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"With contributions from an international team of scholars, this book reviews, analyses, and integrates available theory and research to give the best information possible concerning the role of culture and cultural differences in organizational dynamics."

"Budaya memiliki peran yang sangat penting di dalam Kantor Akuntan Publik (KAP). Di dalam SPM No.1 tentang Pengendalian Mutu bagi KAP yang Melaksanakan Perikatan Asurans (Audit, Reviu, dan Perikatan Asurans Lainnya) dan Perikatan Selain Asurans, terdapat tanggung jawab kepemimpinan KAP atas mutu. Di dalam unsur tersebut, budaya internal KAP bergantung dari kepemimpinan KAP. Peran pemimpin KAP dapatmenjadi salah satu penguat di dalam Kode Etik Profesi Akuntan Publik melalui budaya internal yang dibentuk. Penelitian ini bertujuan untuk mengevaluasi peran partner di KAP CDE khususnya di ABC Team dalam membentuk corporate culture berdasarkan SPM No. 1 dan Kode Etik Profesi Akuntan Publik. Peran partner ini selanjutnya menjadi bagian dari alur pembentukan budaya organisasi menurut Stephen P. Robbins. Penelitian ini menggunakan metode kualitatif dengan pendekatan studi kasus. Data yangdigunakan adalah data primer dan sekunder dengan teknik pengumpulan data berupa wawancara dan dokumentasi. Hasil analisis menunjukkan bahwa partner ABC Team pada KAP CDE telah menjalankan perannya sebagai pemimpin yang bertanggung jawab atas mutu sesuai dengan SPM No.1 dan telah menjalankan perannya dalam mempromosikan kode etik melalui budaya yang telah dibentuk. Proses pembentukan budaya di ABC Team pada KAP CDE menurut Stephen P. Robbins diawali dari filosofi pendiri ABC Team yang mengklasifikasikan visi menjadi tiga bagian yaitu people, company, dan client.Tetapi dalam praktiknya masih terdapat permasalahan terkait penanaman budaya pada karyawan, sehingga penulis mengusulkan strategi dalam kerangka sistem pengendalian manajemen yang terdiri dari kontrol sosial yaitu tone atthe top, employee socialization, selection of personnel, interactive controls, clan controls; dan kontrol teknis yaitu diagnostic controls, policies & procedures, incentive systems.

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Culture has a very important role in the Public Accounting Firm (CPA Firm). Standard on Quality Control (SQC) 1 regarding Quality Control for CPA Firms Conducting Assurance (Audit, Review, and Other Assurance Engagements) and Non-Assurance Engagements, there is a CPA Firms leadership responsibility for quality. Within these

elements, the CPA Firms internal culture depends on the CPA Firms leadership. The role of the CPA Firms leader can be one of the reinforcements in the Code of Ethics for the Professional Public Accountant through the internal culture that is established. This

study aims to evaluate the role of partners in CPA Firm CDE, especially in the ABC Team in establishing a corporate culture based on SQC 1 and the Code of Ethics for the Professional Public Accountant. The role of this partner then becomes part of the flow of organizational culture establishment according to Stephen P. Robbins. This study

uses a qualitative method with a case study approach. The data used are primary and secondary data with data collection techniques in the form of interviews and documentation. The results of the analysis show that partner of ABC Team at CPA Firm CDE has carried out his role as leader who are responsible for quality in accordance with SQC 1 and have carried out his role in promoting the code of ethics through the culture that has been established. According to Stephen P. Robbins, the process of culture establisment in the ABC Team at CPA Firm CDE begins with the philosophy of

the founder of the ABC Team which classifies the vision into three parts, namely people, company, and client. However, in practice there are still problems related to inculcating culture in employees, so the author proposes a strategy within the framework of a management control system consisting of social control, namely tone at the top, employee socialization, selection of personnel, interactive controls, clan

controls; and technical controls, namely diagnostic controls, policies & procedures, incentive systems."

"A sound theoretical framework presenting the conceptual path that in turn elaborates the tools necessary to explain the intertwined relationship between globalization, corporate culture, national culture and modernization is to be firstly developed. The design of this dissertation aims to embed in this theoretical framework methodologically reliable empirical data rather than fragmented personal experiences in regard to the intercultural processes within German enterprises as a result of internationalization and globalization."

"Pertumbuhan jumlah perusahaan yang bergerak dalam pasar global saat ini cukup pesat, hal tesebut beriringan dengan kebutuhan keahlian karyawan dengan skala internasional yang diperoleh dengan cara penugasan internasional. Penugasan internasional dilakukan dengan harapan dapat meningkatkan talenta para karyawan. Menurut penelitian sebelumnya permasalahan yang terjadi di perusahaan dalam penugasan internasional adalah terdapat kesenjangan jumlah karyawan laki-laki dan perempuan yang mendapat kesempatan untuk bertugas ke luar negeri, dimana jumlah karyawan perempuan lebih rendah daripada laki-laki. Hal tesebut terjadi karena beberapa faktor yaitu kurangnya role model, sulit menyesuaikan budaya host country, dual-career issues, dan fokus kepada karir setelah repatriasi. Dengan adanya permasalahan tersebut, penelitian ini lebih mengeksplor mengenai tantangan-tantangan yang dihadapi karyawan perempuan dalam penugasan internasional terutama bagi karyawan perempuan di Indonesia. Data kualitatif penelitian ini diperoleh dari 8 karyawan perempuan pada perusahaan multinasional dengan melakukan in-depth interview. Hasil penelitian ini menunjukkan bahwa pada work-life issues tantangan yang dihadapi perempuan adalah ststus pernikahan, anak dan time management; pada cross-cultural adjustment tantangan yang dihadapi berupa stereotyping dan tingkat cultural intelegence karyawan yang mempengaruhi penyesuaian diri mereka di host country; dan pada repatriation karyawan perempuan dihadapkan dengan tantangan reverse culture shock, career expectation, dan tingkat turnover.

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The growth of the number of companies engaged in the global market is now quite rapid, it is in tandem with the expertise needs of employees on an international scale obtained by international assignments. International assignments are carried out in hopes of increasing the talents of employees. According to previous research the problems that occur in companies in international assignments are that there are gaps in the number of male and female employees who have the opportunity to work abroad, where the number of female employees is lower than that of men. This happens because of several factors, namely the lack of role models, it is difficult to adjust the host countrys culture, dual-career issues, and focus on careers after repatriation.

With these problems, this study explores more about the challenges faced by female employees in international assignments, especially for female employees in Indonesia. The qualitative data of this study were obtained from 8 female employees in multinational companies by conducting in-depth interviews.

The results of this study indicate that in the work-life issues the challenges faced by women are the status of marriage, children and time management; on cross-cultural adjustment the challenges faced are in the form of stereotyping and the cultural level of employee intelligence that influences their adjustment in the host country; and the repatriation of female employees is faced with the challenge of reverse culture shock, career expectation, and turnover rate."

"Perkembangan teknologi, memberikan peluang luas bagi pebisnis untuk membuka usaha. Saat ini, potensi startup memberikan motivasi kepada pebisnis di Indonesia untuk memperluas bisnis mereka. Tahap awal pembentukan startup dianggap krusial, di mana keberlanjutan tim tergantung pada pembangunan keanggotaan, identitas, proses, dan komitmen. Penelitian ini memusatkan perhatian pada peran komunikasi internal dalam startup di PT PGA dengan menggunakan perspektif Communicative Constitution of Organizations (CCO) sebagai dasar teori. PT PGA adalah perusahaan yang berfokus pada pengembangan dan pemasaran merek di industri kecantikan dan perawatan pribadi. Peneliti menggunakan metode penelitian kualitatif dan pendekatan studi kasus, pengambilan data melalui wawancara mendalam. Hasil penelitian menunjukkan bahwa komunikasi ke bawah dan horizontal muncul dalam proses adaptasi, menciptakan suasana kekeluargaan dengan fleksibilitas, komunikasi informal, serta dukungan antarpribadi. Penataan diri menunjukkan otoritas atasan memainkan peran penting dalam pengambilan keputusan. Selain itu, keterlibatan anggota dalam kegiatan organisasi dan membangun komunikasi terbuka dilakukan untuk mencegah masalah dan memastikan pemahaman tugas. Koordinasi kegiatan mengatur peran atasan sebagai konseptor dan pengawas, serta komunikasi horizontal dalam menyelesaikan masalah dan memberikan dukungan. Dalam penentuan posisi lembaga, bawahan bertanggung jawab dan berkoordinasi dengan atasan terkait informasi atau masalah dengan pihak eksternal di PT PGA.

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The development of technology provides extensive opportunities for entrepreneurs to start businesses. Currently, the potential of startups motivates entrepreneurs in Indonesia to expand their businesses. The initial stage of startup formation is considered crucial, where team sustainability depends on the development of membership, identity, processes, and commitment. This research focuses on the role of internal communication in startups at PT PGA using the Communicative Constitution of Organizations (CCO) perspective as the theoretical foundation. PT PGA is a company that focuses on developing and marketing brands in the beauty and personal care industry. The researcher employs qualitative research methods and a case study approach, gathering data through in-depth interviews. The results indicate that downward and horizontal communication emerges in the adaptation process, creating a family-like atmosphere with flexibility, informal communication, and interpersonal support. Self-organization shows that the authority of superiors plays a crucial role in decision-making. Additionally, members' involvement in organizational activities and building open communication are conducted to prevent issues and ensure task understanding. Activity coordination regulates the role of superiors as conceptualizers and supervisors, with horizontal communication in problem-solving and providing support. In determining the institutional position, subordinates are responsible for coordinating with superiors regarding information or issues with external parties at PT PGA.

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"This work offers an innovative critical approach to international public relations theory and practice. It presents the cultural-economic model of international public relations practice, a model that describes and explains public relations techniques and practices in a variety of regulatory, political and cultural climates"

"The second edition of the International Handbook of Lifelong Learning is extensive, innovative, and international in scope, remit and vision, inviting its readers to engage in a critical re-appraisal of the theme of “lifelong learning”. It is a thorough-going, rigorous and scholarly work, with profound and wide-ranging implications for the future of educating institutions and agencies of all kinds in the conception, planning and delivery of lifelong learning initiatives. Lifelong learning requires a wholly new philosophy of learning, education and training, one that aims to facilitate a coherent set of links and pathways between work, school and education, and recognises the necessity for government to give incentives to industry and their employees so they can truly “invest” in lifelong learning. It is also a concept that is premised on the understanding of a learning society in which everyone, independent of race, creed or gender, is entitled to quality learning that is truly excellent.This book recognises the need for profound changes in education and for goals that are critically important to education, economic advancement, and social involvement. To those concerned about the future of our society, our economy and educational provision, this book provides a richly illuminating basis for powerful debate. Drawing extensively on policy analyses, conceptual thinking and examples of informed and world-standard practice in lifelong learning endeavours in the field, both editors and authors seek to focus readers' attention on the many issues and decisions that must be addressed if lifelong learning is to become a reality for us all. "