Making ?modernising government initiatives? work: culture change through Collaborative Inquiry (CI)

2002 ◽  
Vol 22 (4) ◽  
pp. 337-352 ◽  
Author(s):  
Andrew Kakabadse ◽  
Nada Kakabadse
Keyword(s):  
Culture Change ◽  
Collaborative Inquiry ◽  
Work Culture

scholarly journals THE TRANSFORMATION STRATEGY AND SAFETY IMPLEMENTATION OF CULTURE CHANGE AT PT PERTAMINA DRILLING SERVICES INDONESIA

2020 ◽  
Vol 2 (2) ◽  
pp. 299-309
Author(s):  
Muhammad Arifin ◽  
Chaerudin Chaerudin
Keyword(s):  
Culture Change ◽  
Occupational Safety ◽  
Case Study Research ◽  
Secondary Data ◽  
Research Data ◽  
Work Culture ◽  
Safety And Health ◽  
Effective Organization ◽  
Transformation Strategy

This research had purposed to analyzed those Transformation Strategy and Safety Implementation of Culture Change in improving the Occupational Safety and Health from PT Pertamina Drilling Services Indonesia during period 2015-2020. These research data was result from in-dehpt, interview, FGD, primary and secondary data from PT Pertamina Drilling Services Indonesia during these implementation of HSE Work culture change program during period of 2015-2020. Research method used qualitative with type of case study research. Data analysis used Mckensy 7S Framework and The results showed that PT Pertamina Drilling Services Indonesia has a strategic plan for any kind of transformation from HSE Work culture until 2030 through "Salam Lima Jari" program. Through planned and systematic program until 2020, PT Pertamina Drilling Services Indonesia has succeeded in putting HSE Work culture at Proactive level. The ability of PT Pertamina Drilling Serrvices Indonesia to create strategic planning and implement HSE programs should be encouraged by ability to strengthen system and program integration within organization. The Succeed of HSE culture will achieved if there has supported by consistent commitment from management and all related units in established HSE culture as the main lifestyle at organization therefore HSE culture did not stop at cognitive and psychomotor aspects of employees but also its holistically becomes an effective organization.

Implementing a cornerstone of culture change: Consistent staff assignment in VHA community living centers.

2017 ◽  
Vol 14 (3) ◽  
pp. 327-336 ◽  
Author(s):  
Sonne Lemke ◽  
Penny L. Brennan ◽  
Sonya SooHoo ◽  
Kathleen K. Schutte
Keyword(s):  
Culture Change ◽  
Community Living ◽  
Staff Assignment ◽  
Community Living Centers

Singles-Friendly Work Culture Scale

2007 ◽  
Author(s):  
Wendy J. Casper ◽  
David Weltman ◽  
Eileen Kwesiga
Keyword(s):  
Work Culture

End-of-Life Culture Change Index

2019 ◽  
Author(s):  
Margot L. Schwartz ◽  
Julie C. Lima ◽  
Melissa A. Clark ◽  
Susan C. Miller
Keyword(s):  
End Of Life ◽  
Culture Change

PENGARUH BUDAYA, MOTIVASI KERJA DAN KOMPETENSI TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 5 (1) ◽  
pp. 11-21
Author(s):  
Riza Faizal ◽  
Maman Sulaeman ◽  
Ismayudin Yulizar
Keyword(s):  
Work Motivation ◽  
Employee Performance ◽  
Sampling Technique ◽  
Work Culture ◽  
Work Time ◽  
Work Quality ◽  
Service Excellence ◽  
Positive Effect ◽  
External Motivation ◽  
Culture Work

The aim of this research is to know and to analyze the influence of work culture, work motivation and competency on employee's performance. The Objects are employees of  BJB bank at Ciamis, Garut and Tasikmalaya). The method used is descriptive. The sample was taken by using total sampling technique with total of the samples 89 people. By path analysis, the research found that work motivation with indicators internal and external motivation; work culture with indicators of Service excellence, Professionalism, Integrity, Respect, Intelligence, Trust included in the high category. Work motivation with indicators of internal motivation and external motivation is included in the sufficient category. Competencies with indicators of Work Quality, Cooperation, Responsibility and Quantity of work are included in the sufficient category. Employee performance with indicators of Work Quality, Discipline Behavior, Use of work time and Attendance are included in the sufficient category. There is a partial positive effect and simultaneous work culture, work motivation and competence on employee performance so that the hypothesis is verified. This means that if the strategy which includes work culture, work motivation and competence is increased, the performance of bank employees to Tasikmalaya, Garut and Ciamis will be better.

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