In-Organization Ethics Power-Allocation Mechanisms and Members’ Decision-Making Behavior

This study examines experimental evidence showing how ethics power allocation mechanisms affect an individual’s in-organization resource division and ethical behavior. We used two two-stage lab experiments to explore power seeking and usage; the experiments contained two stages of power contending and power usage. Stage one used two different power-seeking mechanisms in the honesty game. Stage two was based on the dictator game and the ultimatum game to measure an individual’s power usage. The results show that the decisions taken by power-holders could influence the optimization of collective resources, and power-holders who gain power with unethical methods could result in collective resource allocation inequities. With more balanced in-organization power, members tend to be more honest. Subjects also adjust their unethical behavior to adapt to the environment, which could cause the diffusion of unethical behavior. This paper re-designed the dictator game and the ultimatum game by adding an ethically vulnerable power acquisition mechanism. For organizations to prevent the disproportionate dispersion of resources and achieve more public benefits, it is meaningful for managers to create a proper in-organization ethical power allocation mechanism.

Dynamic Fair Resource Division

A single homogeneous resource needs to be fairly shared between users that dynamically arrive and depart over time. Although good allocations exist for any fixed number of users, implementing these allocations dynamically is impractical: it typically entails adjustments in the allocation of every user in the system whenever a new user arrives. We introduce a dynamic fair resource division problem in which there is a limit on the number of users that can be disrupted when a new user arrives and study the trade-off between fairness and the number of allowed disruptions, using a fairness metric: the fairness ratio. We almost completely characterize this trade-off and give an algorithm for obtaining the optimal fairness for any number of allowed disruptions.

Craniodental traits and interaction in the bite force of tropical frugivore bats (Phyllostomidae: Stenodermatinae)

1. Phyllostomid bats exhibit great diversity in skull size and morphology that reflects the degree of resource division and ecological overlap in the group. In particular, Stenodermatinae has high morphological diversification associated with cranial and mandibular traits that is associated with the ability to consume the full range of available fruits (soft and hard). In terms of morphology, performance (bite force) appears to play an important role in niche partitioning among bat species, however, very few studies have confirmed these relationships using functional cranial traits. 2. Here, we analyzed craniodental traits and their relationship to the bite force in 308 specimens distributed in seven species of stenodermatine bats with two foraging types: nomadic and sedentary frugivorous bats. We evaluated 19 functional traits of the skull and jaw related to feeding and bite force in live animals by correcting bite force with body size. We used a GLM model and post hoc tests to determine possible relationships and differences between cranial traits, species, and sex. 3. The results showed that there is significant interspecific variation between stenodermatines that are nomadic and sedentary. The greatest variation in bite force within species was explained by the mandibular toothrow length (MANDL) between sexes, which was greater in females. The larger species of Artibeus, together with Platyrrhinus helleri, Uroderma convexum and Sturnira giannae, which have a greater length of the skull, condylo-incisor, condylo-canine, mandibular toothrow and height of the coronoid, exhibit greater bite force. By contrast, the smaller species A. anderseni and A. phaeotis have short skulls and the lowest values of bite force, which suggests that the size of the skull confers a biomechanical advantage. 4. Our results highlight the usefulness of analyzing functional traits related to feeding to establish the performance of bats in terms of the bite force.

ASSESSING INTRAPRENEURIAL ASPECT IN ORGANIZATION (CASE STUDY PT XYZ IN INDONESIA)

PT XYZ is a company which works in industry of oil and gas. With a lot of competition in the industry, PT XYZ needs to improve their performance especially in their main business line, Oil and Drilling Services Operation and also improve their Human Resources. One way to increase their performance is to know and improve the intrapreneurship in the company.This research is using qualitative approach. The first step conducted in this research was to look for the problem from the object being researched by the author. The data collections consist of primary data from questionnaire. There’ll be two questionnaire distributed. First one is Entrepreneurial Orientation Survey (EOS) to assess the current entrepreneurial condition in the company which distributed to the entire division of the company. The second one is Entrepreneurial Leadership Questionnaire (ELQ) which will asses the leader of the divisions with four types of intrapreneur leaders, Miners, Explorers, Accelerators and Integrators. ELQ was distributed in two key divisions, Division of Drilling and Oilfield Service as PT XYZ’s core business and Human Resources Division to manage PT XYZ’s employees. This research will analyze the EOS and ELQ’s results and compare the result of both divisions of ELQOn the basis of the results of this research, it can be concluded that PT XYZ has a good entrepreneurial. PT XYZ’s employees also able to accept entrepreneurial environtment within the company. PT XYZ is also perform above average in the market, able to compesate the employees, empower the employees and doing innovation in par with the competitors. PT XYZ’s employees are also have some understanding about entrepreneurial knowledge. The leader in the PT XYZ’s Human Resource Division is Accelerator type while the leader in Division of Drilling and Oilfield Service is Miner type

RANCANG BANGUN SISTEM INFORMASI KEPEGAWAIAN CUTI KARYAWAN DI PT. COLORPAK INDONESIA, TBK BERBASIS WEB

Specialized information systems in personnel data are a matter of special concern. This is related to the ease and effectiveness in the processing of employee data such as employee data entry, employee data editing, employee data search, employee data report either on screen or printed on paper, especially in employee information system Employee leave. Management of personnel information system employee leave at PT. Colorpak Indonesia, Tbk which is still less than the maximum, such as the employee must fill the form of leave and wait for approval of the boss and less accuracy of the amount of employee leave balance. So to overcome it required personnel information system employee leave better than the previous system in order to present employee personnel leave information complete and simplify in knowing the amount of leave used and employee leave balance. This research uses waterfall method and system design is implemented with Diagram Unified Modeling Language (UML). The expected final result is that the employee-based employee leave information system can overcome the system problems that run more leverage in the process of submission and employee leave employment approval, employee reporting reports employee leave and employee employee leave data searching easier. With this research is expected to help PT. Colorpak Indonesia, Tbk especially Human Resource division to develop staffing information system employee leave.

ASSESSING INTRAPRENEURIAL ASPECT IN ORGANIZATION (CASE STUDY PT XYZ IN INDONESIA)

PT XYZ is a company which works in industry of oil and gas. With a lot of competition in the industry, PT XYZ needs to improve their performance especially in their main business line, Oil and Drilling Services Operation and also improve their Human Resources. One way to increase their performance is to know and improve the intrapreneurship in the company.This research is using qualitative approach. The first step conducted in this research was to look for the problem from the object being researched by the author. The data collections consist of primary data from questionnaire. There’ll be two questionnaire distributed. First one is Entrepreneurial Orientation Survey (EOS) to assess the current entrepreneurial condition in the company which distributed to the entire division of the company. The second one is Entrepreneurial Leadership Questionnaire (ELQ) which will asses the leader of the divisions with four types of intrapreneur leaders, Miners, Explorers, Accelerators and Integrators. ELQ was distributed in two key divisions, Division of Drilling and Oilfield Service as PT XYZ’s core business and Human Resources Division to manage PT XYZ’s employees. This research will analyze the EOS and ELQ’s results and compare the result of both divisions of ELQOn the basis of the results of this research, it can be concluded that PT XYZ has a good entrepreneurial. PT XYZ’s employees also able to accept entrepreneurial environtment within the company. PT XYZ is also perform above average in the market, able to compesate the employees, empower the employees and doing innovation in par with the competitors. PT XYZ’s employees are also have some understanding about entrepreneurial knowledge. The leader in the PT XYZ’s Human Resource Division is Accelerator type while the leader in Division of Drilling and Oilfield Service is Miner type.