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"The big picture : the alignment framework: -- From strategic intent to real work : vertical alignment -- Energizing people : employee engagement -- Getting to wow! horizontal alignment -- Better and better : continuous process improvement -- Your alignment accelerator : social media -- The power of culture : becoming a cultural architect -- Rapid realignment : methods and tools -- The enterprise effect : the ultimate expression of alignment."

"Today’s companies in diverse industries perceive increasing competition and an accelerating pace of change. To cope with these challenges, they need to leverage their current competencies and exploit existing products and services, while simultaneously build new capabilities to develop innovative solutions. Therefore, instead of selecting and maintaining a focus on either efficiency or flexibility, these firms balance resource allocation and become so-called ambidextrous organizations. W. Henning Blarr analyzes this balancing act, requiring the ability to simultaneously pursue both incremental and discontinuous change. He shows that compared to organizations focusing on either exploitative or explorative activities, ambidextrous organizations significantly obtain higher levels of financial performance."

"Summary:Designed primarily for students on MBA and executive education courses, this practical text uses a 'pentathlon' framework for discussing key issues. The authors provide pragmatic tools for the effective management of innovation and develop strategies for improving performance in both service and manufacturing companies."

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Penelitian ini bertujuan untuk merancang perbaikan proses pengolahan data menjadi reporting insight data yang akan digunakan perusahaan untuk melakukan monitoring terhadap risiko dan kondisi terkini perusahaan dengan menggunakan pendekatan Business Process Reengineering (BPR) untuk mempercepat waktu pengolahan data dan mengurangi aktivitas yang tidak bernilai tambah, sehingga karyawan terkait dapat lebih fokus pada aktivitas yang bernilai tambah. Tujuan penelitian ini sejalan dengan salah satu tujuan perusahaan untuk mencapai operational excellence, dimana perusahaan menjalankan operasional dengan efisien dan efektif. Berdasarkan hasil penelitian ini didapatkan 3 usulan skenario perbaikan proses. Dari hasil penelitian, didapatkan bahwa skenario 3 merupakan skenario yang mungkin diaplikasikan pada perusahaan karena menghasilkan efektifitas waktu yang paling tinggi yang didapat dengan kombinasi implementasi dashboard berbasis cloud dengan Ms. Power BI dengan memanfaatkan fitur on-premises data gateway dan proses yang berjalan secara otomatis dengan memanfaatkan implementasi RPA.

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This research aims to design improvements to the data processing process into reporting insight data that will be used by companies to monitor the risks and current conditions of the company by using a Business Process Reengineering (BPR) approach to speed up data processing time and reduce non-value added activities, so that employees related activities can focus more on value-added activities. The aim of this research is in line with one of the company's goals to achieve operational excellence, where the company carries out operations efficiently and effectively. Based on the results of this research, 3 proposed process improvement scenarios were obtained. From the research results, it was found that scenario 3 is a scenario that may be applied to companies because it produces the highest time effectiveness obtained by combining the implementation of a cloud-based dashboard with Ms. Power BI utilizes on-premises data gateway features and processes that run automatically by utilizing RPA implementation.

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"ABSTRAKTujuan dilakukanya penelitian untuk mengetahui pengaruh Reward Fairness danRelationship terhadap Komitmen Organisasi dan untuk menemukan danmerancang sebuah program intervensi yang tepat dan efektif untuk mengatasipermasalahan Komitment Organisasi. Metode penelitian yang digunakan adalahmetode kuantitatif dengan desain retrospektif-prospektif. Retrospektif-prospektifdesain merupakan penelitian yang berfokus pada fenomena masa lalu danmengkajinya untuk perbaikan di masa datang melalui sebuah intervensi. Datapenelitian diambil dari 103 responden dengan menggunakan alat ukurOrganizational Commitment Questionaire (OCQ) dengan cronbach alpha (α)OCQ = .808 dan Organizational Diagnostic Questionaire (ODQ) dengan nilai α =.925. Hasil penelitian menunjukan adanya hubungan signifikan antara rewardfairness dengan komitmen organisasi yaitu sebesar (r = .732). Secara bersamareward fairness dan relationship memberikan kontribusi pengaruh sebesar (r =.501) sedangkan secara terpisah relationship memiliki hubungan yang tidaksignifikan dengan komitmen organisasi. Analisis data penelitian menggambarkanbahwa peningkatan reward fairness dapat memprediksi peningkatan komitmenorganisasi karyawan. Intervensi yang dirancang pada penelitian adalahPengembangan Progam Performance Management. Program pengembanganperformance management system ini meliputi beberapa aktivitas seperti; (1)melakukan analisa jabatan dan uraian kerja ( Job Description), (2) menyusunPerformance Standards bagi karyawan tenaga pengajar dan non pengajar (3)Melakukan Workshop yang berhubungan dengan sistem performancemanagement dan (4) melakukan pilot project.

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AbstractThis study investigated whether reward fairness and relationship influenceemployees? organization commitment. This research is aimed to find out anddesign an appropriate and effective intervention program to improve organizationcommitment. This research is a quantitaive research with retrospectiveprospectivedesign. Retrospective-prospective design focus on past phenomenonon and study it to the future with an intervention. Organizational CommitmentQuestionaire (OCQ) with α = .808 and Organizational Diagnositic Questionaire(ODQ) with α = .925 are used to gather primary data. The result indicates thatthere is significant correlation between reward fairness and organizationalcommitment with the correlation (r = .732.). Collectively, reward fairness andemployees relationship give contribution ( r = .501) to organization commitment,while separetely relationship doesn?t have significant contribution onorganization commitment. This study used Developing Performance ManagementProgram as the intervention to increase organization commitment. Theintervention involves several activities such as; (1) job analyzing adn jobdescription analysis. (2) making employees? for educative employees and noneducative employees (3) having performance appraisal workshop and conductingpilot project."

"Penelitian ini membahas pengaruh komitmen, motivasi, dan disiplin terhadap kinerja karyawan pada Organisasi Pengelola Zakat OPZ di Indonesia. Penelitian ini dilakukan di OPZ X dan OPZ Y. OPZ X merupakan salah satu lembaga amil zakat di Indonesia yang dibentuk oleh masyarakat. Sedangkan OPZ Y merupakan lembaga pengelola zakat yang dibentuk oleh pemerintah dan bersifat non-struktural. Metode yang digunakan dalam penelitian ini adalah pendekatan kuantitatif dengan jenis penelitian deskriptif. Pada penelitian ini, komitmen terdiri dari tiga dimensi yaitu normative commitment, affective commitment, dan continuance commitment. Motivasi terdiri dari tiga tipe yaitu existance, relatedness, dan growth. Disiplin terdiri dari empat dimensi yaitu kualitas disiplin, kuantitas disiplin, kompensasi, dan konservasi. Sedangkan kinerja karyawan terdiri dari empat dimensi yaitu hasil kerja, perilaku kerja, atribusi kompetensi, dan komparatif. Hasil penelitian ini menunjukkan bahwa komitmen berpengaruh terhadap kinerja karyawan pada OPZ X dan OPZ Y. Motivasi berpengaruh terhadap kinerja karyawan pada OPZ X dan OPZ Y. Disiplin berpengaruh terhadap kinerja karyawan OPZ X dan OPZ Y.

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This study is examine the influence of commitment, motivation, and discipline aspects on employee performance of Organisasi Pengelola Zakat OPZ in Indonesia. This study is conducted in OPZ X and OPZ Y. OPZ X is the one of amil zakat institution in Indonesia that is formed by the society. While OPZ Y is formed by the goverment and characterized as non structural type. This study was conducted by using descriptive quantitative approach. In this study, commitment aspect has three dimensions normative commitment, affective commitment, and continuance commitment. Motivation aspect has three types existance, relatedness, and growth. Discipline aspect consist of four dimensions quality of discipline, quantity of discipline, compensation, and conservation. While employee performance has four dimensions work results, work behaviours, attibution competences, and comparativeness. The results of this study indicate that commitment has influence on employee performance at both OPZ. Motivation has influence on employee performance at both OPZ. Discipline has influence on employee performance at both OPZ."

"Pemanfaatan tenaga ekspatriat menjadi dilema tersendiri bagi manajemen, yaitu di satu sisi sangat dibutuhkan untuk meningkatkan kapabilitas organisasi terutama kinerja inovasi karyawan, tetapi di sisi lain dapat menimbulkan kerugian yang besar bagi perusahaan bila mengalami kegagalan. Tesis ini bertujuan untuk membahas tentang pengaruh peran ekspatriat terhadap kinerja inovasi karyawan pada perusahaan penyedia jasa telekomunikasi seluler di Indonesia melalui mediasi alih pengetahuan, kapabilitas organisasi, dan budaya organisasi. Penelitian ini adalah penelitian kuantitatif dengan menggunakan metode survei. Responden yang berpartisipasi dalam penelitian ini sebanyak 167 responden berasal dari 8 perusahaan penyedia jasa telekomunikasi seluler di Indonesia dengan response rate 47%. Temuan utama penelitian adalah peran ekspatriat berpengaruh positif secara signifikan terhadap kinerja inovasi karyawan melalui mediasi kapabilitas organisasi. Hasil penelitian lain adalah alih pengetahuan yang terjadi secara langsung ternyata dapat berpengaruh negatif secara signifikan terhadap kinerja inovasi. Hal ini disebabkan banyaknya alih pengetahuan yang terjadi tetapi tidak dapat diimplikasikan di perusahaan penyedia jasa telekomunikasi seluler di Indonesia. Hasil penelitian penting lainya adalah budaya yang berlaku, karena akibat akulturasi budaya, ternyata dapat berpengaruh negatif secara signifikan terhadap kapabilitas organisasi. Hal ini disebabkan budaya yang berlaku kemungkinan masih kuat dipengaruhi oleh budaya hirarki dan budaya klan yang berfokus pada perbaikan internal unit kerja, sehingga apabila berhubungan dengan unit kerja lain akan menimbukan ketidakcocokan. Kemudian berdasarkan temuan penelitian ini maka disarankan perusahaan perlu menyeleksi secara ketat pengetahuan yang akan dialihkan berdasarkan koordinasi dengan unit kerja lain; selain itu perlu dilakukan perubahan budaya yang lebih berfokus ke eksternal, lebih banyak koordinasi dan kerjasama lintas fungsional, mengurangi birokrasi, dan pemberian insentif guna mendukung kinerja inovasi karyawan; serta lebih memanfaatkan peran ekspatriat semaksimal mungkin untuk peningkatan kinerja inovasi karyawan.

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The utilization of expatriates role became management dilemma because on one side expatriates were needed to lever organization capabilities especially employees’ innovation performance but on the other side the failure of expatriates could make a huge cost for organization. The purpose of this thesis is examine the influence of expatriates’ role to employees’ innovation performance at the companies of cellular telecommunications service provider in Indonesia through mediation of knowledge transfer, organizational capabilities, and organizational culture. This research is quantitative research using the survey method. The participants in this study were 167 selected employees including expatriates, expatriates’ subordinates, expatriates’ peers, and expatriates’ superiors from 8 main companies of cellular telecommunication in Indonesia with response rate 47%.

The main finding of this research is the expatriates’ role significantly positive affect employees’ innovation performance through the mediation of organizational capabilities. The other finding is surprising that knowledge transfer could occur directly turns significantly negative impact on employees’ innovation performance. This is due to the number of knowledge transfer that occurred but could not be implicated in cellular telecommunications services companies in Indonesia. Another surprising result is that there are cultural influences, as a result of acculturation, could affect negative significantly to organizational capabilities. This is due to acculturation that occurs is likely strong influenced by the cultural hierarchy and cultural clan which focus on internal improvement for internal work unit, so when dealing with other work units will have disastrous friction or incompatibility.

Then from the findings of this study, there were suggested that companies need to filter the knowledge which would be transferred must be based on coordination with other related work units. Thus it was a danger impact to transfer of knowledge directly from expatriates to employees without coordination with other related work units. The other suggestion is the cellular telecommunication services provider companies need to change of organization culture over to an external focus, more coordination in multifunctional level, reduce bureaucracy, and the provision of incentives to support employees’ innovation performance, as well as better utilizing of expatriates’ role as much as possible to increase employees’ innovation performance."

"Penelitian ini bertujuan untuk menganalisis pengaruh XBRL terhadap perusahaan yang ada di India. Penelitian ini menggunakan sebanyak 100 perusahaan yang terdaftar pada National Stock Exchange NSE maupun Stock Exchange BSE pada tahun 2008 hingga 2013. Metode sampel yang digunakan adalah metode purposive sampling. Pengujian dengan menggunakan metode Ordinary Least Square. Hasil menunjukkan bahwa adopsi XBRL berpengaruh positif terhadap perusahaan karena peningkatan transparansi informasi mendorong untuk meningkatkan kualitas laporan keuangan dan kinerjanya.

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The Research aims is to analyze the effect of XBRL adoption on firm in India. There are 100 companies samples listed in National Stock NSE and Bombay Stock Exchange BSE for period 2008 up to 2013. Method of sample itself is purposive sampling. Hypothesis is tested using Ordinary Least Square OLS method. The result of the research indicates there is a positive impact on performance regarding to the adoption of because of the tranparency of information, which encourage company to its financial quality and performance."

"In this globalization era, technology plays a very important role in determining the state's economy. The vast development ol technology demands that the protection system of intellectual Rights. Patent in particular, to be enhanced. Patent is part of intellectual Rights which gives protection on technological invention. Patent protection is very strategic as through the protection, the spirit of inventors' creativity to produce more inventions would be nurtured which will lead to the development of new technology. From this new technology development, the direct impact would be on the increase of investment. The increase of investment would then lead to the society prosperity. Based on empirical data, there is accumulating increase of backlog reviews on patent yearly. If this problem is not solved. it would create bad image on Directorate General HKI, to the nation in general, in establishing patent system. ln that sense, the writer is interested to research on the role of leadership as an external factor of Patent Reviewers and motivation as an internal factor of Patent Reviewers to their work performance. The aim of this research is to explain the role of leadership and motivation to the work perfomance of Patent Reviewers at the Directorate Patent, Directorate General of Intellectual Rights, Department of Law and Human Rights, RI. The research method in used is a survey method on the whole population of Patent Reviewers which comprised of 65 people. Before conducting the analysis, a validity test was conducted on all instruments by using Pearson correlation technique and reliability test by using Spearman Brown technique. Verified and reliable data then was analyzed further by using correlation test of Rank Spearman to determine the relation between leadership - performance and motivation - performance. As to determine the relation between both leadership and motivation on performance, multiple correlation analysis is used. Variable with higher the correlation score is the one of the two variables with stronger relation to performance. From the analysis, it can be concluded that between motivation and performance, there is a medium level of relation with correlation level of 0.574. Between leadership and performance, there is a very low level of relation with correlation level of 0.103. As to the relation of both leadership and motivation to performance, there is a strong relation with correlation level of 0.639. Hence, it can be concluded that motivation has a stronger level of relation to performance compared to leadership. Based on these findings, it can be concluded that the result on field approved with the existing theory. Furthermore, the high performance of Patent Reviewers was intiuenced by high motivation of Patent Reviewers in conducting their tasks. The amount of patent backlog was due to the lack of effectiveness of leadership existed at present in indulging Patent Reviewers performance. Related to these Endings, recommendations from the writers to improve the level of Patent Reviewers' performance are as follow:1. In the effort of improving Patent Reviewers' performance, the Directorate of Patent needs to implement performance management process. 2. The Directorate Patent needs to improve control upon Patent Reviewers' work performance as to minimize backlog. Hence, information technology support is needed in the form of Management lnformation System collaborate with control on all output of patent reviews. With this information technology support. each supervisor will be more effective and efficient in controlling the Patent Reviewers' performance. 3. To create positive work environment for performance improvement and give more work motivation, the Directorate should give rewards for high performance Patent Reviewers and punishment for those with low performance as stated in the regulation."