scholarly journals THE PERFORMANCE DIFFERENCES BETWEEN HIGH AND LOW SALES TURNOVER COMMUNITY PHARMACIES

2021 ◽  
Vol 9 (2) ◽  
pp. 135
Author(s):  
Ni Putu Udayana Antari ◽  
Ni Putu Dewi Agustini ◽  
Ni Made Dharma Shantini Suena
Keyword(s):  
Organizational Culture ◽  
Patient Satisfaction ◽  
Work Motivation ◽  
Drug Information ◽  
Employee Motivation ◽  
Sampling System ◽  
Analytical Design ◽  
Assess Patient Satisfaction ◽  
The Difference ◽  
Information Collecting

Background: Pharmacy managers will make various efforts to increase their income. In spite of this, pharmacies that have the same facilities can generate greatly varied incomes.Aims: The purpose of this study was to determine the difference between high sales turnover pharmacies and low sales turnover pharmacies as observed through employee motivation, organizational culture, and patient satisfaction.Methods: This study used an analytical design with a questionnaire and checklist. Consumers were selected using the purposive sampling system to assess patient satisfaction. All employees were sampled to assess work motivation and organizational culture. Data analysis was performed using descriptive, bivariate, and multivariate testing.Results: Direct observation of pharmaceutical services from the two outlets shows that there were differences in the time it takes for pharmacist to retrieve the drug, the time for providing drug information, collecting information from patients, and the type of drug information provided, as well as employee motivation, organizational culture, and patient satisfaction.Conclusion: Services at pharmacies with high sales turnover are different from pharmacies with low sales turnover. Empathy has the greatest effect on sales turnover, followed by reliability, responsiveness, assurance, and tangible dimensions. Outlets that have high sales turnover have better organizational culture and higher employee motivation when compared to outlets that have low sales turnover. Keywords: motivation, organizational culture, patient satisfaction, sales turnover

scholarly journals Pengaruh Budaya Organisasi terhadap Motivasi Kerja Pegawai BPSDM Provinsi Jambi

2020 ◽  
Vol 20 (1) ◽  
pp. 104
Author(s):  
Sutoro Sutoro
Keyword(s):  
Organizational Culture ◽  
Data Collection ◽  
Human Resources ◽  
Quantitative Method ◽  
Work Motivation ◽  
Employee Motivation ◽  
Human Resources Development ◽  
Development Agency ◽  
Data Collection Methods ◽  
Collection Methods

The purpose of this study was to determine the description of organizational culture and work motivation, and to determine the effect of organizational culture on employee work motivation at the Human Resources Development Agency (BPSDM) of Jambi Province. This research uses descriptive quantitative method with data collection methods using questionnaires to 75 respondents. The result is that organizational culture has a positive and significant effect on employee motivation at 20.16. The conclusion is that organizational culture influences work motivation in BPSDM Jambi Province by 20.16%.

scholarly journals THE RELATIONAL ANALYSIS OF ORGANIZATIONAL CULTURE AND LEADERSHIP STYLE ON WORK MOTIVATION OF EMPLOYEES IN THE ACHIEVEMENT OF COMPLETE SYSTEMATIC LAND REGISTRATION TARGETS (CASE STUDY OF KEBUMEN DISTRICT LAND OFFICE)

2019 ◽  
Vol 22 (1) ◽  
pp. 1
Author(s):  
Hadi Arnowo Arnowo
Keyword(s):  
Organizational Culture ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Motivation ◽  
Land Registration ◽  
Motivation Factors ◽  
Writing Research ◽  
Office Employees

Target achievement of Complete Systematic Land Registration in Kebumen Regency in 2017 as many as 50,000 fields have been completely completed (100%). The success is inseparable from the role of the leadership and employees of the Land Office of Kebumen Regency. The success of achieving the targets of Complete Systematic Land Registration activities (PTSL) is determined by employee motivation. Factors that play a role in employee motivation include the leadership style and organizational culture. Scientific Writing Research aims to determine the relationship between leadership style and organizational culture on employee work motivation associated with achieving PTS targets. The results of data processing using the correlation test show that there are significant influences and strong influences from each and collectively the factors of leadership style and organizational culture on the work motivation of the Kebumen Regency Land Office employees. This influence proves that the success of achieving the target activities must involve all elements of the employee to be responsible and professionally complete the task. The role of leaders in mobilizing and motivating employees is very important in order to create a positive organizational culture.

scholarly journals Comparison of the Assessment of Patient Satisfaction Using Active and Passive Feedback

2021 ◽  
Author(s):  
Manju Christopher ◽  
Lallu Joseph
Keyword(s):  
Patient Satisfaction ◽  
Satisfaction Level ◽  
Remedial Measures ◽  
Complementary Information ◽  
Written Comments ◽  
Assess Patient Satisfaction ◽  
Active Feedback ◽  
Negative Comments ◽  
The Difference ◽  
Structured Questionnaire

ABSTRACT Introduction The outpatient department of any hospital is the first direct point of contact to the patients with the hospital. To understand the difficulties faced by the patients and to understand their perceptions, it is important to assess patient satisfaction. This study was designed to compare the difference in patient satisfaction responses and outcomes using two methods: active feedback collection (AFC) and passive feedback collection (PFC). Methods The study was conducted for a period of 2 months using a validated, structured questionnaire in four languages. To differentiate the questionnaires, those for PFC were marked P and those for AFC as A. The questionnaire consisted of 21 questions. PFC was obtained when patients voluntarily filled out the feedback forms placed at different locations, and AFC was obtained by systematically approaching randomly selected patients. Results Of the 809 patients who participated in the study, 131 were passive and 678 active. The study revealed that the satisfaction level was higher in the AFC group. It was observed that 82% of those in the PFC group and 35% of those in the AFC group had given specific written comments. The negative comments were higher in the PFC group than in the AFC group. Conclusions The AFC method gives a good overview of the patients' journeys through the system and it can be used for systemic feedback collection. The PFC method provides an avenue to get more written suggestions and adverse comments that could help in planning remedial measures. The study showed that both methods collect complementary information for the managers to facilitate improvement of services.

scholarly journals A Visão como Ingrediente Principal nas Implementações de Mudanças Planejadas nas Organizações

2018 ◽  
Vol 22 (35) ◽  
pp. 25
Author(s):  
Michelle Da Rosa Lopes ◽  
Carlos Paulo Krause ◽  
André Felipe Queiroz
Keyword(s):  
Organizational Culture ◽  
Employee Motivation ◽  
Organizational Values ◽  
Organizational Vision ◽  
Management Planning ◽  
Leadership And Management ◽  
Key Concepts ◽  
Business Changes ◽  
The Difference ◽  
A Company

A pesquisa tem como objetivo demonstrar que as implementações de mudanças em uma empresa devem possuir foco na visão organizacional, que precisa ser elaborada por uma coalizão administrativa forte, com credibilidade e poder de penetração na cultura organizacional, além de serem planejadas seguindo critérios e premissas bem definidos. Por meio de pesquisas bibliográficas, procurou-se partir dos conceitos de planejamento, de missão, de liderança e de gerenciamento evidenciar a importância da visão nas implementações de mudanças nas organizações. O trabalho propõe uma estruturação que resume e une os principais conceitos, visando facilitar a compreensão destes pelos gestores. A pesquisa evidenciou a necessidade de o gestor compreender a diferença entre os principais conceitos influentes nas mudanças. Além da importância em buscar compartilhar os valores pessoais aos valores organizacionais, buscando um ponto de equilíbrio visando inovar, manter e aprimorar seus valores, ao longo de sua existência. A visão precisa ser clara e compartilhada entre os colaboradores, pois o conhecimento da visão facilita a aceitação às mudanças empresariais. Os gestores devem se utilizar do emporwerment como fonte geradora de ideias, o que amplia a motivação dos funcionários, as utilizações destas ideias auxiliam a aceitação das mudanças, pois o colaborador passa a sentir que é parte ativa do processo.Palavras-chave: Gerenciamento. Planejamento. Cultura Organizacional. Liderança.AbstractThis research aims to demonstrate that implementations of changes in a company needs a focus on the organizational vision which needs to be elaborated by an administrative platform, with credibility and power of penetration into the organizational culture, besides being planned following well-defined criteria and premises ,through bibliographical research, proposal of concepts of planning, mission, leadership and management, evidencing the importance of vision in the implementation of changes in organizations. The paper proposes a structuring that summarizes and gets together one of the main concepts, aiming to facilitate the understanding of the same by the managers. The research highligthed a need for control, the difference among the key concepts influencing change. In addition to the importance of seeking to share the current values with the organizational values, seeking a point of balance in order to innovate, maintain and improve its values along its existence. The view needs to be accurate and clear shared among employees, because knowledge of the vision facilitates acceptance of business changes. Managers use emporwerment as a source of ideas, which broaden employee motivation, such as the use of change-aiding ideas, and thus the employee feels that he or she is part of the process.Keywords: Management. Planning. Organizational Culture. Leadership.

scholarly journals The Role of Organizational Culture and Transformational Leadership on Work Motivation in a Regional Government Employees

2020 ◽  
pp. 110-116
Author(s):  
Apid Junaedi ◽  
Widodo Sunaryo ◽  
Didik Notosudjono
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Work Motivation ◽  
Good Governance ◽  
Employee Motivation ◽  
Regional Government ◽  
Analysis Method ◽  
Government Employees ◽  
Bureaucratic Reform

This research is motivated by the idea that the motivation of local government employees is needed to be able to produce service performance to the community in the context of bureaucratic reform to realize good governance. The purpose of this study was tofind the influence of organizational culture and transformational leadership on employee motivation in a regional government, using the path analysis method. The sample in this study was153 echelon IV employees / supervisory officials.The results found the fact that organizational culture has a significant effect on employee motivation. Meanwhile, transformational leadership does not influence employee work motivation.

scholarly journals Pengaruh Kepemimpinan Transformasional dan Budaya Organisasi Terhadap Motivasi Serta Dampaknya Terhadap Kinerja Pegawai Pengadilan Negeri Jambi

2021 ◽  
Vol 12 (1) ◽  
pp. 41
Author(s):  
Firman Syah Noor
Keyword(s):  
Transformational Leadership ◽  
Organizational Culture ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
District Court ◽  
Leadership Quality ◽  
High Level ◽  
The Relationship

This study aims to determine and analyze the description of transformational leadership, organizational culture, motivation and performance, and the relationship between the four variables at the Jambi District Court employees. This study uses descriptive and verificative research methods that aim to describe research variables systematically and in accordance with the facts investigated, as well as knowing the relationship between variables through testing hypotheses. The study sample used as many as 74 employees of the Jambi District Court, The results of the descriptive analysis show that the overall level of transformational leadership quality and organizational culture in the Jambi District Court are at a good level of quality. While for work motivation and employee performance are at a high level of quality. The results of hypothesis testing through path analysis prove that transformational leadership and organizational culture both partially and simultaneously have a significant effect on work motivation and employee performance. For the indirect effects of transformational leadership and organizational culture on employee performance through work motivation, it shows that the application of transformational leadership and good organizational culture can increase employee motivation at a higher level, which indirectly has an impact on improving employee performance. However, on the other hand work motivation partially does not affect employee performance.

scholarly journals Pengaruh Peran Budaya Organisasi Efektivitas Kepemimpinan dan Motivasi Kerja Pegawai Terhadap Kebijakan Badan Layanan Umum

2018 ◽  
Vol 27 (2) ◽  
pp. 156-173
Author(s):  
Azis Ritonga
Keyword(s):  
Organizational Culture ◽  
Public Service ◽  
Structural Equation ◽  
Work Motivation ◽  
Sampling Technique ◽  
Simple Random Sampling ◽  
Civil Servant ◽  
Employee Motivation ◽  
Equation Model ◽  
Service Agency

The background of this research is the change of status of Health Polytechnics of Surakarta from Civil Servant purely become Public Service Agency. Where in this form change make Health Polytechnics of Surakarta prepare their own budget. Thus there must be a change of management to address it. For that researchers are very interested to see the effect of Organizational Culture Roles, Leadership Effectiveness And Employee Motivation Against Public Service Agency Policy. The population in this research is all employees of Health Polytechnics of Surakarta. This research uses Simple random sampling which is a randomly chosen sampling technique. Statistical analysis using structural equation model (SEM). With 95% confidence level of research results showed that there is no significant positive relationship between organizational culture and leadership in Health Polytechnics of Surakarta.There is no significant correlation between organizational culture on policy of Health Polytechnics of Surakarta Public Service Agency (BLU).There is no significant correlation between work motivation toward leadership in Health Polytechnics of Surakarta.There is no significant correlation between work motivation to BLU policy in Health Polytechnics of Surakarta.There is no significant positive correlation between leadership of BLU policy in Health Polytechnics of Surakarta.

scholarly journals Cultural Reconstruction and Organization Environment for Employee Performance

2021 ◽  
Vol 8 (2) ◽  
pp. 296
Author(s):  
Tehubijuluw Zacharias ◽  
Mohamad Arsad Rahawarin ◽  
Yusriadi Yusriadi
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Public Works ◽  
Organizational Environment ◽  
Company Performance ◽  
Regulatory Policies ◽  
Organizational Engagement

This study examined cultural and organizational motivations for success through organizational engagement and work motivation in the Department of Public Works in the province of Maluku, Indonesia. The approach used for this study was quantitative, using a survey. The Department of Public Works of the Province of Maluku was the research site with a sample of 149 participants. The analysis method used in this study was Generalized Structured Component Analysis (GSCA). The main findings were 1) organizational culture has a direct effect on organizational engagement and a direct contribution to employee performance, 2) organizational culture impacts company performance, 3) organizational environment has a direct effect on employee motivation and employee performance, and 4) organizational environment supports company performance. The results indicate that the organizational environment can be increased by formulating regulatory policies and establishing rules and strategies for employees to carry out their duties. Motivation for work can be boosted by giving awards that match the results of work. In building an organizational culture, attention needs to be paid to the values contained in organizational culture, consisting of corporate empowerment, team management, clarity of vision, direction, and corporate goals.

The Effect of Career Development and Organizational Culture to Employee Performance with Motivation of Work as Intervening Variable in Cooperation in Denpasar Village

2018 ◽  
Vol 9 (07) ◽  
pp. 20901-20916
Author(s):  
I Wayan Manggis ◽  
Anik Yuesti ◽  
I Ketut Setia Sapta
Keyword(s):  
Organizational Culture ◽  
Career Development ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Primary Data ◽  
Equation Modeling ◽  
Rural Village

Research on career development and organizational culture on performance with work motivation as intervening variable is done at cooperative located in Pedungan village of South Denpasar Pedungan Village is a village located in South Denpasar District, Denpasar City, Bali Province. The development of cooperatives is currently supported by the development of small and medium enterprises (SMEs). The number of cooperatives in the village pedungan is 33 cooperatives with the total number of employees is 338 employees. The purpose of this study is to know and examine the influence of career development on employee performance in cooperative in rural village, To know and test the influence of organizational culture on employee performance in cooperative in rural village, to know and test the influence of career development on employee motivation at cooperative in to know and examine the influence of organizational culture on employee motivation in cooperative in rural village, To know and to test influence of work motivation to employees performance at Cooperative in rural village. This research is a quantitative research using primary data obtained from the questionnaire and measured by using Likert scale. The population of this research is employees at Cooperative in rural village as many as 85 people. The method of selecting the sample of this study using Proportionate Stratified Random Sampling is this technique is used when the population has members who are not homogeneous and stratified proportionally. Data analysis technique used in this research is Structural Equation Modeling (SEM) based on Partial Least Square (PLS) using SmartPLS 3.0 program. The result of the research shows that (1) career development has positive and significant effect to work motivation, (2) organizational culture have positive and significant effect to work motivation, (3) career development have positive and significant effect to employee performance, (4) and (5) the influence of mediation of work motivation variable on indirect influence of career development on partial performance, and (7) influence of mediation of work motivation variable on the influence of unbalanced direct organizational culture to performance is partial

scholarly journals THE EFFECTS OF ORGANIZATION CULTURE, LEADERSHIP AND JOB MOTIVATION UPON THE EMPLOYEES PERFORMANCE (Study at PT. PLN Educational and Training Center at Pasar Minggu, Jakarta Selatan)

2018 ◽  
Vol 2 (01) ◽  
pp. 12
Author(s):  
Sumardjono Jono
Keyword(s):  
Organizational Culture ◽  
Direct Effect ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
Organization Culture ◽  
Performance Study ◽  
Independent Variables ◽  
Job Motivation ◽  
And Training

The research consists of several steps that must be met in order to achieve results that meet the rules o fscientific research.Results of this study is expected to get ideas of the effect of the employee's performance by organizational culture, leadership and motivation to work at PT.PLN (Persero) Education and Training Centre.The method used is quantitative method which examines four variables: three independent variables and one dependent variabel.The hypothesis testing at the 0.05 level with a population of more than 115 employees, the operational level.The result is that there is a direct effect of organizational culture on the performance of β41 = 0,459 with value tcalculate = 5,354 and ttable (α = 0,05) = 1,663 that mean is tcalculate > ttable (5,354 > 1,663). H0 is rejcted and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on the performance of β42 = -0,007 with mean tcalculate = -0,080. and ttable (α = 0,05) = 1,663 wich mean tcalculate < ttable (-0,080 < 1,663), so that H0 is accepted and H1 is rejected, which means the effect is not significant.There is a direct effect of organizational culture on the performance of β43 = 0,456 which mean tcalculate = 4,807. And ttable (α = 0,05) = 1,663 that mean tcalculate > ttable (4,807 > 1,663), this H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of organizational culture on employee motivation at β31 = 0,474 which mean tcalculate = 5,508. and ttable (α = 0,05) = 1,663 yang berarti tcalculate > ttable (5,508 > 1,663), So that mean H0 is rejected and H1 is accepted, which means the effect is significant.There is a direct effect of leadership on job motivation for β32 = 0,389 which mean tcalculate = 4,520. and ttable (α = 0,05) = 1,663 that means tcalculate > ttable (4,520 > 1,663), so that mean H0 is rejected and H1 is accepted, which means the effect is significant.Based on the above it can be concluded that employee performance can be improved through organizational culture and work motivation .

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