Workplace stress and cognitive functions (a population based study of adults aged 25—44 years)

Objective: to investigate the effect of workplace stress on cognitive functions of younger men and women (25—44 years) in an open population of Novosibirsk.Patients and methods. The study included a representative sample of Novosibirsk population aged 25—44 years (2013—2016 screening) within the budgetary theme №0541-2014-0004. We screened individuals aged 25—44years: 463 men, mean age 35.94±5.957years, and 546 women, mean age 36.17±5.997 years. Association of workplace stress with cognitive functions were assessed with standardized questions such as: «Has your specialty changed over the past 12 years?», «Do you like your job?» and «How do you rate your work responsibility over the past 12 months?». Cognitive evaluation during screening period included: A.R. Luria 10-words learning task (immediate and delayed recall), Burdon's test, exclusion of concepts «5th extra», animal naming test.Results and discussion. We observed a decrease in semantic associations number among the respondents who did not change their occupation over the past year and among respondents who assess their work responsibility as «low». Verbal logical reasoning was lower in the respondents who assumed that they «did not like» or «did not like at all» their job and also assessed their work responsibility as «low». Auditory verbal shortterm memory, long-term memory, memorization productivity, and attention were worse in the participants who had either «insignificant» or «average» work responsibility.Conclusion. Younger adults experiencing workplace stress have a decrease in cognitive functions.

Sutan Sjahrir's Character Education Values in Indonesian Historical Records

A dignified national generation can be formed by instilling the values of character education. Value is a normative standard that influences humans in determining their choices. One of the figures who has the value of character education and has a big influence in Indonesia is Sutan Sjahrir as one of the founding fathers of the Nation. The purpose of writing this paper is to find out the values of character education contained in Sutan Sjahrir as one of Indonesia's heroes based on his existence in Indonesia's historical records. The method used in this writing is library research. Library research or library research is a research method that utilizes library sources to obtain research data. Data analysis includes four components, namely data collection, data reduction, data display, and data verification or conclusion drawing. The basic character values possessed by Sutan Sjahrir include religion, tolerance, democracy, hard work, responsibility, creative, independent, communicative and fond of reading. Sutan Sjahrir's character education values for the nation & state are related to those stated, including patriotism, love for the country, self-sacrifice, nationalism, and social care. These values are very useful in shaping character to create the next generation who has a social spirit and become the pride of the family, nation and state. Tolerance, democracy, hard work, responsibility, creative, independent, communicative and fond of reading. Sutan Sjahrir's character education values for the nation & state are related to those stated, including patriotism, love for the country, self-sacrifice, nationalism, and social care. These values are very useful in shaping character to create the next generation who has a social spirit and become the pride of the family, nation and state. tolerance, democracy, hard work, responsibility, creative, independent, communicative and fond of reading. Sutan Sjahrir's character education values for the nation & state are related to those stated, including patriotism, love for the country, self-sacrifice, nationalism, and social care. These values are very useful in shaping character to create the next generation who has a social spirit and become the pride of the family, nation and state.

Analisis Penerapan Disiplin Kerja Anggota Tim Penggerak PKK Kabupaten Bungo

This research departs from the background of the problem of the low work discipline of the members of the PKK Motivating Team in Bungo Regency so that they have not been able to achieve good performance. The purpose of this study was to determine the application, barriers, and efforts to overcome obstacles in the application of work discipline members of the Bungo District PKK Driving Team. This research uses descriptive research with a qualitative approach. The population in this study were the chairman and all members of the PKK Movement Team for Bungo Regency, with a total sample of fifteen people. The results showed that the application of work discipline in the Office of the PKK Movement Team in Bungo Regency has not been going well, it can be seen from the dimensions of timeliness and dimensions of work responsibility that have not been implemented properly. The inhibiting factor is the absence of sanctions for members who are not disciplined at work, and there are still members who are not responsible for completing the workload given. Efforts are being made, namely by applying sanctions in the form of fines, conducting member coaching once a month.

KEBERHASILAN MENGEMBANGKAN USAHA MIKRO (Studi Kasus Buah-buahan Ibu Wartini)

The fruit business of Mrs. Wartini is is a micro business different from the fruit business in general, because in addition to selling fruits, there are many other sales variations of processed fruits. Thus, the selling differences based on Mrs. Wartini's fruit business are what make researchers interested in conduct research. The purpose of this study is first, to describe the characteristics of success in developing micro-businesses which include orientation to achievement, courage to take risks, hard work, responsibility, commitment and develop and maintain good relations. The research method used in this research is descriptive qualitative method. The results obtained are as follows: first, the aspect of orientation on achievement is the quality of fresh products, many variations of sales and affordable prices. Second, the aspect of courage to take risks is to open a business and dare to stock a lot of fruits. Third, the aspect of hard work, which is employees who arrive early. Fourth, the aspect of responsibility that is paying employees' salaries and fruit suppliers is always on time. Fifth, the aspect of commitment is to the time and tengga issued and always provide immediate fruit. Sixth, aspects of developing and maintaining good relations, namely the existence of a good relationship between the owner and employees, customers and fruit suppliers. Keywords: Success, Business, Micro

Pengaruh Partisipasi Pelatihan, Responsibility dan Motivasi Kerja terhadap Kinerja Kepala Desa di Kabupaten Gorontalo

The aims of this research to determines the effect of participation in training, work responsibility, work motivation towards the performanceon a head of village at Gorontalo Regency. These research was conducted at Gorontalo local government that involved sample 137 head of Village. To determine sample selected by proportionate random sampling technique. Collecting data by using Likert scale consists of five option. Meanwhile the data analyzed with path analysis. The results are: (1) Participation in Training directly positive affects performance, (2) Work Responsibility directly positive affects performance, (3) Work motivation had a direct positive impact on performance, (4) Participation in training directly positive influence work motivation, (5 ) Work Responsibility directly positive influence work motivation. Based on this research, Participation in training, work responsibility, work motivation has direct positive effect on a head of village performance. Futhermore it should be developed by Regency goverment, and central governance to make be better of performance head of village

When Moral Language Disguises Self-Interest

This chapter considers academics’ use of moral language to cover their self-interest. For instance, when a college professor receives tenure, she enjoys tremendous job security. She can then only be fired “for cause” or in case of severe financial emergency. She can hang on to her job for years beyond what should have marked her retirement. At most R1 universities, she can cease publishing without losing her job, even though her primary work responsibility is to publish. In public, professors have to explain why tenure should exist, but need not extol all the benefits tenure grants to them. Instead, they offer high-minded, public-spirited, morally charged arguments, such that tenure protects academic freedom or enhances research productivity.

Metode Analitycal Hierarchy Process (AHP) Untuk Penilaian Karyawan Terbaik Pada DTPeduli Bekasi

In the Assessment of Best Employees, DTPeduli Bekasi still uses a system whose criteria are still not clear in its value weighting and are still based on estimates from the leadership of the company. Moreover, the best employee assessment can be used as a reference for giving rewards / bonuses to employees. Therefore, a decision support system is needed for the process of selecting the best employees. This decision support system, can determine the calculated value of all criteria. This system uses the Analitycal Hierarchy Process (AHP) method where this method is a method that can solve the problem of decision making based on many criteria. The DTPeduli Bekasi study has 13 criteria, namely Loyalty, Ability to work, Responsibility, Obedience, Honesty, Cooperation, Work Initiative, Communication, Discipline and attendance, and Appearance can be collaborated using the Analitycal Hierarchy Process method so that the linkages between criteria make the process of appraising employees best becomes easy. Keywords: AHP, Criteria, Weight Value and Best Employee Assessment Abstrak Dalam Penilaian Karyawan Terbaik DTPeduli Bekasi masih meggunakan sistem yang kriterianya masih belum jelas pembobotan nilainya dan masih berdasarkan perkiraan dari pimpinan perusahaan. Terlebih lagi penilaian karyawan terbaik bisa digunakan sebagai acuan untuk pemberian reward/bonus kepada karyawan. Oleh karena itu diperlukan sistem pendukung keputusan untuk proses pemilihan karyawan terbaik tersebut. Sistem pendukung keputusan ini, dapat menentukan nilai perhitung terhadap semua kriteria. Sistem ini menggunakan metode Analitycal Hierarchy Process (AHP) dimana metode ini merupakan metode yang dapat menyelesaikan masalah pengambilan keputusan berdasarkan banyak kriteria. Pada studi DTPeduli Bekasi memiliki 13 kriteria yaitu Kesetiaan, Kemampuan akan pekerjaan, Tanggung jawab, Ketaatan, Kejujuran, Kerja sama, Inisiatif kerja, Komunikasi, Disiplin dan kehadiran, dan Penampilan dapat dikolaborasikan menggunakan metode Analitycal Hierarchy Process sehingga keterkaitan antara kriteria menjadikan proses penilaian karyawan terbaik menjadi mudah. Kata kunci: AHP, Kriteria, Nilai Bobot dan Penilaian Karyawan Terbaik

The Effect of Training to Employee Performance With Motivation as A Mediation in Lembaga Pendidikan Perkebunan (LPP) Yogyakarta

Improved employee performance is important because it can guarantee the survival of an organization. Employee performance is related to the quantity, quality of work, responsibility, cooperation and initiative in employees. The purpose of this study was to examine and analyze the influence of training on employee performance mediated by motivation at Lembaga Pendidikan Perkebunan (LPP) Yogyakarta. The subjects in this study were 34 teaching staff at LPP Yogyakarta. The analytical tool used in this study is Partial Least Square (PLS). The results of this study indicate that training directly have a positive effect on employee performance. This study shows that motivation is able to mediate between training on employee performance implications for the findings in this study are scientific contributions, companies must improve training on a regular basis to increase motivation so that it has a positive effect on improving employee performance. Contributions to further research and society.

Pengaruh Budaya Organisasi terhadap Lingkungan Kerja pada PT BRI Syariah Kantor Cabang S. Parman Medan

Based on the results of observations and discussions regarding Bonus Giving and Influence on Performance of employees of PT. BRI Syariah Branch S. Parman Medan is as follows:1. Policy of PT. BRI Syariah Branch S.Parman Medan in giving bonuses to employees is to provide the type of employee motivation at PT. BRI Syariah Branch S.Parman Medan by:a. Oral giving in the form of praise given by superiors.b. The giving of materials is by raising salaries, bonuses and incentives.c. Holding competition among employeesd. Provide adequate work facilitiese. Conducting periodic coaching by atassan directly by each boss.While the factors that lead to the giving of bonuses on the employees is the work of work, achievement in work, responsibility in work, words in work, cooperation between employees and companies and leadership in work.2. The form of bonus that is given to employees of PT. BRI Syariah Branch S. Parman Medan is an annual bonus, bonus achievement, bonus retention and profit sharing.3. The effect of bonuses on the performance of employees of PT. BRI Syariah Branch S. Parman Medan is to improve employee performance, improve its standard of living with the receipt of payments outside of basic salary and improve employee motivation so as to encourage them to perform better in work.Thus, the influence of bonuses or incentives on the performance of employees of PT. BRI Syariah Branch S. Parman Medan can be explained by several factors. Based on the research results, the highest score is found in the material incentive indicator (material). PT Bank BRI Syariah Medan provides incentives to employees if employees reach the target set by the company.