1,721,035 research outputs found
Equalization and Standardization of Management of Education in Madrasah
Full text linkThere are different views regarding the management of education. There are those who review management in terms of functions, objects, and institutions, and others who review management as a whole. Management is a series of activities that comprises planning, organizing, mobilization and supervision in achieving predetermined objectives, and aims to explore and utilize natural resources to achieve organizational goals. Based on this, management of education is interpreted as a series or activities such as planning, organizing, motivating, controlling, and developing all efforts to regulate and utilize human resources, facilities and infrastructure to achieve goals of education. To realize good management of education requires capable and talented leaders. In this paper, study is focused on equalization and standardization of management of education in Madrasah
Meningkatkan Komitmen dan Kepuasan untuk Menyurutkan Niat Keluar
Full text linkBasically all of the organization or company always reduce rate of the employee turnover intention, especially which voluntary, expert, and senior. The height of the employee turnover intention from the organization or company as cost dissipation to be compared with benefit. Generally, voluntary turnover much occur on high performance employee, so inflict financial loss for company or organization. Most of employee which voluntary turnover can be specified as avoidable voluntary turnover and unavoidable voluntary turnover. Avoidable voluntary turnover in consequence of like salary, job condition, and superior. Similarly, unavoidable voluntary turnover in consequence of such as the career path change and family. This research aim to analyse relationship of organizational support, job involvement, job satisfaction, organizational commitment, and turnover intention. Base on research purpose, primary data be applied in this research. Research population are employee from 3 bigest EMKL company in Surabaya which consist of 556 employee. From all of the population they are 150 employee be appointed as sample. As respondent, the employee are met when they are finished lunch and in relaxation, during research period. Only 126 units data which can be analyzed by using SEM. Result of the research indicates that there are significant influence from: job involvement to job satisfaction, job involvement to organizational commitment, job satisfaction to organizational commitment, organizational commitment to turnover intention, job satisfaction to turnover intention. There are two relationship which not significant. Those from organizational support to job satisfaction and organizational support to organizational commitment. This research can be concluded that turnover intention can be reduced through: a) made go up job involvement to increase job satisfaction, and then organizational commitment go up, finally turnover intention go down, b) made go up job involvement, and then organizational commitment go up, finally turnover intention can be reduced. Detail about result of research will be studied at further explanation
CREATIVE ECONOMIC MANAGEMENT OF TANGKIT LAMA VILLAGE SUNGAI GELAM SUB-DISTRICT MUARA JAMBI DISTRICT
No full textThe potential of a dynamic society must be developed with good management of economic activities. Certainly by building a good standard of living with adequate income. This is done by the author conveying one of the potential of the Village in Muara Jambi Regency which could be the starting point of economic progress in Jambi. When viewed from the data, the village of Tangkit Lama is divided into 4 hamlets, namely Hamlet I, Hamlet II, Hamlet III, and Hamlet IV. The number of household in Tangkit Lama Village is 27. The number of householders in Tangkit Lama Village is 1094 households with a total population of 4046 people. The details of the male population are 2100 people and women are 1946 people. The village of Tangkit is rich in agricultural land, no wonder that most of the villagers work as farmers and farm laborers. The types of plants planted in this village include rubber, palm oil, corn, tobacco, chili, green beans and peanuts, kale, spinach, mustard greens, watermelons. The total area of agricultural land is 5730 ha, with details of 1500 ha residential area, 3879 ha of rubber plantation area, 200 ha of palm oil area, 20 ha of secondary crop area, and 121 ha of horticulture area. The people of Tangkit Lama village also have cattle and goats. The community can spend their free time after returning from the garden. This is usually done by men and women from the villages of Tangkit Lama. In the village of Tangkit Lama there are also many people who work as tailors who usually sew when there are clothes order or intentionally make clothes for sale. Various economic activities developed by the community, ranging from gardening, raising to sewing activities. This is very potential if developed can generate people’s economy through creative action, not only the potential that has been developed and has results, but needs sustainable development and hope can be a source of additional income for each household. Therefore, there is a need for good management in managing the economic activities of the community based on potential and development. In this paper the author tries to raise the reality of the village of Tangkit Lama in developing creative economic activities
FORMING COMMUNITY CULTURE IN ADVANCING EDUCATION Study Of The Community Ideology Guards Community (KPIB) In Higher Education
Full text linkThis paper describes how the roles and functions of various community cultures that exist in universities in advancing Islamic education. Because the learning process is not only in the lecture bench. If that happens then the education process will run static not developing. With the culture of the communities in the tertiary institutions increasing the motivation and enthusiasm of learning of students in this case Islamic education. One of the communities that we highlighted, we studied is the role and function of the National Ideology Guards Community or abbreviated as KPIB, one of the Communities that gets recommendations from the Government in its formation in each tertiary institution through the Minister of Research, Technology and Higher Education Regulation (Permenristekdikti) No. 55 of 2018, concerning the Development of the Nation's Ideology in Student Activities in the campus environment. It turns out that after conducting observation and interviews as a form of data collection techniques, it can be seen and observed that the formation of communities can increase learning activities in tertiary institutions; 1. Students can explore more creative activities through community forums, 2. Students and lecturers can interact in discussions with more developed and in-depth studies, 3. Provide independence to students in managing various activities that support activities, 4 Promote extracurricular activities in the campus environment, 5. Development of campus communities becomes a means of publication for the campus in introducing more campus to the national and international level and 6. KPIB as a place for student activities in developing national studies, increasing the values of nationalism and patriotism
Proses komunikasi interpersonal dalam pembinaan kepribadian anak di Yayasan Penyantun Yatim Miskin Muslimin (YPYMM) Desa Ujung Gurap Kecamatan Padangsidimpuan Batunadua
Full text linkProses Komunikasi Interpersonal dalam Pembinaan Kepribadian Anak di Yayasan Penyantun Yatim/Miskin Muslimin (YPYMM) Desa Ujung Gurap Kecamatan Padangsidimpuan Batunadua, memiliki latar belakang masalah bahwa anak-anak yang tinggal di Panti Asuhan tersebut berasal dari berbagai suku dan latar belakang yang berbeda dan berdasarkan pengamatan peneliti, ada beberapa anak-anak yang saat ini sudah tidak mematuhi paraturan, misalnya ketika berjumpa dengan pengasuh dan pengurus tidak bersikap sopan dalam hal berpakaian, berbicara dan bersikap. Penelitian ini menggunakan metode penelitian kualitatif deskriptif. Metode deskriptif adalah metode yang menggambarkan gejala-gejala yang ada pada saat penelitian. Metode ini ditunjukkan untuk mendeskripsikan kondisi di lapangan bagaimana Proses Komunikasi Interpersonal dalam Pembinaan Kepribadian Anak. Selanjutnya data yang dibutuhkan dalam skripsi ini terdiri dari dua macam sumber, yaitu sumber data primer dan sumber data sekunder, sumber data tersebut antara lain sumber data primer berasal dari pimpinan Yayasan, pengurus, pengasuh dan anak-anak sedangkan sumber data sekunder atau data pelengkap berasal studi dokumen. Adapun instrumen yang digunakan untuk memperoleh data-data dalam penelitian ini adalah wawancara dan observasi. Adapun hasil penelitian ini adalah 1) pengasuh dan anak-anak memiliki batasan, hal itu terlihat dalam bentuk bersopan santun ketika berpakaian, berbicara dan bersikap. Dengan adanya batasan tersebut merupakan upaya dalam pembinaan kepribadian anak yang berpengaruh pada aspek kognitif, afektif dan psikomotorik anak. Antara pengasuh dan anak-anak menggunakan komunikasi dua arah yaitu menggunakan model Schramm dan pesan yang disampaikan bersifat dinamis sesuai dengan model komunikasi Heliks. 2) pengurus dan anak-anak berkomunikasi dengan tatap muka baik dalam kegiatan formal maupun non formal. Komunikasi pengurus dan anak-anak berlangsung akrab sehingga terkadang pengurus tampak kurang berwibawa, terutama dalam hal bersenda gurau. Cara komunikasi yang dilakukan pengurus terkadang membuat anak-anak kesal, terutama ketika mendapat perintah yang sulit dan membosankan dari pengurus sehingga mempengaruhi kepribadiaan anak dari aspek afektif (kejiwaan). Antara pengasuh dan anak-anak menggunakan komunikasi dua arah yaitu menggunakan model Schramm dan pesan yang disampaikan bersifat dinamis sesuai dengan model komunikasi Heliks
KEPEMIMPINAN TRANSFORMASIONAL KEPALA MADRASAH DI PROVINSI JAMBI: Studi Multi Kasus pada MAN Olak Kemang Kota Jambi, MAN Pulau Temiang Kabupaten Tebo, dan MAN 2 Kabupaten Tanjung Jabung Timur
Full text linkThe objective of this study was to find out why the transformational headmaster can instill islamic school culture, the role of transformational leadership and the success of transformational leadership role in instilling islamic shool culture in province of Jambi. The approach used in this study is a qualitative descriptive ap-proach. Data collection techniques using observation, interviews and documenta-tion. Analysis of the data using the model of Miles and Huberman. Research re-sult; Principals have a muslim personality as Prophet, know the needs of his staff, build his staff confidence, building a shared commitment to make the shift to-wards change for the better, creative, productive and innovative, exemplary and courage to face challenges, sensitive to complaints and suggestions of staff, deli-beration and spirit of motivation. Principal transformational leadership roles are as Direction Setter, Agent of Change, Spokesperson, Coach, support-getter, suc-ces-guarantor and path-finder
Kepala Madrasah Transformatif
No full textKepemimpinan transformasional merupakan gaya kepemimpinan yang mengutamakan pemberian kesempatan dan atau mendorong semua unsur yang ada di madrasah untuk bekerja atas dasar sistem nilai yang luhur, sehingga semua unsur yang ada di madrasah (guru, siswa, staf pengajar dan staf lainnya, orang tua siswa, masyarakat dan sebagainya) bersedia, tanpa paksaan, berpartisipasi secara optimal dalam rangka mencapai tujuan madrasah. 
Perilaku kepemimpinan transformasional mewujudkan kepala Madrasah yang transformatif dengan upaya yang dilakukan yaitu: 1) Pengaruh ideal. Perilaku ideal adalah perilaku yang membangkitkan emosi dan identifikasi yang kuat dari pengikut terhadap pemimpin. 2) Pertimbangan individual. Pertimbangn individual meliputi pemberian dukungan, dorongan, dan pelatihan bagi pengikut. 3) Motivasi inspiration. Motivasi inspiration meliputi penyampaian visi yang menarik, dengan menggunakan simbol untuk memfokuskan upaya bawahan, dan membuat model perilaku yang tepat. 4) Stimulasi intelektual. Stimulasi intelektual adalah perilaku yang meningkatkan kesadaran pengikut akan permasalahan dan mempengaruhi para pengikut untuk memandang masalah dari perspektif yang baru.
Kata Kunci: Kepala Madrasah, Transformasional, Transformatif</jats:p
Meningkatkan Komitmen dan Kepuasan untuk Menyurutkan Niat Keluar
No full textBasically all of the organization or company always reduce rate of the employee turnover intention, especially which voluntary, expert, and senior. The height of the employee turnover intention from the organization or company as cost dissipation to be compared with benefit. Generally, voluntary turnover much occur on high performance employee, so inflict financial loss for company or organization. Most of employee which voluntary turnover can be specified as avoidable voluntary turnover and unavoidable voluntary turnover. Avoidable voluntary turnover in consequence of like salary, job condition, and superior. Similarly, unavoidable voluntary turnover in consequence of such as the career path change and family. This research aim to analyse relationship of organizational support, job involvement, job satisfaction, organizational commitment, and turnover intention. Base on research purpose, primary data be applied in this research. Research population are employee from 3 bigest EMKL company in Surabaya which consist of 556 employee. From all of the population they are 150 employee be appointed as sample. As respondent, the employee are met when they are finished lunch and in relaxation, during research period. Only 126 units data which can be analyzed by using SEM. Result of the research indicates that there are significant influence from: job involvement to job satisfaction, job involvement to organizational commitment, job satisfaction to organizational commitment, organizational commitment to turnover intention, job satisfaction to turnover intention. There are two relationship which not significant. Those from organizational support to job satisfaction and organizational support to organizational commitment. This research can be concluded that turnover intention can be reduced through: a) made go up job involvement to increase job satisfaction, and then organizational commitment go up, finally turnover intention go down, b) made go up job involvement, and then organizational commitment go up, finally turnover intention can be reduced. Detail about result of research will be studied at further explanation
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