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"Skripsi ini membahas pemenuhan privasi penghuni rumah dan pekerja dalam rumah tinggal yang sekaligus merupakan tempat kerja. Studi kasus dilakukan pada dua rumah dengan jenis pekerjaan dan latar belakang pembangunan rumah yang berbeda. Kebutuhan privasi dapat terpenuhi melalui adanya pembentukan teritori yang pada akhirnya intimacy gradient dapat terdefinisi. Hasil studi kasus menunjukkan bahwa pada kedua rumah terjadi pemisahan antara ruang bertinggal dengan bekerja, pergeseran fungsi ruang dan pemakaian ruang bersama. Dapat disimpulkan bahwa pembentukan teritori di ruang bersama terkait dengan adanya pengaturan ruang dan pengaturan waktu penggunaan ruang. Sedangkan pembentukan intimacy gradient tidak dipisahkan berdasarkan kegiatannya, melainkan berdasarkan pengguna ruangnya.

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The focus of this study is to discuss about the fulfillment of the occupants' privacy in a home which also becomes a workplace. The case study was carried out in two houses with different types of jobs and different multi-use backgrounds. The need of the privacy can be fulfilled through the establishment of territories which further define intimacy gradient.

The results showed that in the home, there is a separation between spaces for dwelling and working activities, the shift of the function of space and the use of common space.

It can be concluded that the establishment of territories in the common space is associated with the arrangement of space and temporal arrangement in the use of space. Whereas the establishment of intimacy gradient are not separated based on their activities, but based on the users of space."

"This little book has a serious purpose: it is filled with dozens of easy, creative ways to recruit, retain, train, motivate and reward employees. The philosophy behind "Get Weird!" is lighten up, have some fun and make your company a "great" place to work. Included are 101 techniques for motivating, innovating and problem-solving, organized into logical components, such as: winning today' talent; the care and feeding of talent; changing a company's culture; rewarding through perks, pay and pats on the back; and enhancing your company image to customers and prospective talent. Readers should enjoy stimulating their own creativity by perusing and using some of these crazy ideas, for example: "get out of jail free" card; opportunity knocks; homecoming celebration; bozo filters; headhunters hostage pay; galloping gourmets; rock me baby!; chain letters; camp MED; and more. The need to recruit and retain good people remains the "key" for employers as unemployment remains at a 30-year low."

"Penelitian ini bertujuan untuk menganalisis hubungan antara flexible working place dan flexible working time dengan job satisfaction, baik hubungan secara langsung maupun tidak langsung melalui work-life balance sebagai variabel mediasi. Penelitian ini dilakukan kepada pegawai di instansi Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK) baik pegawai tetap/Aparatur Sipil Negara (ASN) ataupun pegawai kontrak/Non-ASN menggunakan pendekatan kuantitatif. Pengumpulan data dilakukan degan menyebarkan kuesioner kepada 148 responden serta dilakukan analisis dengan aplikasi Smart PLS versi 3.0 melalui metode Penelitian SEM PLS. Hasil penelitian menyimpulkan bahwa kedua variabel yaitu flexible working place dan flexible working time berpengaruh positif terhadap variabel job satisfaction. Sementara itu hubungan kedua variabel yaitu flexible working place dan flexible working time terhadap variabel job satisfaction yang dimediasi oleh variabel work-life balance memiliki pengaruh yang positif. Hasil penelitian ini menjelaskan bahwa penerapan flexible working time dan flexible working time dapat dikatakan berhasil dan berpengaruh positif terhadap job satisfaction dikarenakan terdapat peningkatan work-life balance yang dirasakan oleh pegawai Pusat Pelaporan dan Analisis Transaksi Keuangan (PPATK).

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The aim of this study is to analyze the relation between the flexible working place and flexible working time on job satisfaction, directly or indirectly, with the itervention of the work-life balance as a mediating variable. This research is conducted to a civil servant and a non civil servant/contract-based staff in Indonesian Financial Transaction Reports and Analysis Center (INTRAC). Furthermore, the quantitative approach is used in this research. The data is collected by distributing a questionnaires to 148 respondents and being analyzed with Smart PLS program/application version 3.0 with Sem PLS method. The results concludes that both variables which are flexible working place and flexible working time makes a positive and significant effect on job satisfaction variable. Furthermore the flexible working place and flexible working time on job satisfaction with work-life balance as a mediating variable also have a positive effect. The results of this study explain that the implementation of flexible working place and flexible working time can be said to be successful and has a positive effect on job satisfaction because there is an increase in a work-life balance felt by employees of the Indonesian Financial Transaction Reports and Analysis Center (INTRAC)"