ARISTÓTELES E O DEBATE EDUCACIONAL:UMA ANÁLISE A PARTIR DA PEDAGOGIA HISTÓRICO-CRÍTICA

This article deals with a classic of educational reflection, both from the point of view of research and from the point of view of teaching practice: the philosopher Aristotle from the contributions of Historical-Critical Pedagogy. It is not a matter of literally "applying" the views of this thinker in a hasty and uncritical way to school and research in contemporary education without major concerns. On the contrary, we understand that the study of Aristotelian work, as well as of Greek society, can provide subsidies for understanding the importance of the classics in education. This text deals withthe social and historical bases of Greece and the elements present in the work "Ethics to Nicomaches", which help to understand the particularity of the educational dimension and the relevance of human culture developed for the development of individualities in formation.

The Influence of Human Relations and Communication on Employee Performance Through Work Ethics in Gowa Regency

The purpose of this study was to determine and analyze whether human relations and communication have a positive and significant effect on employee performance through work ethic in Gowa Regency (review at the Pallangga, Bajeng, and Bontonompo sub-district offices). This type of research is explanatory research. Sampling was used in the census method with a sample of 91 respondents. Distributing questionnaires to respondents was as collecting data. Furthermore, the whole data is processed using SPSS 16.0 software. The results showed (1). Human relations have a positive and significant effect on work ethic in Gowa Regency: (2). Communication has a positive and significant impact on work ethic in Gowa Regency; (3). Human relations have a positive and significant impact on performance in Gowa Regency: (4). Work Communication has a positive and significant impact on performance in Gowa Regency; (5). Work ethic has a positive and significant impact on performance in Gowa Regency; (6). Human relations have a positive and insignificant influence on performance through work ethic in Gowa Regency; (7). Communication has a positive and significant impact on performance through work ethic in Gowa Regency.

Llopis Sarrió, Dolores Benita

Benita Llopis (1929–2005) is a clear referent for social work in Spain; her reflections and contributions throughout her career of activism were oriented to the professionalization, recognition, and visibility of social work. Until she retired in 2001, she held different positions in institutions that have been essential in promoting the profession in Spain. These were the Spanish Federation of Social Assistants Associations (FEDAAS) and Revista de Treball Social (RTS) of the Official College of Graduates in Social Work and Social Assistants of Catalonia, in addition to her being part of the social work ethics team. These positions and her leadership in different social work congresses brought up essential issues for the strengthening of social work away from paternalism and welfare.

Effect of Moral Intentions, Organizational Commitment, Professional Identity and Grant of Reward for Disclosure of Fraudulent Behavior with Islamic Ethics and Cultural Organization Working as a Moderating Variable

This study aims to examine and determine the effect of moral intentions, organizational commitment, professional identity and rewards for disclosure of cheating behavior with Islamic work ethics and organizational culture as a moderating variable. This research is a quantitative research with a descriptive approach. The sample used in this study was employees of the Makassar Syariah branch of BNI. The total sample amounted to 72 using purposive sampling techniques. The data analysis method uses multiple regression and moderating regression analysis with the absolute difference value approach. The results of this study indicate that moral intentions, organizational commitment, professional identity and rewards have a positive and significant influence on the disclosure of fraud behavior. The results of research related to moderating variables, Islamic work ethics variables only act as moderating variables in the relationship of moral intentions to the disclosure of fraud behavior. Whereas variable organizational commitment, professional identity and rewards for disclosure of fraudulent behavior are not moderated by Islamic work ethics. Furthermore, the moderating variable of organizational culture is only proven to moderate the relationship of moral intention and also organizational commitment to disclosure of fraudulent behavior. Whereas professional identity and rewards are not moderated by organizational culture.

JUSTICE AND ISLAMIC WORK ETHICS A FRAMEWORK FOR LEADERS OF PUBLIC AND PRIVATE ORGANIZATIONS

Immorality in the public/private service has been a great concern to various governments and researchers throughout the world because of its complexity. Despite all the existing laws, rules and regulations pertaining to the public service, the policy makers have failed to arrest the situation that is multiplying day by day. This may not be unconnected with the neglect of religious ethics that control the heart of an individual as it affects the public service. Islam provides comprehensive ethical guidelines for the running of public service which can be achieved through Islamic justice and fairness. To have faithful leaders, it is of great importance for the policy makers to ensure the manifestation of religious ethics and justice in the public service through the public awareness. Using proposed methodology this paper presents a conceptual review of the leader’s work ethics based on Islamic perspectives as well as its application in modern business toward sustaining the performance of the public and private organizations. This research is significant as there is a lack of Islamic code of ethics that guides the public and private organizations effectively. There is need for empirical test in the future as this research is conceptual in nature.

The Role of Motivation, Discipline, Salary, and Islamic Work Ethics on Increasing Employee Performance

This study aims to determine how strong the influence of motivation, discipline, salary, and IWE (Islamic Work Ethic) on employee performance (a case study at Wanabiprint Digital Printing Salatiga). The method of data collection was done through distributing questionnaires to Wanabiprint employees. Samples were taken as many as 50 respondents. The results of the t test indicate that motivation has no effect on employee performance with a significance value of 0.305 > 0.05 and t count 1.038 < t table 2.014, discipline has no effect on employee performance with a significance value of 0.158 > 0.05 and t count 1.437 < t table 2.014, salary has no effect on employee performance with a significance value of 0.775 > 0.05 and t count 0.287 < t table 2.014, while IWE (Islamic Work Ethic) affects employee performance with a significance value of 0.00 < 0.05 and t count 4,580 > ttable 2,014. Furthermore, motivation, discipline, salary and IWE (Islamic Work Ethic) have a simultaneous effect on employee performance with a significance value of 0.000 < 0.05 and an f value of 18.050 > f table 2.57 on employee performance. So that these variables have an effect simultaneously.