scholarly journals BUDAYA KERJA GURU MADRASAH TSANAWIYAH DI KABUPATEN WAY KANAN

2018 ◽  
Vol 11 (2) ◽  
pp. 231-248
Author(s):  
Suwanto Suwanto
Keyword(s):  
Human Resources ◽  
Cultural Values ◽  
Positive Impact ◽  
Cultural Value ◽  
Work Culture ◽  
Behavioral Patterns

Work culture is a set of behavioral patterns that areinherent in every individual in an organization. Buildingculture means also improving and maintaining thepositive side, and trying to familiarize certain behavioralpatterns to create new, better forms. This research wasconducted to see how the work culture (integrity,professionalism, innovation, responsibility andexemplary teacher of Islamic Islamic Madrasah in WayKanan District. Based on the results of the study, it wasobtained a picture that the five cultural values wereimplemented well even though the results were notmaximized. This cultural value has a positive impact,both on the internal (including educators and educationpersonnel) and external impacts including thecommunity, as evidenced by the increasing performanceof educators and community services.The barriers tothe application of cultural values are caused by: a) lackof communication ) limited human resources in thefield of technology c) low understanding of the stateapparatus against the applicable rules.Keywords: Budaya Kerja, Guru, dan Madrasah Tsanawiyah

scholarly journals The Role of Cultural Values in Motivating the Competencies of Hindu Balinese Human Resources in Tourism to Gain Manager Level Positions in Rated Hotels in Bali

1970 ◽  
Author(s):  
Sulistyawati Sulistyawati
Keyword(s):  
Human Resources ◽  
Cultural Values ◽  
Positive Impact ◽  
Principal Component ◽  
Value Orientations ◽  
Living Standard ◽  
Human Beings ◽  
Managerial Positions ◽  
The Impact

In response to the new era of the ASEAN Economic Community (AEC) since year 2015 – Bali, as the primary gateway of Indonesian tourism, must improve the quality of Hindu Balinese human resources in tourism (HB HRT). Winata (2014: 6) explained that adat istiadat (customs and traditions) is one of the cause for their low commitment in their job, as HB HRT often take leave due to adat obligations. Therefore, one of the impact, as in the case of a hotel in Kuta, is that hotels often  avoid recruiting HB HRT. Hence, issue to be discussed in this study is to understand the role of Balinese Cultural Values as a potential and as an obstacle in HBHRT’s competency to achieve managerial positions in star-rated hotels in Bali. The research will use a concurrent triangulation method on data collected through interviews and questionaires.While sampling will be done with Purposive Sampling method on star-rated hotels located in Sanur, Kuta and Nusa Dua. Finally, the data analysis will be carried out by referring to Motivation Theory (McClelland, 1976), Competency Theory (Spencer and Spencer, 1993), Value Orientations Theory (Kluckhohn and Strodtbeck, 1961), through a descriptive interpretative qualitative approach as well as a quantitative approach based on Principal Component Analysis (PCA) statistics. The research results will show that based on the data, HB HRT have good set of competencies, and these good competencies are inseparable from their background of Balinese Cultural Values (BCV), mainly derived from Hindu culture and religion. As part of upholding their culture, a HB HRT is a person with pawongan concept of harmonious relationship between human beings indicated by 79.1% people with tresna (love), the parhyangan concept of harmonious relationship between human beings and God indicated by 75% people engaging in dharma yatra pilgrimages and study, and the palemahan concept of harmonious relationship between human beings and nature indicated by 69.8% people valuing Bali shanti (a peaceful Bali). On the other hand the obstacles in occupying manager positions in star-rated hotels in Bali are mostly due to internal factors – namely, their own personal motives which are often based on erroneous understandings of BCV. Therefore, in order to increase the Spiritual Quotient (SQ) of HB HRT in achieving managerial positions, the strategy will be through career development with motivation programs while redefining their Balinese Cultural Values to give positive impact to their living standard, to the company, to the environment, and to God.

scholarly journals The Role Of Cultural Values In Motivating The Competencies Of Hindu Balinese Human Resources In Tourism To Gain Manager Level Positions In Rated Hotels In Bali

2018 ◽  
Vol 1 (1) ◽  
pp. 1-86
Keyword(s):  
Human Resources ◽  
Cultural Values ◽  
Positive Impact ◽  
Principal Component ◽  
Value Orientations ◽  
Living Standard ◽  
Human Beings ◽  
Managerial Positions ◽  
The Impact

In response to the new era of the ASEAN Economic Community (AEC) since year 2015 – Bali, as the primary gateway of Indonesian tourism, must improve the quality of Hindu Balinese human resources in tourism (HB HRT). Winata (2014: 6) explained that adat istiadat (customs and traditions) is one of the cause for their low commitment in their job, as HB HRT often take leave due to adat obligations. Therefore, one of the impact, as in the case of a hotel in Kuta, is that hotels often avoid recruiting HB HRT. Hence, issue to be discussed in this study is to understand the role of Balinese Cultural Values as a potential and as an obstacle in HBHRT’s competency to achieve managerial positions in star-rated hotels in Bali. The research will use a concurrent triangulation method on data collected through interviews and questionaires.While sampling will be done with Purposive Sampling method on star-rated hotels located in Sanur, Kuta and Nusa Dua. Finally, the data analysis will be carried out by referring to Motivation Theory (McClelland, 1976), Competency Theory (Spencer and Spencer, 1993), Value Orientations Theory (Kluckhohn and Strodtbeck, 1961), through a descriptive interpretative qualitative approach as well as a quantitative approach based on Principal Component Analysis (PCA) statistics. The research results will show that based on the data, HB HRT have good set of competencies, and these good competencies are inseparable from their background of Balinese Cultural Values (BCV), mainly derived from Hindu culture and religion. As part of upholding their culture, a HB HRT is a person with pawongan concept of harmonious relationship between human beings indicated by 79.1% people with tresna (love), the parhyangan concept of harmonious relationship between human beings and God indicated by 75% people engaging in dharma yatra pilgrimages and study, and the palemahan concept of harmonious relationship between human beings and nature indicated by 69.8% people valuing Bali shanti (a peaceful Bali). On the other hand the obstacles in occupying manager positions in star-rated hotels in Bali are mostly due to internal factors – namely, their own personal motives which are often based on erroneous understandings of BCV. Therefore, in order to increase the Spiritual Quotient (SQ) of HB HRT in achieving managerial positions, the strategy will be through career development with motivation programs while redefining their Balinese Cultural Values to give positive impact to their living standard, to the company, to the environment, and to God. Keywords: Hindu Human Resources, motivation, manager position, rated hotels, Bali

scholarly journals The importance of cultural training in the hospitality sector

2019 ◽  
Vol 9 (2) ◽  
pp. 58-67
Author(s):  
Helena Cristina Roque ◽  
Madalena Ramos
Keyword(s):  
Human Resources ◽  
Cultural Values ◽  
Management Practices ◽  
Positive Impact ◽  
Human Resources Management ◽  
Training Programme ◽  
Cultural Training ◽  
Organizational Goals ◽  
Hospitality Sector ◽  
The One

AbstractThe human element is the most influential resource and the one that has the greatest responsibility in the organization’s effectiveness and efficiency. Therefore, the development of human resources and their training is fundamental to achieve organizational goals. Globalization facilitates the mobility of people around the world, increasing the number and diversity of tourists in hotels, from different cultures, bringing with them different perceptions of the quality of services. This new reality has become a challenge for human resources management practices, and specifically in one of its key areas, which is training. Studies show that training has a positive impact on skills development and worker performance. Given this importance, a cultural training programme is proposed for professionals of the hospitality sector that takes cultural values into account, as well as their impact on the interaction of these professionals with clients.

scholarly journals IMPLEMENTASI METODE DHARMA WACANA DALAM MENINGKATKAN BUDAYA KERJA PEGAWAI HINDU KEMENTERIAN AGAMA DI KABUPATEN GIANYAR

2017 ◽  
Vol 1 (2) ◽  
pp. 22
Author(s):  
Dewa Ayu Kade Linda Dewi
Keyword(s):  
Cultural Values ◽  
Religious Education ◽  
Positive Impact ◽  
Descriptive Analysis ◽  
Work Culture ◽  
Literature Study ◽  
Functional Theory ◽  
Qualitative Descriptive ◽  
The Subject ◽  
Made In

<p><em>The development of Hindu religious education  has been oriented towards various methods or which clearly have each method to apply the teaching of Hindu religious education. One is the method of dharma discourse. Dhamma discourse method is method through speech or lecture about dharma or teachings of Hinduism leads to the teachings of religion in improving the mindset of Hindu society, especially to more appreciate the teachings of religion and not to deviate from the context of its implementation. In this realm, Application of Dhamma discourse method is implemented for improvement of work culture of Ministry of Religious Affairs. Cultural values of the Ministry of Religion are integrity, professionalism, responsibility, innovation, and constancy. The problems that will be studied are: (1) How Implementation of Dharma Discourse Method in Improving Working Culture of Hindu Employees of Ministry of Religious Affairs in Gianyar Regency, (2) How Implications of Dharma Discourse Method in Improving Culture of Hindu Ministry Worker in Gianyar Regency, and (3)  What efforts are being made in the Implementation of Dharma Discourse Method to Improve the Culture of the Hindu Ministry Worker in Gianyar Regency. This research aims to know (1) the implementation of Dharma Discourse Method in Improving Culture of Hindu Employee Worker of Ministry of Religious Affairs in Gianyar Regency, (2) To know the implication of Dharma Discourse Method in Improving Culture of Hindu Ministry Worker Worker in Gianyar Regency, and (3) To Knowing the Efforts made in the Implementation of Dharma Discourse Method in Improving the Culture of Working Hindu Workers Ministry of Religious Affairs in Gianyar Regency. </em></p><p><em>Theories used to analyze this problem are structural Functional theory, Symbolic Interactionism theory, and Motivation theory. The subject of this research is the Hindu employee of the Ministry of Religious Affairs of Gianyar Regency. The object of this research is the Implementation of  Dharma Discourse Method in Improving the Culture of Hindu Official Worker of the Ministry of Religious Affairs in Kabupaten Gianyar. Data collection methods are observation, interview, literature study, documentation study. The collected data was analyzed by qualitative descriptive analysis method with data reduction measures, data presentation, and conclusion. </em></p><p><em>The result of the research shows that the implementation of dharma discourse method has a positive impact on the Hindu employee in improving the work culture value of the Ministry of Religion covering Integrity, Professionalism, Innovation, Responsibility and Example. </em></p>

scholarly journals CHINESE CULTURAL VALUES AND ITS INFLUENCE ON CHINESE INDONESIAN ENTREPRENEURIAL CULTURE

2020 ◽  
Vol 3 (1) ◽  
pp. 201-208
Author(s):  
Donny Susilo
Keyword(s):  
Cultural Values ◽  
Success Factors ◽  
Positive Impact ◽  
Cultural Value ◽  
Financial Resources ◽  
Entrepreneurial Culture ◽  
Depth Interview ◽  
Strong Principle ◽  
Chinese Cultural Values

Today, the domination of Chinese Indonesian entrepreneurs in Indonesia economy is not questionable. This research aims to understand the entrepreneurial culture of Chinese Indonesian entrepreneurs that are believed to be one of their success factors. This research used in-depth interview and successfully conducted interviews with 12 successful Chinese Indonesian entrepreneurs who understand about Chinese cultural values. The result revealed that some unique characteristics of their entrepreneurial culture differentiate themselves from other entrepreneurs such as believe in regeneration since childhood, it however brings positive impact to their children who already get used to the work environment before they finally become matured and independent. Chinese Indonesian entrepreneurs have a strong principle in cash management and love to have long term planning completed with the contingency plan. They cursed debt, it is perceived as a disgrace and it becomes the last option in looking for financial resources. The empathy between Chinese Indonesians is strong and especially because they believe that Chinese Indonesian has a competitive trait at trading, their business style is flexible and they still hold high value in respect for parents and teachers. Keywords:  Chinese Indonesian, Entrepreneurial Culture, Chinese Cultural Value, Chinese Indonesian entrepreneurs

CASE STUDY: Regional Cultural Differences Within and Across Four Western European Countries

2018 ◽  
Vol 6 (1) ◽  
pp. 23-47
Author(s):  
Nadine Waehning ◽  
Ibrahim Sirkeci ◽  
Stephan Dahl ◽  
Sinan Zeyneloglu
Keyword(s):  
Cultural Values ◽  
Cultural Differences ◽  
European Countries ◽  
Cultural Value ◽  
Business Strategies ◽  
Business Plans ◽  
Regional Markets ◽  
Gender Education ◽  
Western European

This case study examines and illustrates within country regional cultural differences and cross border cultural similarities across four western European countries. Drawing on the data from the World Values Survey (WVS), we refer to the Schwartz Cultural Values Inventory in the survey. The demographic variables of age, gender, education level, marital status and income vary across the regions and hence, have significant effects on the cultural value dimensions across regions. The findings help a better understanding of the homogeneity and heterogeneity of regions withinand across countries. Both researchers and managers will have to justify their sampling methods and generalisations more carefully when drawing conclusions for a whole country. This case study underlines the limited knowledge about regional within country cultural differences, while also illustrating the simplification of treating each country as culturally homogeneous. Cross-country business strategies connecting transnational regional markets based on cultural value characteristics need to take these similarities and differences into account when designating business plans.

Environmental Conservation Through Study Value of Bali Aga Tenganan Pegringsingan Community Culture

2020 ◽  
Vol 21 (1) ◽  
pp. 27
Author(s):  
Nyoman Wijana ◽  
I Gusti Agung Nyoman Setiawan ◽  
Sanusi Mulyadiharja ◽  
I Gede Astra Wesnawa ◽  
Putu Indah Rahmawati
Keyword(s):  
Cultural Values ◽  
Environmental Conservation ◽  
Time Orientation ◽  
Cultural Value ◽  
Community Culture ◽  
Community Activities ◽  
Orientation Time ◽  
The Impact ◽  
Relational Orientation

This research aimed to know the implementation of environmental conservation in terms of cultural value orientation, including humanistic nature orientation, man-nature orientation, time orientation, activity orientation, and relational orientation. The population of this research was the entire community in traditional village Tenganan Pegringsingan, Karangasem, Bali. This research sample amounted to 25 people, consisting of the conventional village apparatus, community leaders, and the general public. Methods of data collection were the method of observation, interview, questionnaire, and checklist. The collected data were analyzed descriptively. This research indicated that the orientation of cultural values of humanistic nature orientation and man-nature orientation had an excellent quality. The time orientation, activity orientation, and relational orientation parameters had good quality. Culture in the study community generally showed a positive thing, so the impact of culture on the quality of the environment, in general, was excellent. The results of observations in the field revealed that there were all community activities at Tenganan Pegringsingan that could not cause environmental pollution. Therefore, the role of traditional regulation or awig-awig to regulate environmental and social-culture.

International Criminalization of Offences Relating to Cultural Property

2019 ◽  
pp. 18-24
Author(s):  
Danil Sergeev
Keyword(s):  
Cultural Values ◽  
Armed Conflict ◽  
Historical Review ◽  
Hague Convention ◽  
Cultural Property ◽  
Armed Conflicts ◽  
Cultural Value ◽  
Direct Connection ◽  
International Protection ◽  
International Instruments

The article evaluates current conditions of international criminalization of offences relating to cultural property and makes a brief historical review of developing international protection of cultural property and elaborating a corresponding notion. Having analyzed the international instruments, the author concludes that offences relating to cultural property may include deliberate seizure, appropriation, demolition as well as any other forms of destruction or damage to objects and items protected under the 1954 Hague Convention for the Protection of Cultural Property in the Event of Armed Conflict committed during international and non-international armed conflicts. These offences do not include such possible acts toward universal cultural values committed either beyond any armed conflict or without direct connection with it. Taking the examples of destruction of Buddhas of Bamiyan, Nimrud, Palmyra, and mausoleums of Timbuktu, the author states that international criminalization of offences relating to cultural property is insufficient, because it does not encompass such cases when objects or items of cultural value are damaged or destroyed under the control of national administrations or with their knowledge.

Analisis Dampak Toko Modern Terhadap Keberadaan Usaha Mikro, Kecil, Menengah Di Kota Padangsidimpuan

2021 ◽  
Vol 4 (1) ◽  
pp. 208
Author(s):  
Rahmat Kurniawan ◽  
Azhar Azhar
Keyword(s):  
Human Resources ◽  
Negative Impact ◽  
Positive Impact ◽  
Small And Medium Enterprises ◽  
City Government ◽  
Banking Institutions ◽  
The Government ◽  
Medium Enterprises ◽  
Role Of The Government

This research is to find out the perceptions of micro, small and medium enterprises to modern stores, MSME partnerships with modern stores, constraints, and the role of the government in overcoming the problems of modern shops and MSMEs in Padangsidimpuan City. This research is a descriptive qualitative study by conducting in-depth interviews. The results showed the perception of MSMEs towards modern stores had a negative and positive impact. The negative impact, the income of MSMEs has decreased. The positive impact, the presence of modern stores motivates MSMEs to evaluate themselves from modern stores. The partnership established by MSMEs with modern stores is the use of business locations provided by modern stores. The constraints of MSMEs are business capital, human resources, business legality, business permits and products, while the constraints of modern stores are business permits, human resources and partnerships with MSMEs. The role of the City Government of Padangsidimpuan is for modern stores, namely to give an appeal not to add to modern store outlets and to call for partnerships in terms of marketing local MSME products. For MSMEs, facilitate MSMEs with banking institutions in terms of providing venture capital, training and guidance to MSMEs, and making packaging houses.

Immigration, Multiculturalism, and the Social Contract

1997 ◽  
Vol 10 (2) ◽  
pp. 343-361 ◽  
Author(s):  
Joseph Heath
Keyword(s):  
Cultural Values ◽  
Minority Groups ◽  
Social Institutions ◽  
Cultural Value ◽  
Value Systems ◽  
Dominant Culture ◽  
National Unity ◽  
Religious Traditions ◽  
Institutional Expectations ◽  
Internal Coherence

Since the failure of the Meech Lake constitutional reforms and the crisis of national unity prompted by the most recent Quebec referendum, the Canadian Multiculturalism Act has been subjected to particularly intense and hostile scrutiny. While some of the criticism of this policy reflects merely parochial adherence to particular cultural or religious traditions, some of it has raised more significant doubts about the internal coherence, efficacy, and overall desirability of the policy. Most importantly, the multiculturalism policy is faulted for attempting to pursue two simultaneously unachievable goals, viz., to integrate ethnic minority groups into the dominant institutions of the society, while at the same time to protect them against various pressures to assimilate to the dominant culture. Critics have pointed out that social institutions and cultural values are interdependent. Not only do cultural value systems provide the central legitimations for social institutions, but the internalization of these values through socialization processes provides agents with their primary motivation for conforming to institutional expectations. This means that integrating an agent into a system of institutions can only be achieved by assimilating the agent to its underlying cultural system.

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