Vertical Trade Relationships: The Role of Dependence and Symmetry in Attaining Organizational Goals

1992 ◽  
Vol 29 (1) ◽  
pp. 65 ◽  
Author(s):  
Lauranne Buchanan
Keyword(s):  
Organizational Goals ◽  
Vertical Trade ◽  
Trade Relationships

Vertical Trade Relationships: The Role of Dependence and Symmetry in Attaining Organizational Goals

1992 ◽  
Vol 29 (1) ◽  
pp. 65-75 ◽  
Author(s):  
Lauranne Buchanan
Keyword(s):  
Performance Goals ◽  
Costs And Benefits ◽  
Strong Ties ◽  
Organizational Goals ◽  
Vertical Trade ◽  
Trade Relationships ◽  
The Impact ◽  
Trade Partners

The perspective that dependence on vertical trade partners should be avoided has been countered recently by the view that there are advantages to strong ties between firms. The author offers a framework from which trade partners can assess the potential costs and benefits of trade relationships and empirically investigates the impact of trade relationships on the firm's ability to realize performance goals.

scholarly journals Proses dan Teknik Supervisi Pendidikan

2019 ◽  
Author(s):  
Dharmala Febriyanti
Keyword(s):  
Work Performance ◽  
Organizational Goals ◽  
Effective Learning ◽  
Organizational Work ◽  
Common Goals ◽  
Main Activity ◽  
Teaching Programs ◽  
Role Of The Principal ◽  
Human Awareness

One effort to increase effective learning in schools is the role of the principal in supervising learning, because the success or failure of teaching programs in schools is largely determined by the principal as a leader. Leadership is a very important factor in influencing organizational work performance, because leadership is the main activity where organizational goals can be achieved (Nuchiyah: 2007). According to Muhani (2016: 1465) leadership is one of the problems that arise along with human awareness of the importance of living in groups to achieve common goals.

scholarly journals Gaya Kepemimpinan Pendidikan

2019 ◽  
Author(s):  
Nazmi Septiani
Keyword(s):  
Educational Leadership ◽  
Educational Goals ◽  
Work Team ◽  
Global Competition ◽  
Main Role ◽  
Organizational Goals ◽  
The People ◽  
Wrong Direction

Abstract-- Leadership or activities lead an effort by someone with all the ability they have to influence, encourage, direct and mobilize the people who led them to set to work with enthusiasm and confidence in achieving its goals. Educational leadership is a readiness, the ability of a person in the process of influencing, encouraging, guiding, directing and mobilizing others to do with the implementation and development of education and teaching so that all activities can be run effectively and efficiently in achieving educational goals. Leadership is an important part of management, namely planning and organizing, but the main role of leadership is to influence other people to achieve their intended goals. This is evidence that leaders may be weak managers if the planning is bad which causes the group to go in the wrong direction. As a result, although they can move the work team, they do not go towards achieving organizational goals. To address the challenges of globalization which is characterized by the presence of very tight and sharp global competition.

THE ROLE OF LEADER IN EMPLOYEE PERFORMANCE ACHIEVEMENT (STUDIES IN REGIONAL EMPLOYMENT AGENCY SURABAYA)

JOURNAL ASRO ◽  
2020 ◽  
Vol 11 (03) ◽  
pp. 135
Author(s):  
Sukmo Hadi Nugroho ◽  
Heru Kreshna Reza
Keyword(s):  
Employee Performance ◽  
Human Interaction ◽  
Research Focus ◽  
Organizational Goals ◽  
Performance Achievement ◽  
Regional Employment ◽  
Employment Agency ◽  
The Relationship ◽  
Goals And Objectives

In the organization of human interaction are incorporated in them, such as the relationship with subordinate leaders, that they will work together in performing the tasks that have been planned to achieve organizational goals. A leader in the proficient and skilled capable expected should also be willing and have the willingness to work effectively and efficiently. The task of a leader is to plan, mobilize and supervise every activity in the organization. One of the main tasks of a leader is to be able to achieve the performance of employees which in turn can achieve the goals and objectives of the organization are in leader. The method used in this research is a descriptive qualitative approach His research focus is 1) the role of the leader in achieving the performance of employees at the Regional Employment Agency of Surabaya (BKD). 2) the performance of employees in the Regional Employment Agency of Surabaya. The results showed that the role of the leader in achieving the performance of employees in Surabaya Regional Employment Agency can already be quite well where leaders are able to carry out their role so as to achieve better performance of employees in order to realize the objectives of the organization.   Keywords: Leader, Employee Performance, Regional Employment Agency Surabaya

Beyond the Hegemony of Neoliberal Ideas: Ideational Diversity and Policy Variegation in the Neoliberal State

2021 ◽  
pp. 089692052110523
Author(s):  
Asa Maron
Keyword(s):  
The State ◽  
Adverse Outcomes ◽  
Organizational Goals ◽  
Power Resources ◽  
State Actors ◽  
Policy Agendas ◽  
Bureaucratic State ◽  
Policy Proposals

Sociologists commonly adopt a bifurcated understanding of the neoliberal state, showing how neoliberalism’s advance coincides with the growing authority of specific actors and ideas inside the bureaucratic state as others’ authority declines. This article complicates this view by probing the dynamics of non-neoliberal action inside the state, demonstrating the ways even demoted state actors can strategically muster power resources to forward distinct policy agendas. Taking a long-term perspective on social policy developments since the early 2000s, this article reviews the case of Israel, where neoliberal policies' new hegemony and adverse outcomes triggered counter-actions inside the state, ultimately leading to policy change. Paying particular attention to the role of ideas, this article argues that by rearticulating their policy mission to align with market conventions, non-neoliberal actors were able to persuade neoliberal actors to support their policy proposals, succeeding to advance creative policy alternatives under hostile political conditions. Highlighting this strategic capacity and ideational resilience and acumen in adapting to neoliberal critique reveals how demoted state actors can manage to sustain entrenched organizational goals and institutional motivations even as they help ease the adaptation of their historical mission to the neoliberal zeitgeist.

scholarly journals PERAN STRES KERJA DALAM MEMEDIASI PENGARUH BEBAN KERJA DAN LINGKUNGAN KERJA TERHADAP KINERJA KARYAWAN

2019 ◽  
Vol 8 (12) ◽  
pp. 7370
Author(s):  
Ni Made Sapta Resita Putri ◽  
Agoes Ganesha Rahyuda
Keyword(s):  
Work Environment ◽  
Work Stress ◽  
Sampling Method ◽  
Employee Performance ◽  
Poor Performance ◽  
Negative Influence ◽  
Organizational Goals ◽  
Negative Effect ◽  
Positive Effect

Organizational goals can be achieved with the company's HR performance. Poor performance will have an impact on the company's image and certainly slow down the process in achieving organizational goals. This study was conducted to determine the effect of workload and work environment on employee performance and the role of work stress as mediating variables. This study took 42 employees as respondents using a questionnaire, with a saturated sampling method. Path analysis was used. The results of the study indicate that workload has a negative effect on employee performance. Work environment has a positive effect on employee performance. Job stress has a negative influence on employee performance. This study also found that work stress mediates the effect of workload and work environment on employee performance. Based on the results of this study, it is expected that further research is able to examine the performance of employees with respondents and more complex research locations. The results of this study are also expected to be used as a reference and consideration for companies in decision making related to employee performance. Keywords: employee performance , workload, work environment ,  work stress  

scholarly journals PROGRAM PEMELIHARAAN KARYAWAN DALAM MENCAPAI TUJUAN INSTITUSI

2021 ◽  
Vol 1 (1) ◽  
pp. 89
Author(s):  
Tanto Heryanto
Keyword(s):  
Dominant Role ◽  
Industrial Relations ◽  
Active Role ◽  
Employee Morale ◽  
Organizational Goals ◽  
Good Communication ◽  
Safety And Health ◽  
Organizational Activity ◽  
Or Organization

ABSTRAKManusia selalu berperan aktif dan dominan dalam setiap kegiatan organisasi, karena manusia menjadi perencana, pelaku, dan penentu terwujudnya tujuan organisasi.Tujuan tidak mungkin terwujud tanpa peran aktif karyawan meskipun alat-alat yang dimiliki perusahaan begitu canggih. Karyawan adalah asset (kekayaan) utama setiap organisasi, yang selalu ikut berperan aktif dan paling menentukan tercapai tidaknya tujuan organisasi. Oleh karena itu, karyawan perlu mendapat pemeliharaan sebaik-baiknya dari pimpinan organisasi/perusahaan. Artikel dari artikel ini yaitu untuk menganalisis tujuan organisasi dalam pemeliharaan karyawan. Pendekatan yang digunakan dalam artikel ini yaitu kualitatif dengan metode deskriptif analitik. Kesimpulan dari artikel ini yaitu pemeliharaan (maintenance) karyawan haruslah mendapat perhatian yang sungguh-sungguh dari manajer/pimpinan. Jika pemeliharaan karyawan kurang diperhatikan, semangat kerja, sikap, dan loyalitas karyawan akan menurun. Absensi dan turnover meningkat, disiplin akan menurun, sehingga fungsi pengadaan, pengembangan, kompensasi dan pengintegrasian yang telah dilakukan dengan baik dan biaya yang besar kurang berarti untuk menunjang tercapainya tujuan organisasi/perusahaan. Pemeliharaan karyawan bertujuan untuk mempertahankan atau meningkatkan kondisi fisik, mental, dan sikap karyawan agar mereka tetap loyal dan bekerja produktif untuk menunjang tercapainya tujuan organisasi/perusahaan. Untuk mewujudkan pemeliharaan karyawan yang baik, perusahaan atau organisasi harus melakukannya dengan metode; komunikasi yang baik, insentif yang adil dan layak, pemberian kesejahteraan, keselamatan dan kesehatan kerja, serta dilaksanakannya hubungan industrial Pancasila.ABSTRACTHumans always play an active and dominant role in every organizational activity, because humans become planners, actors, and determinants of the realization of organizational goals. Goals cannot be realized without the active role of employees even though the tools owned by the company are so sophisticated. Employees are the main asset (wealth) of every organization, who always play an active role and most determine whether or not the organizational goals are achieved. Therefore, employees need to get the best possible care from the leadership of the organization/company. The article of this article is to analyze organizational goals in employee maintenance. The approach used in this article is qualitative with the analytical descriptive method. The conclusion of this article is that employee maintenance must receive serious attention from the manager/leader. If employee maintenance is not paid attention to, employee morale, attitude and loyalty will decline. Attendance and turnover increase, discipline will decrease, so that the functions of procurement, development, compensation and integration that have been carried out properly and at large costs do not mean to support the achievement of organizational/company goals. Employee maintenance aims to maintain or improve the physical, mental, and attitude conditions of employees so that they remain loyal and work productively to support the achievement of organizational/company goals. To achieve good employee maintenance, a company or organization must do it by method; good communication, fair and proper incentives, provision of occupational welfare, safety and health, and implementation of Pancasila industrial relations.

scholarly journals The Role of Interests in Social Management

2021 ◽  
pp. 52-55
Author(s):  
Yu.V. Karavaeva ◽  
Keyword(s):  
Sociological Theory ◽  
Theory And Practice ◽  
Social Orientation ◽  
Social Mechanism ◽  
Organizational Goals ◽  
Delegation Of Authority ◽  
The Social ◽  
Internal Inconsistency ◽  
Social Management

This study analyzed the category of “interest” in the structure of the sociological theory and practice of modern management. The importance of interest in such a scientific field as the sociology of management is described and its role in the study of social management, considered as a specific sphere of human activity, is substantiated. As a result of the analysis, the place of interests in the activities of the subject of social management is revealed, characterized by the internal inconsistency of his interests and the need for their coordination. The importance of interests in the formation of the activity of the object of social management is determined and the main indicators of their state are described: social integration, cohesion, solidarity, social consensus. Particular attention is paid to the consideration of the effectiveness of management decisions described both from the standpoint of the effectiveness of resource use and from the standpoint of achieving the goals of social management. The technological aspect of taking into account interests in the process of social management is considered, which manifests itself in the use of social technologies that contribute to the optimization of managerial influences. The article describes the importance of taking into account interests (personal, group, social) in the process of social technologization. The connection of interests with the methods and principles of social management reflecting the social essence of its social mechanism is explained. Among the principles, the most significant ones are considered from the perspective of taking into account interests: the principles of social orientation of management, humanization of management, consistency of personal and organizational goals, delegation of authority and management through the team.

scholarly journals Conceptualizing Zakat Institutions within the Framework of Hybrid Organizations

2020 ◽  
pp. 97-106
Author(s):  
Vita Arumsari ◽  
Muhamad Rizky Rizaldy ◽  
Putri Syifa Amalia
Keyword(s):  
The State ◽  
Social Value ◽  
Organizational Goals ◽  
Civic Society ◽  
Good Communication ◽  
Communication Method ◽  
Social Value Creation ◽  
State Actors ◽  
Social Logics

Historically, zakah institution was only run by the state, which was indeed managed under the state or public logic. On the other hand, we are now in the era of ‘civic society’, where the ‘bureaucratic decline’ emphasized the incapability of the state to be an efficient actor of development (Bawole, Ibrahim, Hossain, & Mensah, 2017; Hirschmann, 1999). The role of non-state actors is increasingly important to be the better development engines. The fact as mentioned earlier has put these non-state actors of development, including zakah institutions, in a dilemma between two institutional logics: market or commercial logic and public or social logics (Schröer & Jäger, 2015). These institutions must face distinct problems which do not occur in a conventional single-logic organization. They regularly need to deal with the conflict between two logics, financial or social logics. This study aims to conceptualize a further argument that zakah institutions are hybrid institutions, and therefore, a list of lessons could be explored. Systematic Literature Review (SLR) is being applied for obtaining facts and related cases to this study. Few recommendations to sustain the zakah institutional growth are found. Regarding its organizational legacy (Furusten & Junker, 2019), a good communication method to the society will result in the sustainable institutional “business” as a form of “promotion”. According to Battilana (2018), setting organizational goals, structuring organizational activities, selecting organizational members, and socializing organizational members might be able to keep the institution in the hybridity track. Further, instead of creating “entrepreneurship for social value creation”, the better concept is “social value for entrepreneurship” (Arogyaswamy, 2017). 

scholarly journals Do Wages and Work Environments Play a Big Role on Employee Performance in Private Organizations?

2020 ◽  
Vol 3 (1) ◽  
pp. 42-50
Author(s):  
Lilik Khoiriyah ◽  
Harsono
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Small Companies ◽  
Organizational Goals ◽  
Private Organizations ◽  
Primary Driver ◽  
Analytic Skills ◽  
A Company

Abstract Human resources are a significant enough part of achieving organizational goals, both large and small companies; a company has modern equipment with high technology. The purpose of understanding and studying human resource management is the knowledge needed to have analytic skills in dealing with management problems, especially in the organization's field. The role of human resources in the company is significant because as the primary driver of all activities or activities of the company in achieving its objectives, both to obtain profits and to maintain the survival of the company. The success or failure of a company in maintaining its existence starts from the human being itself in maintaining the company in maximizing its effectiveness and efficiency. Wages and work environment are factors that significantly affect employee performance. An employee who has high wages or as expected and a pleasant work environment will achieve the company's goals and objectives.

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