Penilaian Kinerja Rumah Sakit Dengan Menggunakan Pendekatan Balanced Scorecard: Systematic Review

Performance measurement has always only been seen from a financial perspective by all companies, including hospitals. The Balanced Scorecard (BSC) concept approach is an alternative in measuring performance. In addition to considering financial factors but also considering non-financial factors with four perspectives, namely customers, learning, and growth, internal business and finance itself, which are expected to provide a comprehensive assessment to management. The aim is to examine the application of the BSC in hospitals in various countries and assess the feasibility of its application to hospitals in Indonesia. The Method in this study uses a systematic review method, namely by studying investigative articles related to Hospital BSC published in ProQuest, EBSCO, SpringerLink, ScienceDirect and Scopus. Then, outside of UI access, article searches are also done through Google Scholar and apart from getting articles in Indonesian through Garuda. research and technology. The results of this study found that the benefits of implementing BSC in hospitals include increasing focus in the management process, balancing financial and non-financial performance, helping align goals, fostering a positive work culture and increasing work motivation, and encouraging changes in the work environment according to hospital needs. . This study also found that the main challenge in implementing the BSC in hospitals is the required adoption and implementation process. For hospitals in Indonesia, the BSC should be adopted and implemented gradually on a wider scale. Conclusion: This indicates that it is hoped that health agencies, including hospitals, can apply the BSC concept.

The Assessment of Organizational Strengths, Weakness, Opportunities, and Threats of Zakat Distribution Organizations in Malaysia

There have been emerging issues toward the increasing amount of zakat collection and the slower pace of zakat distribution (Lubis et al., 2011). These issues create dissatisfaction which increases negative perception towards Zakat Distribution Organizations (ZDOs) amongst the zakat payers (Yusof, 2010). The objective of this study is to assess the strengths, weaknesses, opportunities, and threats of ZDOs. The methods used in this study were document analysis and Focus Group Discussion (FGD) conducted among the employees of ZDOs. Findings from this study showed that the strengths are related to the aspects on human resource management, the stable financial sources, the broad network, the good organizations setup, the positive work culture among staff members, as well as opportunities for learning and development for ZDOs employees. The weaknesses of ZDOs are associated with workplace condition, staff members’ attitudes and work performance, and management system. In addition, external environment provides a significant opportunity for the organizations. Proactive distribution of zakat and collaboration with other agencies are external aspects that can be leveraged in order to improve the functions of ZDOs. The identified threats are the ZDOs’ surrounding, the attitudes of zakat recipients towards ZDOs, competition from outside parties, public dependency, and external interferences. These findings are expected to provide baseline information to guide ZDOs in designing change initiatives that will be effective and efficient in increasing both work and organizational performance.

Neonatal Nurses Book Club: A Novel Approach to Promote Nursing Resilience

The Neonatal Critical Care Unit Book Club began with a common passion for reading and a need for socialization. There was also the hope that the club would foster a positive work culture and increase staff morale and resilience. In addition, the book club provided a mechanism for obtaining continuing education.The purpose of this article is to describe how a group of nurses participating in a book club were able to find support and encouragement during a pandemic.

A Comparative Study of Entrepreneurial Leadership and Organizational Culture Oriented toward Innovation in Central Government Agencies, Public Enterprises, and Executive Agencies

Research indicates that entrepreneurial leadership is positively related to organizational innovation among central government agencies, public enterprises, and executive agencies in Korea. In addition, a performanceoriented with a humane orientation supports organizational innovation, while hierarchical culture has a negative impact on organizational innovation in Korean public sectors. Among organization types, only central government agencies have been found to have a significant moderating effect on the relationship between performance-oriented culture and organizational innovation. Given that public enterprise is more market-based and that executive agencies have great autonomy in budgeting and personnel to ensure the maximization of performance, central government agencies should adopt more practices designed to improve performance in a positive work culture.

Camp Organizational Support for Creativity Among New And Returning Camp Counselors

Creativity supports interest, imagination, empowerment, intrinsic motivation, and overall engagement. Satisfied employees, who are supported in their creativity, have increased performance, motivation, and commitment. Residential summer camp is a demanding 24-hour job in which camp counselors use creativity on a regular basis via lesson planning, teaching activities, resolving conflict, and living within close proximity to coworkers. The purpose of the current study was to explore organizational support for creativity among first-year and returning staff at the beginning and end of one season of employment. Camp counselors (n = 113) participated in the current study utilizing quantitative and qualitative methods. Quantitative analysis compared pretest data on creativity to posttest items using paired samples t-tests. First-year and returning counselors indicated significant decreases in perceptions of the camp organization valuing creativity. Counselors’ self-identification as a creative employee significantly decreased among returning employees. Qualitative data analysis produced 46 independent responses and 3 content areas describing barriers to creativity, including personal (intimidation, inexperience), structural (time/money), and camp traditions (status quo) barriers. Summer camps should prioritize support for creativity as a vital component needed for a positive work culture. Ultimately, a camp mission, culture, and training, which support creativity may empower counselors (of various experience levels) to create new ideas, camp traditions, and activities.

Recruitment process and its impact on retention of commercial pilots in Indian aviation industry

Purpose The purpose of this paper is to find out the effect of recruitment practices on the retention of commercial pilots by the airlines in India. Often it is found that trained pilots pilfered by other airlines within/outside of India and Indian aviation industry have to rely on expatriate pilots to fly the aircrafts. Newly appointed pilots are required to be trained due to the lack of experience, which is a huge investment by the airlines. Therefore, the recruitment and retention of the commercial pilots create challenges for aviation industry in India. Design/methodology/approach Research design of the present study was exploratory and descriptive to evaluate the effect of recruitment practices on the retention of commercial pilots by airlines in India. All together, 225 commercial pilots from different Indian airlines participated in the present study. Instruments were designed to understand the practices related to recruitment, selection and retention strategies of commercial pilots used by these airlines, and how pilots perceive about recruitment practices and its relevance for retention strategies in the organization. Data were analyzed using factor analysis, Pearson’s correlation and regression analysis Findings Results of data analysis have revealed five factors of retention and selection measures, which were encouraging and employee-friendly recruitment policy, impact of external factors, organizational internal factors, employment brand and organizational growth and self-advancement opportunities. Similarly, retention strategies measures had four factors, namely, positive work culture, opportunities for individual growth, development, and salary benefit package, and opportunity for self-achievement. Pearson product moment correlation coefficient result revealed significantly positive relationship between various dimensions of recruitment and selection to retention strategies. Further regression analysis revealed the effect of those recruitment policies on retention was positive. Research limitations/implications Findings of this study could be potential bias and prejudice of the people involved and responded. As information was collected only form Indian commercial pilots, the findings might have changed if study was to be applied to a different country or economy. Random sampling error could not be ruled out. Preferred, accepted and perceived recruitment strategies and retention polices of Indian aviation sectors might be different as compare to other countries aviation sectors policies. Influence of cultural, organizational internal and external factors result might be different as compared to result of present study. Practical implications This is an important study, which will help the aviation sector to design recruitment policies and retention strategies to retain pilots to deal with a high level of attrition. Furthermore, present study will help the aviation sector in designing their policies and strategies, which forces pilots to remain with particular air carrier for longer time. It will give the same direction to other organizations, in general. Social implications The concept of recruitment and retention is applicable to each and every service sector. There could be different parameters for the same. Social implication of the present study is the same as it is for the aviation sectors. It is implied that service sectors must have appropriate recruitment policies, i.e. encouraging and employee friendly recruitment policy, conscious and continuous evaluation organizations’ external as well as internal factor, efforts shall be made to create employment branding, always focus on growth and advancement opportunities for the employees and organization. Positive work culture, opportunities for individual growth and development, salary benefit package and opportunity for self-achievement will help employees to remain with the organization for longer time. Originality/value This is an original research in the area of understanding recruitment policies and retention practices of commercial pilots in Indian aviation industry. This study is related to practical and genuine problem of attrition. Not many studies are found in this particular area.

Kompetensi Profesional Pegawai ASN (Aparatur Sipil Negara) di Indonesia

ABSTRAKSI: Kompetensi pegawai dapat dipahami sebagai sebuah kombinasi antara keterampilan, atribut personal, dan pengetahuan yang tercermin melalui perilaku kinerja yang dapat diamati, diukur, dan dievaluasi. Dengan menggunakan metode kualitatif, analisis deskriptif, dan studi kepustakaan, artikel ini membahas tentang kompetensi profesional pegawai ASN (Aparatur Sipil Negara) di Indonesia. Hasil kajian menunjukan bahwa kompetensi dapat dibedakan menjadi dua tipe. Pertama, kompetensi “lembut”, atau jenis kompetensi yang berkaitan erat dengan kemampuan untuk mengelola proses pekerjaan, hubungan antar manusia, serta membangun interaksi dengan orang lain. Contoh kompetensi “lembut” bagi para pegawai ASN adalah kepemimpinan, komunikasi, hubungan antarpribadi, dan lain-lain. Kedua, kompetensi “keras”, atau jenis kompetensi yang berkaitan dengan kemampuan fungsional dan teknis suatu pekerjaan. Dengan kata lain, kompetensi pegawai ASN di sini berkenaan dengan seluk-beluk teknis yang berkaitan dengan pekerjaan yang ditekuni. Contoh kompetensi “keras” adalah teknik kelistrikan, riset pemasaran, analisis finansial, perencanaan tenaga kerja, dan lain-lain. Pelayanan publik di Indonesia hendaknya mendorong adanya budaya kerja yang positif, membangun komunikasi yang respektif, meningkatkan kedisiplinan pegawai, menegakan aturan organisasi, serta menerapkan ganjaran dan hukuman sebagai bentuk motivasi kerja bagi pegawai.KATA KUNCI: Kompetensi Profesional; Pegawai; Aparatur Sipil Negara di Indonesia. ABSTRACT: “Professional Competencies of State Civil Apparatus’ Employee in Indonesia”. Competencies employee can be understood as a combination of skills, personal attributes, and knowledge that is reflected through performance behavior that can be observed, measured, and evaluated. By using qualitative methods, descriptive analysis, and library studies, this article discusses the professional competence of State Civil Apparatus’ employees in Indonesia. The results of the study show that competencies can be divided into two types. Firstly, soft competencies, or types of competencies that are closely related to the ability to manage work processes, human relations, and build interactions with others. Examples of soft competencies for State Civil Apparatus’ employees are leadership, communication, interpersonal relations, and others. Secondly, hard competency, or type of competency related to functional and technical abilities of a job. In other words, the competence of State Civil Apparatus’ employees here concerns to the technical intricacies related to the work being undertaken. Examples of hard competency are electrical engineering, marketing research, financial analysis, manpower planning, and others. Public services in Indonesia should encourage a positive work culture, build respectful communication, improve employee discipline, enforce organizational rules, and apply rewards and punishments as a form of employee motivation.KEY WORD: Professional Competences; Employee; State Civil Apparatus in Indonesia.About the Author: Prof. Dr. Endang Komara adalah Guru Besar Sosiologi Pendidikan di STKIP (Sekolah Tinggi Keguruan dan Ilmu Pendidikan) Pasundan, Jalan Permana No.32-B Cimahi, Jawa Barat, Indonesia. Untuk kepentingan akademik, penulis bisa dihubungi dengan alamat emel: [email protected] Citation: Komara, Endang. (2019). “Kompetensi Profesional Pegawai ASN (Aparatur Sipil Negara) di Indonesia” in MIMBAR PENDIDIKAN: Jurnal Indonesia untuk Kajian Pendidikan, Volume 4(1), Maret, pp.73-84. Bandung, Indonesia: UPI [Indonesia University of Education] Press, ISSN 2527-3868 (print) and 2503-457X (online). Article Timeline: Accepted (December 14, 2018); Revised (January 15, 2019); and Published (March 30, 2019).

Fostering the Human Spirit

This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a positive ethical culture at work and producing a “virtuous upwards spiral” of positive agency. Positive emotions attract more support and facilitate positive social relations inside and outside the workplace. Evidence about the links between meaningfulness and volunteering are explored in turn to consider what organizations might do to foster positive work culture. The chapter recognizes the potential for conflict and paradox between virtues and character strengths. However, even paradoxes and conflicts of this kind can generate positive experiences.

Study of Relation Between CSR and Employee Engagement in Hotel Industry

Research evidence has shown that there can be no magic formula or set of ‘off the shelf' prescriptions that can be applied in securing employee commitment and involvement towards the organizational goals. Still organizations are trying one or another formula and investing to create a culture of harmony, wellbeing and a productive environment. It has been proved that psychological wellbeing of employees is directly proportional to positive work culture and growth. Positive Psychology focus on wellbeing, satisfaction, hope, optimism, flow and happiness. Its focus is building positive qualities in life and work rather than repairing negative aspects. One of these attributes is Employee Engagement. CSR is an emerging field which has garnered increased attention in recent years; a development which displays a changing mindset about the role and responsibilities of the businessmen and employees toward the society. This paper discusses and proposes a model that positive perception of employees about the CSR initiatives enhances the engagement level of employees.

Employee engagement, positive organizational culture and individual adaptability

Purpose The purpose of this paper is to explore the connections between employee engagement, positive organizational psychology and an individual’s ability to adapt to ongoing organizational change. Design/methodology/approach The literature on individual adaptability, positive organizational psychology and employee engagement is reviewed. A model that suggests that a positive work culture enhances employee engagement and in specific cases leads to increased adaptability is developed. Findings While organizational engagement will have a positive effect on the individual’s ability to adapt to changes, job engagement will have the opposite effect, uncovering potential obstacles to change management in organizations. Research limitations/implications Suggestions for future research are provided with the intent to further academic research in this area. This model can serve as a starting point for future research design and can be tested in organizations undergoing various changes. Practical implications A positive culture fosters both job and organizational engagement within an organization. Managers can understand how to cultivate a positive, engaged environment for employees while understanding how certain job changes might have both positive and negative effects on an individual’s ability to adapt. Originality/value A model for identifying relationships between positive organizational behaviors, two types of employee engagement (organizational engagement and job engagement) and an individual’s ability to adapt to change is helpful to researchers and practitioners alike.