index for decomposing TFP growth into technology and scale efﬁciency for UK manufacturing, they ﬁnd that FDI productivity spillovers mainly stem from technology. In this study, FDI effects on efﬁciency gains are found to be insigniﬁcant. A contrasting ﬁnding is obtained by Kravtsova and Zelenyuk (2007) in the Ukrainian manufacturing sector. By decomposing TFP growth into efﬁ- ciency and technology using a non-parametric data envelopment analysis (DEA)– based MPI, they ﬁnd evidence of positive FDI spillovers on both technology and efﬁciency. They demonstrate that knowledge from FDI can be either process and product knowledge, which generates technology spillovers, or managerial and organizational knowledge, which induces efﬁciency spillovers.
Technologies like the elevator affected the structure of the workplace, making the skyscraper possible and making for great concentrations of workers in one place. Further, innovations such as lighting and air conditioning affected the hours people were able to work effectively and comfortably.
Because our investigation involved the measurement of productivity, we were anxious that our materials contained representative frequency counts. It was especially important that this was true of the lower frequency range – the part of the word frequency distribu- tion which dominates the calculation of P (the category conditioned degree of productiv- ity – see Baayen 1989, 1992). The segmentation list is problematic in this respect, because it omits any complex word which appears in Cobuild with a frequency below 15 per 18 million, and which is not listed in the LDOCE dictionary. A consequence of this is that, especially for the more productive affixes, the segmentation list is missing at least half of the word types that actually occur in the Cobuild corpus.
When the trees get old, the productivity starts to go down. The trees need to be rejuvenated using a stumping technique. When a new improved variety is available, changing of the variety is another way to increase the productivity. All the other chapters in this guide include practices to increase productivity, but this chapter will particularly focus on the techniques and ways to increase your productivity.