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Abstrak :
Positive Leader Identity didefinisikan sebagai evaluasi positif-negatif terhadap kategorisasi sosial sebagai pemimpin dari sebuah kelompok.Penelitian ini mengambil perspektif bahwa terbentuknya identitas pemimpin yang positif didasarkan oleh perspektif evaluasi dan mekanisme claiming-granting antara pemimpin dengan bawahan. Peneliti menduga bahwa bawahan dapat berkontribusi secara aktif dalam membentuk identitas pemimpin positif dengan mengevaluasi apakah pemimpin merupakan bagian dari kelompok leader group prototypicality , serta dapat diperkuat atau diperlemah oleh orientasi pemimpin terhadap kepentingan kelompok leader group orientedness . Untuk mengurangi dampak common method bias, peneliti menggunakan dua sumber berbeda dalam pengambilan data. Sebanyak 66 pasangan pemimpin dan bawahan dari perusahaan industri makanan dan minuman dilibakan dalam studi cross-sectional. Hasil dari analisis PROCESS menunjukkan bahwa leader group orientedness memoderasi hubungan positive leader identity dengan leader group prototypicality. Hasil penelitian ini juga menunjukkan bahwa skor positive leader identity tertinggi terjadi pada pemimpin non-protototypical dengan skor leader group orientedness tinggi. Hasil dari penelitian ini diharapkan dapat memberikan bukti empiris bahwa bawahan dapat berkontribusi secara aktif dalam membentuk identitas pemimpin yang positif. ......Positive Leader Identity is positive negative evaluation of social category as leader of a group. In this research, constructing positive leader identity is explained by evaluative perspective and claiming granting mechanism between leaders and followers. Researcher assumed that followers can actively contribute in constructing positive leader identity by evaluating whether the leader is a part of the group leader group prototypicality and can be strenghtened or weakened by leader orientation to group interest leader group orientedness . In order to reduce common method bias, reseacher obtained the data needed from two different sources. 66 pairs of leader and follower were involved in this cross sectional study. The result from PROCESS analysis shows that leader group orientedness moderated the relationship between positive leader identity and leader group prototypicality. In addition, non prototypical leaders who have high leader group orientedness score, show the highest positive leader identity score. Results from this research are expected to provide empirical evidence that followers can contribute actively in constructing positive leader identity.

Abstrak :
Budaya organisasi adalah kumpulan keyakinan bersama, nilai-nilai, dan norma-norma yang mempengaruhi cara anggota berpikir, merasa, dan bertingkah laku. Metode utama dalam mempertahankan budaya organisasi adalah melalui proses sosialisasi dimana individu belajar nilai-nilai, perilaku yang diharapkan dan pengetahuan sosial yang diperlukan untuk mengambil peran mereka dalam organisasi. Kadang-kadang sebuah organisasi menentukan bahwa budaya perlu diubah . Fokus penelitian ini adalah untuk mengetahui apa budaya organisasi saat ini dan YANG disukai di masa depan. Untuk mengetahui apakah perusahaan berada dalam jalur yang tepat dari budaya organisasi atau tidak. Karena budaya organisasi merupakan salah satu kunci penting bagi perusahaan. Penelitian ini menggunakan analisis kuantitatif dan bibliografi untuk mendukung tinjauan literatur. Analisis kuantitatif menggunakan kuesioner OCAI dibangun oleh Cameron dan Quinn yang sudah digunakan oleh perusahaan - perusahaan di dunia sebagai alat untuk mengetahui budaya organisasi saat ini dan untuk mengetahui apa budaya organisasi perusahaan yang diperlukan di masa depan. ......Organizational culture is the set of shared beliefs, values, and norms that influence the way members think, feel, and behave. The primary methods of maintaining organizational culture is through the socialization process by which individuals learns the values, expected behaviors, and social knowledge necessary to assume their roles in the organization. Sometimes an organization determines that its culture needs to be changed. The focus of this study is to find out what is the culture of the organization, currently and preferred in the future. To find out if the company is in the right track of organizational culture, or it is not. Since the organizational culture is one of the important key for the company. This research is using quantitative analysis and bibliography to support the literature review. The quantitative analysis is using the OCAI questionnaire built by the Cameron and Quinn that already used by companies in the world as a tool to find out the current organizational culture and to find out what company organizational culture require in the future

Abstrak :
Every business process in every organization can be made better, more efficient, more flexible and more adaptable to changing needs. Business process improvement (BPI) can drive substantial bottom-line increases, ultimately accelerating the revenue cycle. "The Power of Business-Process Improvement" proves that even sweeping BPI initiatives don't have to be complex, time-consuming projects. This incredibly practical book cuts through lengthy, technical explanations with a 10-step method designed for busy professionals with real-world problems. Starting with simple tools to help the reader develop a process inventory, the book shows how to prioritize and map processes, apply improvement techniques, test new processes and rework them as necessary and implement the changes.

Abstrak :
There are a lot of frustrated people in most workplaces today. We're not talking about the incorrigible office grump or the permanent slacker. Instead, we're referring to dedicated workers who are being prevented from achieving their peak potential by organizational obstacles. Better enabling these employees to succeed represents an untapped avenue for radically improving productivity. Packed with the latest research findings from the prestigious Hay Group, "The Enemy of Engagement" uncovers the hidden impediments to performance - excessive procedures, lack of resources, overly narrow roles, and more - and outlines best-practice solutions for eliminating them. This is not an insignificant issue facing businesses today. According to Hay Group's study, depending on the industry, between one-third and one-half of employees report work conditions that keep them from being as productive as they could be. "The Enemy of Engagement" gives managers powerful new insights and research-based tools for ensuring their teams are both willing and able to make maximum contributions.;