BIMBINGAN TEKNIS ORGANISASI KELURAHAN DALAM MEWUJUDKAN PEMBANGUNAN KEPEMUDAAN DIKECAMATAN TAMPAN KOTA PEKANBARU

Karang Taruna is a forum for the development of nonpartisan youth generation, which grows on the basis of awareness and sense of social responsibility from, by and for the community, especially the younger generation in the village / kelurahan or social community equally, which is mainly engaged in social welfare.Keberadaan organization Karang taruna kelurahan is the Lurah's partner in fostering and protecting the community in their respective neighborhoods. Therefore, the main task of the organization of youth is together with the Government and other community components to tackle various social welfare problems especially faced by the young generation, whether they are preventive, rehabilitative or potential youth development in their environment. on the organization of urban village cadars in the region Tampan district there is less running programs and activities that are social responsibility in the midst of society. Lack of organizational coaching and limited resources Taruna coral organization causes the functions of less efficient organisms implemented. The importance of the provision to the organization of youth can enhance the increase of knowledge and skills to the board to perform the main tasks and functions as an organization that provides social services to the community.

Peran Budaya Organisasi Dan Manajemen Pengetahuan Terhadap Kinerja Aparatur

<p align="justify">This study was conducted in order to prove the hypothesis that has been formulated that there is significant influence of organizational culture dan knowledge management on the performance of the apparatus on the object of study, namely the Secretariat General of the Council of National Resilience. The study was conducted by using a quantitative approach in the form of a correlation study. Techniques of data collection using survey techniques through questionnaires, by giving a list of statements and questions to the 60 respondents as the sample is determined by means of simple random sampling. Conclusion the study proves that the influence of organizational culture on the performance of the apparatus Secretary General of Wantannas insignificant. While the influence of knowledge management on the performance of the Secretariat General Wantannas is significant. Similarly, studies have shown a significant influence of organizational culture and knowledge management simultaneous on the performance of the Secretariat General of Wantannas. Therefore, it is recommended that the Secretariat General of Wantannas develop organizational culture and knowledge management as one of the models of organizational coaching in improving the achievement of high performance</p><p> </p>

Kvalitet i danske masteruddannelser – Et spørgsmål om kompetenceudvikling eller…?

Denne artikel beskæftiger sig med de danske masteruddannelser. Med udgangs-punkt i en undersøgelse fortaget i forbindelse med forfatterens ph.d.- projekt (afsluttet i sommeren 2014) vil artiklen på baggrund af en verserende debat om masteruddannelsernes kvalitet og relevans diskutere kvalitet i dansk akademisk videreuddannelse. Den kvalitative undersøgelse, der ligger til grund for artiklen, anskueliggør, at selvom de studerende oplever, at de gennem deres toårige studie har tilegnet sig en række konkrete og brugbare kompetencer, peger de på andre og mere transformative læringskvaliteter, når man beder dem om at beskrive det vigtigste udkomme af deres uddannelsesforløb. Artiklen argumenterer for, at denne læring, der i højere grad kan siges at knytte sig til personen i form af en etisk-eksistentiel dannelse frem for en specifik kunnen, har nær sammenhæng med det at befinde sig i et akademisk, videnskabeligt miljø. På dette grundlag søger artiklen at problematisere aktuelle forslag om at slække på kravet til masteruddannelsernes videnskabelige fundament for i stedet at fokusere på mere instrumentelle, erhvervsrettede kompetencer og færdigheder. Based on findings from the author’s PhD project, the article discusses quality in Denmark’s continuing education system. The qualitative study underlying the article focuses on a newly established Master’s programme in Organizational Coaching and Learning. The aim of the research was to study what the students attending the Master’s programme learn and how they apply their learning in their daily practice. When evaluating their learning experience the students report that they have acquired a number of practical and useful skills throughout their two-year study. Even so, they point to other, more generic learning qualities as the most important outcome of their education. The article argues that the transformational learning qualities, reported by the students, are closely connected to the current academic and scientific educational setting. On this basis, the article questions a resent proposal to lower the academic foundation of the Masters’ programmes in order to strengthen their focus on vocational competencies and skills.

Examining the relationship between organizational coaching and workplace counterproductive behaviours in the United Arab Emirates

Purpose – The purpose of this study is to establish both the validity of Western theories within the Middle East, namely, the United Arab Emirates (UAE), and to further improve and extend our understanding of the effect of organisational coaching on counterproductive behaviours, such as bullying and alienation. Design/methodology/approach – A sample size of 656 participants from 29 organisations and 14 different industries was employed. A research model was proposed, refined and tested through a quantitative paradigm using one dimension nonlinear principal components analysis, linear structural equation modelling (SEM) and MANOVA. Findings – The correlation analysis results show non-significant negative correlations between coaching and all of the organisational counterproductive behaviour dimensions but not certainty. It was found that a significant weak relationship exists between most of the mediator dimensions, while a strong relationship exists between job alienation and workplace bullying. Results of the linear SEM provide support that coaching is related to certainty. Furthermore, the results reveal that certainty mediates a significant link between coaching and organisational counterproductive work behaviours (job alienation and bullying). Originality/value – The study is considered the first in the UAE to investigate organisational counterproductive work behaviours (bullying and job alienation). The main contribution of this study is to quantify the relationship between organisational coaching and bullying and job alienation mediated by organisational climate dimensions.

Executive and Organizational Coaching

The Problem Differing perceptions of what constitutes executive coaching core competencies by academic and coach preparation programs, credentialing associations, and practitioners obfuscates clarity of definition, roles, and implementation. This lack of clarity and agreement can confuse practitioners and slow progress in theory-building, research, and executive coach development. The Solution This article examines diverse ways that executive coaching is defined and distinguished. Professional associations have shaped membership, credentialing, and accreditation based on different competencies. The article describes four executive coaching roles and six enabling core coaching competencies, and it draws implications for navigating, researching, and practicing in the diverse terrain of executive coaching, in and for, organizations. The Stakeholders Practitioners might be interested in a map of the coaching terrain that Enables them to better choose among possible avenues toward coach preparation and professionalization. Researchers and theory builders might be interested in definitions and competency models to guide further investigation into coaching.