Sustaining and Retaining the Diversity Practitioner

The purpose of this chapter is to examine the ways in which an organization or an institution can utilize a diversity practitioner for success. This chapter explores the culture of the organization and what the senior management needs to be mindful of in the hiring process and beyond. The chapter then investigates the practices that should be carried out by the organization that will prompt a practitioner for success. It explores the considerations as the practitioner works in the organization on establishing a quality work environment. With a visible commitment and support of the individual and the expected outcomes, the practitioner will be a critical part of the organization's success. Organizations have to be strategic and intentional about implementing measures to assure the diversity practitioner has the tools they need. The organization has a responsibility to recognize the emotional toll and additional stress of being in the diversity practitioner role. Clear expectations and strategies are offered.

Equity Tourism: Ravaging the Justice Landscape

As the long-standing and ubiquitous racial inequities of the United States reached national attention, the public health community has witnessed the rise of “health equity tourism”. This phenomenon is the process of previously unengaged investigators pivoting into health equity research without developing the necessary scientific expertise for high-quality work. In this essay, we define the phenomenon and provide an explanation of the antecedent conditions that facilitated its development. We also describe the consequences of health equity tourism—namely, recapitulating systems of inequity within the academy and the dilution of a landscape carefully curated by scholars who have demonstrated sustained commitments to equity research as a primary scientific discipline and praxis. Lastly, we provide a set of principles that can guide novice equity researchers to becoming community members rather than mere tourists of health equity.

BACE1: a key regulator in Alzheimer’s disease progression and current development of its inhibitors

Background: Alzheimer’s disease (AD) is a chronic neurodegenerative disease where no specific disease-modifying treatment is currently available. β-secretase (BACE1) is considered the potential and rationale target because it is involved in the rate-limiting step, which produces toxic Aβ42 peptides leading to deposits in the form of amyloid plaques extracellularly leading to AD. Objective: The role and implications of BACE1 and its inhibitors in the management of AD are discussed. Methods: We have searched and collected the relevant quality work from PubMed using the following keywords “BACE1”, BACE2”, “inhibitors”, and “Alzheimer’s disease”. In addition, we included the work which discusses the role of BACE1 in AD and the recent work on its inhibitors. Results: In this review, we have discussed the importance of BACE1 in regulating AD progression and the current development of BACE1 inhibitors. However, the development of a BACE1 inhibitor is very challenging due to the large active site of BACE1. Nevertheless, some of the BACE1 inhibitors have managed to enter advanced phases of clinical trials, such as MK-8931 (Verubecestat), E2609 (Elenbecestat), AZD3293 (Lanabecestat), and JNJ-54861911 (Atabecestat). This review also sheds light on the prospect of BACE1 inhibitors as the most effective therapeutic approach in delaying or preventing AD progression. Conclusion: BACE1 is involved in the progression of AD. The current ongoing or failed clinical trials may help understand the role of BACE1 inhibition in regulating the Aβ load and cognitive status of AD patients.

Analisis Faktor Eksternal Yang Dominan Terhadap Biaya Overhead Proyek Konstruksi

ABSTRACTOverhead costs are one of the cost components that play an important role in the company's performance in maintaining good quality work. However, the overhead costs in a project are different and are influenced by several factors. One of the factors that influence it is the external factor of the project. The external factors of each project are different. This is because each project must adapt the workplace environment to certain functions, designs, and preferences. On that basis, to be able to better estimate the overhead in a project, further costs are needed for any external factors that affect construction overhead project costs, and a few percent of the direct costs of construction projects to anticipate the risks caused by overhead costs. . Data was collected through a structured questionnaire distributed to some people working in the construction sector from contractors in several regions in Indonesia. The analysis results obtained as many as 3 groups of external factors that affect construction project overhead costs, namely economic factors, legal factors, and sociocultural factors related to the COVID-19 pandemicABSTRAKBiaya overhead merupakan salah satu komponen biaya yang berperan dan berpengaruh penting terhadap kinerja perusahaan konstruksi dalam menjaga kualitas pekerjaan yang baik. Akan tetapi biaya overhead dalam suatu proyek berbeda-beda, dan dipengaruhi oleh beberapa faktor. Salah satu faktor yang mempengaruhinya ialah faktor eksternal proyek. Faktor eksternal dari setiap proyek berbeda-beda. Hal ini dikarenakan setiap proyek harus menyesuaikan lingkungan tempat kerja dengan fungsi, desain, serta prefensi tertentu. Atas dasar itu, untuk dapat lebih baik dalam mengestimasi biaya overhead dalam sebuah proyek maka diperlukan identifikasi lebih jauh terhadap faktor-faktor eksternal apa saja yang dominan berpengaruh terhadap biaya overhead proyek konstruksi, dan menyisihkan beberapa persen dari biaya langsung proyek konstruksi untuk mengantisipasi resiko yang disebabkan oleh biaya overhead. Data dikumpulkan melalui kuesioner terstruktur yang disebarkan kepada sejumlah orang yang bekerja di bidang konstruksi dari pihak kontraktor di beberapa wilayah di Indonesia. Dari hasil analisis diperoleh sebanyak 3 kelompok faktor eksternal yang dominan mempengaruhi biaya overhead proyek konstruksi, yaitu faktor ekonomi, faktor legal, dan faktor sosial-budaya yang juga berkenaan dengan adanya pandemi COVID-19.

Leadership model in improving employee perfoemance CV. Plainthing Group (A study at CV. Plainthing Group)

An effective leadership model can influence the personality of the leader himself. Every leader must be able to have aspects that can support efforts in improving good relations with members of the organization. The reality is that leaders must be able to deal with their members (employees) who have different characters, dispositions, and ideologies, the same as individual human traits who have different traits, attitudes, ways of thinking and views. Therefore, the figure of a leader must have the ability to influence the opinions and attitudes of others in order to carry out employee duties professionally. Employee performance really determines the results of the achievement of organizational performance, it is necessary to have a good system to be able to improve employee performance to support success in leading the company. The method in this study uses qualitative research with a descriptive approach. This research uses Aji's theory which includes Ingarso sung tulodo, Ing madyo mangunkarso, and Tut wuri handayani and also uses Bernandin and Russel's theory which covers the amount of work, work quality, work knowledge, creativity, cooperation, initiative, and personality. The results of this study indicate that the leadership model is very influential in improving employee performance and can also provide the best results for the company so that this increase becomes an achievement for all.

EDUKASI GAYA KEPEMIMPINAN TRANSFORMASIONAL TERHADAP BUDAYA KERJA BAGI OSIS SMK MUTIARA BANGSA TIGA

Leadership is the main factor that determines whether an organization achieves the goals that have been set, through a number of ways or a distinctive style that is able to influence the activity process of a group. Without leadership an organization consists of just a bunch of confused people and machines. Leadership style can be considered as a modality in leadership, in the sense of ways that a person likes and uses as a vehicle to carry out his leadership. Each leader has his own unique and distinctive nature, habits, temperament or character, and personality, so that his behavior and style will distinguish him from others. Transformational leadership emphasizes the interaction between superiors and subordinates marked by the influence of the leader to change the behavior of subordinates into someone who feels capable and highly motivated and strives to achieve high and quality work performance. In practice, most transformational leadership styles are more effective in enhancing the culture of subordinates. Related education is given to students of SMK Mutiara Bangsa Tiga, especially OSIS, this is intended so that OSIS can apply a transformational leadership style which can ultimately shape the culture in the OSIS organization to be characterized and increase the productivity of activities in OSIS SMK Mutiara Bangsa Tiga. Counseling related to leadership style and culture education is given in the form of speaker programs, experience sharing, questions and answers on real conditions faced by OSIS and other students and how to identify and solve real problems faced. Kepemimpinan menjadi faktor utama dalam menentukan apakah suatu organisasi mencapai tujuan yang telah ditetapkan, melalui sejumlah cara atau gaya yang khas yang dapat mempengaruhi keseluruhan proses aktivitas suatu kelompok/tim. Tanpa kepemimpinan suatu organisasi hanya terdiri dari sekumpulan orang bingung dan mesin-mesin. Gaya kepemimpinan dapat dianggap sebagai modalitas dalam kepemimpinan, dalam arti sebagai cara-cara yang disenangi dan digunakan seseorang sebagai wahana untuk menjalankan kepemimpinannya. Setiap pemimpin mempunyai sifat, kebiasaan, temperamen atau watak, dan kepribadian sendiri yang unik dan khas, sehingga tingkah laku dan gaya yang akan membedakannya dengan orang lain. Kepemimpinan transformasional menekankan interaksi antara atasan dan bawahan dengan ditandai oleh pengaruh pemimpin untuk mengubah perilaku bawahan menjadi seseorang yang merasa mampu dan bermotivasi tinggi dan berupaya mencapai prestasi kerja yang tinggi dan bermutu. Dalam praktek kebanyakan gaya kepemimpinan trasnformasional lebih efektif dalam meningkatkan budaya bawahan. Edukasi terkait diberikan kepada siswa siswi SMK Mutiara Bangsa Tiga khususnya OSIS, hal ini dimaksudkan agar OSIS dapat menerapkan gaya kepemimpinan transformasional yang akhirnya dapat membentuk budaya dalam organisasi OSIS menjadi berkarakter dan meningkatkan produktivitas kegiatan dalam OSIS SMK Mutiara Bangsa Tiga. Penyuluhan terkait edukasi gaya kepemimpinan dan budaya ini diberikan dalam bentuk program speaker, experience sharing, tanya jawab kondisi nyata yang dihadapi OSIS maupun siswa lain dan bagaimana cara mengidentifikasi serta solusi dari permasalahan nyata yang dihadapi.

Is the perception of leaving the job of the lecturers influenced by quality work of life?

We know the lecturer workforce turnover for a university has considerable trouble. The lecturers' rapid turnover will influence the teaching process's stability. To shorten the lecturer workforce's turnover, the university desires to have an effort to enhance the quality of the lecturers' work-life. This research decides to create life's variables, which is a variables aspect for Maranatha Christian University lecturers to resign from their jobs. Using a survey method to get the data, it distributed questionnaires to 150 lecturers from Maranatha Christian University. The data collected were treated using Amos 22 software. The supervision style and job satisfaction variables' correlation results showed 5.33 and the relationship between salary allowances and supervision style showed a precise result. The conclusion obtained for Maranatha Christian University's lecturers, the quality of work-life, appears not instantly to touch lecturers' desire to move their jobs. However, the supervision and calculation of allowance salaries directly affect job satisfaction, although this relationship realistic presently affects lecturers to drop their jobs. The purpose of this research is to provide information for Maranatha Christian University. This research aims to scale down the lecturers' workforce turnover by increasing the quality work of life variables.

Technical Trainings and Professional Development: The Means of Organizational Growth

Organization’s strength to realizing its goal are deeply relying to the abilities of the workforce. It is the primary resource and vital capital of an organization that is dynamic and adaptable. Regardless of its nature, it is undeniably that the blood of the operation of every organization is the manpower. Employees who tend to be lacked skills normally do not produce good quality work. Productivity and outstanding output are achieved only if employees of an organization are managed properly. Such management is the enhancement of their capabilities and expertise, giving these workers motivation, thus attaining job satisfaction and excellent organizational results. This study presents a literature review on the importance of technical training and professional development of the employees towards organizational growth. In technical related works, training is a one-way for the employees to grow their based-knowledge and improve professional skills to become more effective in their chosen field of interest, a pathway for them to be the key asset in contributing positive outcomes to their respective organization.

Pemanfaatan Limbah Cangkang Kerang Untuk Produk Kerajinan Tangan Masyarakat Pesisir

The shellfish craft business is not only profitable for business actors, but also provides other benefits, including opening up employment opportunities for the community, increasing community creativity due to growing market demand and maintaining the product as a quality work of art. The output targets are household equipment (tissue boxes), interior accessories (wind chimes, door/window curtains) and souvenirs (key chains, brooches). Implementation methods include counseling, demonstration, training and coaching in the development of shellfish waste as a business opportunity. The training activity was successful because the enthusiasm of the participants was so great in pursuing the art of shellfish craft. Various forms of products and models produced are very varied. The products produced are tissue boxes, wind chimes, door/window curtains, key chains and brooches. The formation of a craft group “Creative Kastil” in the context of the sustainability of training activities.