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"This study, aims to examine empirically, the best possible relationship among variable of organizational transformation, competitive advantage and performance. The research object is te state owned enterprise (SEO's) privatization in Indonesia. The analysis unit related to the research method, involves a company while the respondents occupied by the primary manager. The method used for testing the empirical model is the Structural Equation Model on Partial Least Square. The strategic finding, take fron this research, implies in ways of achieving performances. This research aimed to give theory implication on concept Resources based View will be meaningfull to create competitive advantage. Besides, the result gives managerial implication that to improve performance need increasing organizational transformation t increas competitive advantage. Creating competitive advantage can archive through direct role of organizational transformation. Related to the government policy, the government should attention resources in enterprises to become competitiveness as mediating for successful transformation organizational to increase performance. The feature research should used "longitudinal" component to play important role on supporting this study."

"Ombudsman RI mempunyai kebijakan pengembangan organisasi dalam bentuk Grand Design yang ditetapkan dengan Peraturan Ombudsman Nomor 8 tahun 2010. Tujuan penelitian adalah untuk mengetahui keberhasilan pelaksanaan kebijakan pengembangan organisasi dalam melaksanakan peran pengawasan penyelenggaraan layanan publik. Analisis dalam penelitian ini menggunakan pembanding teori pengembangan organisasi dengan model weisbord dan analisis efektifitas pelaksanaan kebijakan pengembangan organisasi tersebut dengan pendekatan system dinamics. Hasil penelitian ini menunjukkan bahwa kurangnya sosialisasi merupakan permasalahan simtomatik sedangkan kurangnya kinerja merupakan permasalahan fundamental. Memperbaiki permasalahan simtomatik dapat diperoleh hasilnya secara cepat berupa pemahaman masyarakat tentang hak dan kewajiban masyarakat dalam memperoleh layanan publik dan peran ombudsman sebagai pengawas penyelenggaraan pelayanan publik, namun hanya dapat menyelesaikan permasalahan dalam jangka pendek (dua siklus/tahunan). Sedangkan, peningkatan kapasitas organisasi merupakan masalah fundamental yang meskipun penyelesaiannya lebih lambat hasilnya namun dapat menyelesaikan permasalahan dalam waktu lebihsecara jangka panjang guna menyelesaikan laporan masyarakat kepada ombudsman terkait permasalahan yang dihadapi dalam memperoleh layanan publik.

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Policy of organization development on Ombudsman of Republic Indonesia has stated on Ombudsman?s Regulation Number 8 Year 2010 titled Grand Design of Ombudsman of Republik of Indonesia. Objectives of the research is to measure effectivenes of the policy implementation on organization development of Ombudsman to supervise public service delivery. Analysis in this research compare Organization Development Theory with Weisbord`s model and measuring efectiveness of policy implementation by system dynamics approach.

Result of the research shows lack of publication as a symptomatic problem which is trying to improve public awareness in according public right and ombudsman role as supervisor of public-service-delivery. and low performance which is needed to accomplished public complaints adrdres to Ombudsman as a fundamental problem. Solving the symptomatic problem has result instantly but its improvement imply in short term (2 cycles/years) only. Otherwise, improving performance and capacity of the organization need longer time to fix but imply for longer term."

"ABSTRACTThe regional autonomy implemented for more than two decades is not entirely a success. An evaluation of the regional governance shows that many of the regional heads are tangled in legal cases, have bad financial management, and some other problems in the different levels of government. As such, it is necessary to examine the implementation of the development and supervision policy which aims to ensure the effectiveness of the regional autonomy. This study used a mixed, two stages method, with a quantitative approach using multiple regression analysis and followed by the qualitative approach of triangulation and ASOCA (Ability, Strength, Opportunities, Culture, and Agility) analysis method. The population in this study is the whole autonomous region in Indonesia (542 regions) with a sample of 85 regions. The quantitative analysis showed significant influence between the implementation of policy and development and supervision to the effectiveness of the regional autonomy. The qualitative analysis supported the quantitative analysis result and found new the dominant factors that produce a new model (novelty) called HADI (Human resources, Acceptance, Development, and Innovation) as an alternative model of the development and supervision policy for the effectiveness of regional autonomy. This study concluded that the successful implementation of an effective regional autonomy is very much influenced by the implementation of the policy and that a HADI model could be used as an alternative solution to the problem."

"ABSTRACTThe objective of this study was to identify the factors affecting domestic tourist satisfaction of tourist destinations. The type of this study was a quantitative descriptive study using Cochran Q test and factor analysis of tourist satisfaction drivers factors. The result of this study showed that there were 38 attributes affecting domestic tourist satisfaction in Indonesia. The first rank was the beauty of natural attractions; the second rank was artificial tourism attractions; and, the third rank was the cost and cleanliness of facilities and environment of tourism destinations. Furthermore, all these attributes were clustered into several factors: attraction, amenities, accessibility, hospitality, and ancillary. The significance of this study is that the identified factors are beneficial for stakeholders as the indicators of customer satisfaction."

"Ada dua aliran pandangan tentang inovasi yaitu pandangan klasik (linear) dan pandangan proses. Pandangan klasik/linear mengenai inovasi memiliki kelemahan karena lebih banyak mengalami kegagalan ketimbang keberhaslan, memiliki permasalahan implementasi dan pengetahuan baru. Sementara pandangan prosesuai mengenai inovasi diasumsikan sebagai sesuatu dinamis sporadis dan tidak menentu lebih dipengaruhi oleh faktor kognisi seperti pengetahuan persepsi dan keyakinan subjektif dari para aktornya."

"Sesuai surat keputusan Menteri Kesehatan RI No. 861/Menkes/VI/2005 tanggal 16 Juni 2005, Rumah sakit Persahabatan merupakan salah satu rumah sakit yang beralih statusnya menjadi PPK-BLU (Pola Pengelola Keuangan Badan Layanan Umum) sebagai Unit Pelaksana Teknis (UPT) Departemen Kesehatan.Maka pengelolaan Rumah Sakit Pemerintah akan mengarah kepada operasional pelayanan secara mandiri dan otonom. Dengan adanya issue kemandirian, Rumah sakit terus didorong untuk melakukan upaya pembenahan dan peningkatan kinerja di setiap unitnya. Untuk dapat mengukur kinerja pada setiap instalasi di Rumah sakit, diperlukan suatu tolok ukur yang tidak hanya bertumpu pada aspek keuangan, tetapi juga non keuangan. Balanced Scorecard merupakan alat yang dapat digunakan untuk mengukur secara seimbang aspek keuangan dan non keuangan secara terintegrasi melalui 4 (empat) perspektif, yaitu: pertumbuhan dan pembelajaran, pelanggan, keuangan, dan proses bisnis internal.Penelitian ini menggunakan pendekatan kuantitatif dengan metode penelitian deskriptif, yang bertujuan memotret kinerja Instalasi Rawat Inap di RSUP Persahabatan pada kurun waktu tertentu bila di ukur dengan Konsep Balanced Scorecard. Untuk pengambilan data primer, dilakukan wawancara dan survei kepada 90 pasien rawat inap dan 100 karyawan Instalasi Rawat Inap. Sedangkan, data sekunder diambil dari laporan keuangan dan petunjuk dan pelaksanaan Rumah sakit.Pada bab 4, merupakan hasil analisa penelitian kinerja Instalasi Rawat Inap di RSUP Persahabatan dengan konsep Balanced Scorecard. Pada umumnya, kinerja Instalasi Rawat Inap dapat dikatakan sudah berjalan dengan baik. Namun, ada baiknya bila RSUP Persahabatan dapat menerapkan konsep Balanced Scorecard ini agar proses dan kinerja serta tujuan dari masing-masing perspektif dalam Balanced Scorecard dapat tercapai secara maksimal. Ketika tujuan dari keempat perspektif Balanced Scorecard sudah dapat tercapai dengan baik, maka visi dan misi yang dimiliki RSUP Persahabatan dapat tercapai.

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Pursuant to the Ministerial Decree of RI?s Health Minister No. 861/Menkes/VI/2005 dated 16 June 2005, General Hospital (RSUP) ?Persahabatan? is one of hospitals which the status is changed into PPK-BLU (Financial Management Pattern ? for Public Service Body) as a Technical Implementation Unit (UPT) of the Ministry of Health. In light of that, the management of Public General Hospital shall be directed towards operational service delivery of self-reliant and autonomous characters.

With the introduction of such ?self-reliance?, Hospitals are advocated to make restructuring and performance improvement within their units. To assess the performance of every installation in hospital, a measure that not only relies on financial aspect, but non-financial aspect will be deemed necessary. Balanced Scorecard is a tool that can be used to make balanced assessment of both financial and non-financial aspects in integrated manner through 4 (four) perspectives, i.e.: growth and learning, customers, finance, and internal business process.

This study adopts quantitative approach with descriptive research method aiming to portray the performance of In-Patient Installation in RSUP ?Persahabatan? during particular period using Balanced Scorecard Concept. To collect primary data, interviews and surveys to 90 (ninety) inpatients and 100 employees of In-Patient Installation have been conducted. For secondary data, they are acquired from financial reports and Hospital Standard Operation Procedure.

Chapter 4 points out the output of performance assessment to In-Patient Installation of RSUP ?Persahabatan? using Balanced Scorecard Concept. Generally speaking, the surveyed In-Patient Installation demonstrates relatively sound performance. However, it is advised that RSUP ?Persahabatan? apply this Balanced Scoreboard Concept so as to maximally achieve the process, performance and goals of each perspective within Balanced Scoreboard. Until the goals of four perspectives in Balanced Scoreboard are realized, then the vision and mission of RSUP ?Persahabatan? shall be materialized."

"Skripsi ini membahas tentang perlu atau tidaknya sebuah improvement yang sudah dilaksanakan di PT. Astra Daihatsu Motor dilanjutkan mengingat setelah perbaikan pengintegrasian Getsudo dalam penanganan engineering change dilaksanakan pun keterlambatan tanggal implementasinya masih saja terjadi. Secara spesifik tujuan dari penelitian ini adalah menganalisis apakah ada perbedaan yang signifikan antara jumlah keterlambatan engineering change sebelum penerapan Getsudo (tahun 2010) dan sesudah penerapan Getsudo (tahun 2011), selain itu juga menganalisis apakah ada perbedaan yang signifikan antara jumlah keterlambatan engineering change sesudah penerapan Getsudo pada tahun pertama (2011) dan pada tahun kedua (2012), serta mencari masukan perbaikan yang lain jika di ketahui perbaikan yang sudah dilakukan tidak bermanfaat bagi perusahaan. Penelitian ini adalah penelitian kuantitatif dengan desain inferensial yang mana menggunakan uji statistik non parametrik mann whitney yang dipadukan dalam metode penelitian Six sigma. Hasil penelitian menyarankan bahwa improvement tersebut harus tetap dilanjutkan karena secara signifikan berdampak positif dalam menekan keterlambatan dan membantu meningkatkan efisiensi produksi, selain itu juga kesadaran akan pentingnya aktivitas engineering change dari tiap-tiap departemen yang terlibat harus ditingkatkan, agar tujuan dari improvement yang sudah berjalan dapat sesuai dengan yang diharapkan.

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The focus of this study whether important or not an improvement that was implemented in PT. Astra Daihatsu Motor to be continued considering after integration Getsudo implemented on the engineering change implementation handling, date of "in/out phase" delays still occur.

Specifically, the purpose of this study was to analyze whether there is a significant difference or not between the amount of delay before the application of engineering change Getsudo (in 2010) and after application of Getsudo (in 2011), also analyzing whether there is a significant difference or not between the amount of delay after the application of engineering change Getsudo in the first year (2011) and in the second year (2012), as well as seeking input other improvements if the improvements are already in the know do not benefit for the company.

The research is inferential quantitative research design which uses nonparametric statistical tests mann whitney combined in Six sigma research methods.

Results of the study suggest that such improvement should continue as a significant positive impact in reducing delays and help to improve production efficiency, but also awareness of the importance of engineering change activity of each of the departments involved should be increased, for the purpose of improvement which has been running can be as expected."

"The purpose of this paper is to analyse the changing role of civil society and governments to promote corporate responsibility (CR) as a result of the challenges raised by globalisation. Design/ methodology/approach-CR is linked to the restructing of government agendas in the framework of government/private sector/civil society relationships. It is result of the research project that applies the relational state model approach to the analysis of CR public policies."

"[ABSTRAKPenelitian ini bertujuan untuk menganalisis pengaruh positif leader member exchange dan iklim organisasi secara signifikan terhadap employee engagement perawat di Rumah Sakit Ibu dan Anak / unit bersalin. Selain itu juga untuk menganalisis lebih dalam mengenai leader member exchange dan iklim organisasi apa sajakah yang memberikan pengaruh yang signifikan terhadap peningkatan dari employee engagement. Berdasarkan teori dari Litwin dan Stringer (1968) dimensi iklim organisasi adalah structure, responsibility, reward, risk, standard, support, conflict, identity, dan warmth. Pengumpulan data dilakukan dengan menyebarkan kuesioner kepada 134 perawat di Rumah Sakit X, Y, dan Z dengan menggunakan metode total sampling. Kemudian diolah dan dianalisis menggunakan bantuan program SPSS dengan memakai metode descriptive statistics dan regresi linier untuk menjawab rumusan masalah yang ada. Hasil penelitian ini memberikan gambaran tentang pengaruh leader member exchange dan iklim organisasi terhadap employee engagement perawat di Rumah Sakit X, Y, dan Z. Hasil penelitian juga menunjukkan bahwa variabel leader-member exchange tidak berpengaruh secara signifikan terhadap variabel employee engagement. Sedangkan untuk variabel iklim organisasi hanya dimensi responsibility, reward, risk, standard, dan conflict yang berpengaruh secara signifikan terhadap variabel employee engagement. Dimensi structure, support, dan warmth tidak berpengaruh terhadap employee engagement perawat.

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ABSTRACTThe objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement., The objective of this research is to analyze the significant positive influence of leader-member exchanges and organizational climate to the employee engagement of nurses in mother and children hospital/maternity unit. Moreover, this research is also to more deeply analyze the types of leader member exchanges and organizational climate that significantly influence to the increase of employee engagement. Based on the theory of Litwin and Stringer (1968), the dimensions of organizational climate are structure, responsibility, reward, risk, standard, support, conflict, identity, and warmth. The data collection conducted by distributing the questionnaire to 134 nurses in Hospital X, Y and Z with total sampling method. The collected data was processed and analyzed with SPSS using descriptive statistics and linear regression method to answer the research question. The result of this research describes the influences of leader member exchange and organizational climate to the employee engagement of the nurses in Hospital X, Y and Z. The result of the research also demonstrates that the leader-member exchange variable does not significantly influence to the employee engagement variable. While for the organizational climate variable, only the responsibility, reward, risk, standard, and conflict dimension that significantly influence the employee engagement variable. The structure, support, and warmth dimension does not influence the employee engagement.]"