1,721,019 research outputs found
Trois comedies tr.du dialecte turc azeri en persan
No full textWritten in Turkish by Fath 'Ali, and translated into Persian by Muhammad Ja'far. cf.p.[1]Persian text paged with Persian numerals.L'ours gendarme.--Les procureurs.--L'alchimiste.Mode of access: Internet
Budaya Perusahaan sebagai Upaya Transformasi Perusahaan (Studi Kasus pada CV Savanro Jaya Ananda, Pandan–Tapanuli Tengah)
No full textApplying corporate culture has become a demand that can not be negotiable by the company to still exist in the increasingly fierce competition today. Not only for big companies, corporate culture is now also considered very important to be applied by small companies though. Companies that are only profit-oriented can be sure to falter at any time. This is reflected in CV Savanro Jaya Ananda company engaged in the distribution of goods. This company stands due to the turnover of distributors in the region so that the entire system even employees are also coming from the previous company. In the absence of the vision, mission and values that bind its employees, the company runs ineffectively, inefficiently and even loses hundreds of millions of rupiahs due to the lack of supervision and the low value of its employees. As the result, in mid-2017, the company terminated its working relationship with PT Unilever Indonesia Tbk. The method used in this research is descriptive qualitative method with in depth interview to explain the indicators forming corporate culture, namely vision, mission and value. The population in this study amounted to 22 employees. The sample in this study using Proportional Random Sampling consisting of 10 employees. Results of this research is to investigate and prepare a corporate culture as what is appropriate to be applied in CV Savanro Jaya Ananda in an attempt to transform this company into a strong company and ready to compete.Menerapkan budaya perusahaan telah menjadi tuntutan yang tidak dapat ditawar oleh perusahaan untuk tetap eksis dalam persaingan yang semakin ketat saat ini. Tidak hanya untuk perusahaan besar, budaya perusahaan kini juga dianggap sangat penting untuk diterapkan oleh perusahaan kecil sekalipun. Perusahaan yang hanya berorientasi pada laba dapat dipastikan akan goyah suatu saat. Ini tercermin pada CV Savanro Jaya Ananda perusahaan yang bergerak di bidang distribusi barang. Perusahaan ini berdiri karena perpindahan distributor di daerah tersebut sehingga seluruh sistem bahkan karyawan juga termasuk pindahan dari perusahaan sebelumnya. Dengan tidak adanya visi, misi dan nilai-nilai yang mengikat karyawannya, perusahaan berjalan tidak efektif, tidak efisien dan bahkan kehilangan ratusan juta rupiah karena kurangnya pengawasan dan rendahnya kapabilitas serta nilai moral karyawannya. Hasilnya, pada pertengahan 2017, perusahaan memutuskan hubungan kerjanya dengan PT Unilever Indonesia Tbk. Metode yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif dengan wawancara mendalam untuk menjelaskan indikator-indikator yang membentuk budaya perusahaan, yaitu visi, misi, dan nilai. Populasi dalam penelitian ini berjumlah 22 karyawan. Sampel dalam penelitian ini menggunakan Proportional Random Sampling yang terdiri dari 10 karyawan. Hasil dari penelitian ini adalah untuk menyelidiki dan menyiapkan budaya perusahaan seperti apa yang tepat untuk diterapkan di CV Savanro Jaya Ananda dalam upaya untuk mengubah perusahaan ini menjadi perusahaan yang kuat dan siap untuk bersaing.Skripsi Sarjan
Budaya Perusahaan sebagai Upaya Transformasi Perusahaan (Studi Kasus pada CV Savanro Jaya Ananda, Pandan–Tapanuli Tengah)
No full textApplying corporate culture has become a demand that can not be negotiable by the company to still exist in the increasingly fierce competition today. Not only for big companies, corporate culture is now also considered very important to be applied by small companies though. Companies that are only profit-oriented can be sure to falter at any time. This is reflected in CV Savanro Jaya Ananda company engaged in the distribution of goods. This company stands due to the turnover of distributors in the region so that the entire system even employees are also coming from the previous company. In the absence of the vision, mission and values that bind its employees, the company runs ineffectively, inefficiently and even loses hundreds of millions of rupiahs due to the lack of supervision and the low value of its employees. As the result, in mid-2017, the company terminated its working relationship with PT Unilever Indonesia Tbk. The method used in this research is descriptive qualitative method with in depth interview to explain the indicators forming corporate culture, namely vision, mission and value. The population in this study amounted to 22 employees. The sample in this study using Proportional Random Sampling consisting of 10 employees. Results of this research is to investigate and prepare a corporate culture as what is appropriate to be applied in CV Savanro Jaya Ananda in an attempt to transform this company into a strong company and ready to compete.Menerapkan budaya perusahaan telah menjadi tuntutan yang tidak dapat ditawar oleh perusahaan untuk tetap eksis dalam persaingan yang semakin ketat saat ini. Tidak hanya untuk perusahaan besar, budaya perusahaan kini juga dianggap sangat penting untuk diterapkan oleh perusahaan kecil sekalipun. Perusahaan yang hanya berorientasi pada laba dapat dipastikan akan goyah suatu saat. Ini tercermin pada CV Savanro Jaya Ananda perusahaan yang bergerak di bidang distribusi barang. Perusahaan ini berdiri karena perpindahan distributor di daerah tersebut sehingga seluruh sistem bahkan karyawan juga termasuk pindahan dari perusahaan sebelumnya. Dengan tidak adanya visi, misi dan nilai-nilai yang mengikat karyawannya, perusahaan berjalan tidak efektif, tidak efisien dan bahkan kehilangan ratusan juta rupiah karena kurangnya pengawasan dan rendahnya kapabilitas serta nilai moral karyawannya. Hasilnya, pada pertengahan 2017, perusahaan memutuskan hubungan kerjanya dengan PT Unilever Indonesia Tbk. Metode yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif dengan wawancara mendalam untuk menjelaskan indikator-indikator yang membentuk budaya perusahaan, yaitu visi, misi, dan nilai. Populasi dalam penelitian ini berjumlah 22 karyawan. Sampel dalam penelitian ini menggunakan Proportional Random Sampling yang terdiri dari 10 karyawan. Hasil dari penelitian ini adalah untuk menyelidiki dan menyiapkan budaya perusahaan seperti apa yang tepat untuk diterapkan di CV Savanro Jaya Ananda dalam upaya untuk mengubah perusahaan ini menjadi perusahaan yang kuat dan siap untuk bersaing.Skripsi Sarjan
Analisis Pemetaan Budaya Organisasi Menggunakan Organizational Culture Assessment Instrument (OCAI) pada PT. Bank Negara Indonesia (Persero), Tbk KCU USU Medan
No full textA change in the business world demands a threat that can't be avoided anymore, PT. Bank Negara Indonesia (Persero), Tbk KCU USU Medan is one of the large number of companies that make changes for the sake of maintaining it's existence. BNI Reformasi 1.0 programe is an attempt to improve the performance of BNI with nothing apart from the vision, mission, and values of the culture of the organization. This research aims to analyze the cultural mapping current and future expected by employees in order to simplify the process of cultural transformation that proclaimed. This research method using survey by Organizational Culture Assessment Instrument (OCAI). The survey was conducted on the entire level position with a descriptive quantitative approach. The result of the acquisition of this research looks at the cultural profile that is currently perceived the dominant culture that is focused on the cultural environment work very structured and have strict control that is the culture of Hierarchy and to a cultural profile the expected dominant in the future is a culture that is focused on the development of Human Resources, loyalty and company's filesystem functions as a family that is the culture of the Clan.Sebuah tuntutan perubahan dalam dunia bisnis merupakan ancaman yang tidak dapat dihindari lagi, PT. Bank Negara Indonesia, Tbk (Persero) KCU USU Medan merupakan satu dari banyaknya perusahaan yang melakukan perubahan demi mempertahankan eksistensinya. Program BNI Reformasi 1.0 yang merupakan upaya untuk meningkatkan kinerja BNI dengan tidak terlepas dari visi, misi, serta nilai – nilai budaya organisasi. Penelitian ini bertujuan untuk menganalisa pemetaan budaya saat ini dan yang diharapkan dimasa mendatang oleh karyawan agar dapat memudahkan proses transformasi budaya yang dicanangkan. Penelitian ini menggunakan metode suvey dengan Organizational Culture Assessment Instrument (OCAI). Survey dilakukan pada seluruh tingkat jabatan dengan pendekatan deskriptif kuantitatif. Hasil dari perolehan pada penelitian ini terlihat profil budaya yang saat ini dirasakan dominan adalah budaya yang berfokus pada lingkungan budaya kerja yang sangat terstruktur dan memiliki kontrol yang ketat yaitu budaya Hierarchy dan untuk profil budaya yang diharapkan dominan dimasa yang akan datang adalah budaya yang berfokus pada pengembangan SDM, loyalitas dan fungsu perusahaan sebagai keluarga yaitu budaya Clan.Skripsi Sarjan
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Bahrain: Muhammad Ja'far al-Ma'raj
No full textA document from Amnesty International's Urgent Action Networ
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
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