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Abstrak :
Ada empat permasalahan pokok dalam penelitian ini, yaitu (a) apakah supervisi akademik berpengaruh terhadap profesionalisme, (b) apakah supervisi akademik berpengaruh terhadap kualitas pembelajaran, (c) apakah profesionalisme guru berpengaruh terhadap kualitas pembelajaran, (d) apakah supervisi akademik dan profesionalisme guru berpengaruh terhadap kualitas pembelajaran. Penelitian ini bertujuan untuk mengetahui pengaruh supervisi akademik yang dilakukan oleh pengawas sekolah dan profrsionalisme guru terhadap kualitas pembelajaran pada SMK Negeri di Kabupaten Indramayu Wilayah Barat. Cara mengumpulkan data mengenai supervisi akademik, profesionalisme guru, dan kualitas pembelajaran dengan menyebarkan kuesioner tertutup terhadap 125 responden sampel. Data yang diperoleh dalam penelitian ini adalah data kuantitatif berupa skor dalam bentuk skala interval. Untuk menganalisis data menggunakan regresi dan analisis jalur. Hasil penelitian dapat disimpulkan sebagai berikut: (1) terdapat pengaruh yang kuat dan signifikan dari supervisi akademik terhadap profesionalisme guru pada SMK Negeri di Kabupaten Indramayu Wilayah Barat, (2) terdapat pengaruh yang sedang dan signifikan dari supervisi akademik terhadap kualitas pembelajaran pada SMK Negeri di Kabupaten Indramayu Wilayah Barat, (3) terdapat pengaruh yang kuat dan signifikan dari profesionalisme guru terhadap kualitas pembelajaran pada SMK Negeri di Kabupaten Indramayu Wilayah Barat, (4) terdapat pengaruh secara simultan dan signifikan dari supervisi akademik dan profesionalisme guru terhadap kualitas pembelajaran pada SMK Negeri di Kabupaten Indramayu Wilayah Barat. ......There are four main problems in this study, namely (a) whether the academic supervision affect the professionalism of teachers, (b) whether the academic supervision affect the quality of teaching, (c) whether the professionalism of teachers affects the quality of teaching, (d) whether the academic supervision and professionalism of teachers affects the quality of learning. This study aims to determine the influence academic supervision conducted by the schools superintendent and teachers profrsionalisme to the quality of learning at SMK in the Western District Indramayu. The way of collecting data on academic supervision, teacher professionalism, and quality of learning by distributing closed questionnaires to 125 respondents. The data obtained in this study is quantitative data with interval scale. Regression and path analysis are employes to analyze the data. The of research findings can be concluded the following findings: (1) there is a strong and significant influence of the academic supervision to the professionalism of teachers at SMK Indramayu District Western Region, (2) there is a moderate and significant influence of the academic supervision to the quality of learning in SMK Indramayu District Western Region, (3) there is a strong and significant influence of the professionalism of teachers to the quality of teaching at SMK Indramayu District Western Region, (4) there is a simultaneous and significant influence of academic supervision and professionalism of teachers to the quality of learning at SMK in the Western District Indramayu.

Abstrak :
Tujuan dari dibuatnya skripsi ini adalah untuk mengetahui pengaruh persepsi keadilan prosedural dan interpersonal yang dirasakan karyawan, terhadap task performance mereka. Penelitian ini juga berusaha mengungkapkan peran mediasi dari motivasi intrinsik sebagai variabel intervening. Penelitian ini mengambil sebuah studi kasus pada PT. Krakatau Steel (Persero) Tbk. Data penelitian ini diolah dengan software Lisrel 8.51, menggunakan teknik structural equation modeling (SEM). Hasil pengolahan data menunjukkan bahwa keadilan interpersonal memiliki pengaruh langsung yang signifikan terhadap task performance karyawan, namun motivasi intrinsik tidak dapat memediasi pengaruh antara keadilan interpersonal terhadap task performance karyawan. Dalam penelitian ini pengukuran terhadap pengaruh keadilan prosedural tidak dapat dilakukan karena variabel tidak fit dan reliable terhadap model penelitian keseluruhan. ......The purpose of this research is to analyze and find how employee?s perception of procedural and interpersonal justice can influence their task performance. This research also tries to find the mediating role of intrinsic motivation. This research based on case study on PT. Krakatau Steel (Persero) Tbk. Data was processed with Lisrel 8.51, using structural equation modeling (SEM) technique. The result showed that interpersonal justice influence employee?s task performance directly and significantly. Moreover, intrinsic motivation has no mediating impact in influencing between interpersonal justice and employee?s task performance. In this research measurement the impact caused by procedural justice failed to be proved, because the variable was not fit and reliable to this research model.

Abstrak :
Do employees hate their managers? Many do, says this research-based book, which describes 30 reasons for employee attitudes ranging from indifference to outright hatred of management. Among the reasons, these employees say: they are not treated like adults, with respect for their contributions; managers don't listen to them; senior managers are incompetent and run the company poorly; their pay isn't linked to their job performance and often it's unfair; they lack sufficient resources and training to do their jobs well; they don't trust information they receive from management; they get insufficient feedback on their work performance; they have such heavy workloads and inflexible schedules that they can't find a good balance of work and personal life.The author offers solutions, not just a litany of problems. He also describes some of the underlying psychological reasons for employee discontent (for example, equity theory, which explains why people react as they do to perceived unfairness). The material is based on Katcher's proprietary research in 65 organizations and surveys of more than 50,000 employees. It also includes many stories/examples.

Abstrak :
ABSTRAK
Penelitian ini dilatarbelakangi oleh pentingnya pelaksanaan komunikasi interpersonal terkait kinerja kelompok pada suatu organisasi. Dengan mengambil kasus komunikasi interpersonal pada Bank BJB KCP Sudirman Plaza Semanggi, tujuan penelitian adalah untuk mengevaluasi proses komunikasi interpersonal antar pegawai terkait kegiatan operasional perbankan dengan membahas komunikasi interpersonal antar pegawai pada Bank BJB KCP Sudirman Plaza Semanggi pegawai. Penelitian ini menggunakan teori Smith (2005) untuk mengevaluasi tiga tingkatan tujuan program organisasi dan teori evaluasi program komunikasi dan teori Devito (2007) tentang lima kualitas umum efektivitas komunikasi interpersonal. Penelitian dengan jenis penelitian kualitatif ini dengan menggunakan metode wawancara ini menghasilkan kesimpulan bahwa komunikasi interpersonal yang efektif berdampak pada kinerja kelompok. Komunikasi interpersonal yang efektif menghasilkan lingkungan kerja yang suportif dan kondusif bagi individu dan berdampak pada iklim kerja kelompok yang berarti berdampak dalam memperbaiki kinerja kelompok.

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ABSTRACT
This research is based on the importance of the implementation of interpersonal communication related to the performance of the group an organization. Take case of interpersonal communication at Bank BJB KCP Sudirman Plaza semanggi, purpose of study is to evaluate the process of interpersonal communication among employees related to the banking operations by looking at the case of Bank BJB KCP Sudirman Plaza Semanggi in interpersonal communication between employees. This research using Smith (2005) theory on three levels of program objectives of the organization adn program evaluation communication theory and the theory Devito (2007) on five general quality of interpersonal communication effectiveness. This research with qualitative approach through interviews metodde have led to the conculsion that effective interpersonal communication impact on the performance of team. Supportive and condusive environment to individual as resurt of interpersonal communication among employee who will effectively impact on the climate group work meaningful impact in improving the performance of the group

Abstrak :
KPK memiliki pengawasan fungsional dari internal lembaga yakni Dewan Pengawas KPK dan Inspektorat KPK. Pada awal tahun 2021, diketahui terjadi penyalahgunaan wewenang oleh oknum penyidik KPK. Hal tersebut membuktikan bahwa dengan adanya pengawasan fungsional dari internal lembaga sekalipun, tidak mencegah terjadinya penyalahgunaan wewenang oleh penyidik. Permasalahan yang diangkat oleh peneliti berupa kendala apa dalam pengawasan (secara umum) terhadap penyidik, bagaimana pengawasan dan apa kendala pengawasan, serta pola pengawasan yang optimal dilaksanakan oleh Satuan Tugas Penyidik terhadap penyidik agar tidak menyalahgunakan wewenangnya. Penelitian ini menggunakan metode explanatori, bertujuan menjelaskan bagaimana pengawasan terhadap penyidik KPK sehingga penyalahgunaan wewenang oleh oknum penyidik KPK terjadi dan melakukan analisa terhadap pengawasan yang dilakukan Satuan Tugas Penyidik terhadap penyidik dan kendalanya, sehingga pengawasan yang optimal dapat dilakukan. Untuk menjawab pertanyaan tersebut, dengan pendekatan kualitatif dan desain studi kasus. Pengumpulan data dengan proses wawancara terhadap informan kunci dan informan sebagai subjek penelitian, melakukan observasi lingkungan kerja penyidik pada Direktorat Penyidikan, kemudian menganalisis data hasil wawancara dan observasi dengan mengaitkan temuan terhadap konsep teori dan kajian pustaka yang digunakan peneliti. Dari hasil penelitian, diketahui kendala pada pengawasan (secara umum) yakni pengawasan dilakukan berupa pengawasan represif setelah adanya laporan atau informasi penyalahgunaan wewenang yang terjadi, tidak terlaksananya penerapan Nilai Dasar, Kode Etik, dan Kode Perilaku yang berlaku di KPK dan pengawasan tidak melekat terhadap penyidik. Pengawasan Satuan Tugas Penyidik belum optimal dengan kendala tidak dapat dilakukannya pengawasan melekat 1X24 jam dan masih adanya budaya “ewuh pekewuh”. Atas kendala tersebut, peneliti menyarankan beberapa hal seperti perumusan aturan yang mendukung pengawasan internal untuk melakukan pengawasan preventif, perlunya sarana dan prasarana komunikasi pelaporan terhadap pengawasan internal, membudayakan budaya egaliter yang benar, pembenahan sistem rekruitmen penyidik yang berintegritas bukan hanya kuantitas, pembekalan dan penyuluhan secara periodik kepada penyidik untuk pemahaman dan penerapan Nilai Dasar, Kode Etik, dan Kode Perilaku yang berlaku di KPK, serta pemberian contoh tauladan dari senior dan pimpinan KPK. ......KPK has functional oversight from internal institutions, KPK Supervisory Board and KPK Inspectorate. At the beginning of 2021, KPK investigators had abused their authority. This proves that functional oversight from internal institutions, it does not prevent abuse of authority by investigators. The problems raised by the researcher are in the form of what constraints are in supervision (in general) of investigators, how is supervision and what are the constraints, as well as the optimal pattern of supervision carried out by the Investigative Task Force against investigators so as not to abuse their authority. Uses the explanatory method, aims to explain how to supervise KPK investigators so that abuse of authority by KPK investigators occurs and analyze the supervision carried out within the scope of the Investigator Task Force on investigators and the constraints, so it can be concluded on how optimal supervision can be carried out so as not to there was an abuse of authority by KPK investigators. With a qualitative approach and case study design. By interviewing key informants and informants as research subjects, then observing the work environment of investigators at the Directorate of Investigation, then analyzing the data from interviews and observations by linking the findings to theoretical concepts and literature review used by researchers. The results are, there are obstacles to supervision (in general), namely supervisory actions carried out only in the form of repressive supervision after reports or information regarding the abuse of authority that occurred, the implementation of the Basic Values, Code of Ethics, and Code of Conduct that apply at the KPK is not implemented and supervision is not attached to investigators. The supervision of the Investigative Task Force was not optimal with the constraints that it could not carry out 1X24 hour inherent supervision and there was still a culture of "ewuh pekewuh". The suggests are such as the formulation of rules that support internal supervision to carry out preventive supervision, the need for communication facilities and infrastructure for reporting on internal control, cultivating a true egalitarian culture, improving the investigator recruitment system with integrity not just quantity, provision and counseling in a comprehensive manner. periodically to investigators to understand and apply the Basic Values, Code of Ethics, and Code of Conduct that apply at the KPK, provide exemplary examples from KPK seniors and leaders.