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"Contents :- Leading teams; engaging in leadership; basic building blocks - Influence behaviors and skills - Leadership in action - References & resources - Job aid: an action plan for engaging in team leadership "

"Penelitian ini bertujuan untuk mengembangkan Keselamatan Kesehatan Kerja dan Lingkungan K3L sebagai pengabdian masyarakat dengan pendekatan prinsip leadership engagement dan community participation melalui mekanisme pembentukan Komite K3L dengan cara mengkombinasikan indikator-indikator yang mendukung pembentukan Komite K3L di FKM UI. Jenis penelitian adalah kualitatif deskriptif dengan metode wawancara mendalam, telaah dokumen dan observasi yang menggunakan pendekatan kerangka kerja logis. Informan dalam penelitian ini merupakan representasi dari stakeholder yang terlibat dalam pembentukan K3L di FKM UI. Hasil penelitian menunjukkan Komite K3L di FKM UI belum ada anggaran yang secara khusus di alokasikan untuk menunjang program K3L serta perbaikan dan pengendalian risiko K3L yang merupakan temuan sepanjang tahun sehingga disarankan untuk memasukkan anggaran pelaksanaan program K3L tersebut ke dalam RKAT masing-masing departemen atau unit. Selain itu Komite K3L FKM UI juga belum memiliki surat keputusan pengesahan, Kebijakan K3L organisasi serta pedoman atau manual Komite K3L FKM UI yang di tandatangani oleh Manajemen Puncak sehingga disarankan agar Dekan FKM UI segera menetapkan dan mensahkan secara tertulis Komite K3L FKM UI, Kebijakan K3L organisasi serta manual pelaksanaannya dan dikomunikasikan ke semua pihak sehingga semua orang dapat mengetahui, memahami dan melaksanakan kewajiban serta perannya masing-masing dalam organisasi dan memiliki komitmen yang sama terhadap kebijakan yang ditetapkan.

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This study aims to develop Health Safety and Environment HSE as community service by leadership principles approach and community participation through mechanism of HSE Committee establishment by combining indicators that support HSE Committee establishment at FKM UI. This study was descriptive qualitative research with in depth interviews, documents review and observations methods using the logical framework approach. Informen in this study were a representatitive of the stakeholders involved in the establishment of HSE at FKM UI. The results showed that the HSE Committee FKM UI does not have a budget for supportting the HSE program as well as HSE improvement and risk control which are the findings throughout the year and it is recommended to put into the Annual Work Plan and Budget AWPB of each Department or Units. The HSE Committee FKM UI also does not have the legalization decree, HSE policy as well as guidelines or manuals of HSE Committee that is signed by the Top Management. It is recommended that Dean of FKM UI immediately establish and ratify in writing the HSE Committee, HSE policy and manual, and communicated to all parties so that everyone knowns, undertands and implements their respective obligations and roles in the organization and have the same commitment to the policy set."

"Lean must be viewed as a comprehensive, integral system consisting of four interdependent elements: leadership, culture, team, and practices and tools. Each of these necessary components affects the effectiveness of the other components. This book examines these four elements utilizing a systematic, hierarchical orientation and explains their relevance for guiding internal Lean initiatives. This book serves as a core lean reference book. It offers a strategic framework beginning with the indentification and establishment of goals, followed with strategy development, and lastly tactical choices. This model framework is cognizant of a firm's relative internal strengths and weaknesses as well as external opportunities and threats. Each of the four integral Lean system elements is explored in depth. The model framework offers a path to develop Lean leaders with practical, actionable guidelines. The model framework is suited for applications in all industries. Throughout the book, the historical evolution of the current body of Lean knowledge is also examined as well as Lean's complementary initiative, Total Quality Management. A perspective that views Lean as a customer-driven philosophy for organization-wide continuous or ongoing improvement and waste elimination is maintained throughout the book. The book concludes with an exploration of Sustainability, the current Lean frontier as well as a discussion of Lean's future, the exchange of accurate and timely information among supply chain trading partners. This offering is different from other Lean books in three fundamental ways. First, it offers and develops a comprehensive lean model based on a sound framework. Second, it examines a historical timeline of significant lean contributions. Third, it extends Lean by offering a glimpse into its future."

"Tingginya pertumbuhan tenaga kerja di perusahaan e-commerce diakui oleh Asosiasi E-commerce Indonesia, seiring dengan tingginya pengunduran diri karyawan. Oleh karena itu, komitmen karyawan merupakan masalah yang harus dihadapi oleh perusahaan e-commerce. Affective organizational commitment dapat ditingkatkan dengan meningkatkan work engagement, yang dapat meningkat jika perusahaan memiliki tempat kerja yang menyenangkan. Penelitian ini bertujuan untuk mengetahui pengaruh kesenangan di tempat kerja terhadap affective organizational commitment yang dimediasi oleh psychological capital dan work engagement. Penelitian ini menggunakan pendekatan kuantitatif melalui model persamaan struktural terhadap 260 responden. Hasil penelitian menunjukkan bahwa workplace fun tidak secara langsung mempengaruhi affective organizational commitment. Selain itu psychological capital berpengaruh negatif signifikan sementara work engagement berpengaruh positif signifikan dalam memberikan pengaruh tidak langsung antara workplace fun dan affective organizational commitment. Penelitian ini diharapkan dapat memberikan wawasan baru bagi perusahaan e-commerce dan praktisi pada umumnya tentang bagaimana meningkatkan affective organizational commitment karyawan dengan menyediakan workplace fun.

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The high growth of the workforce in e-commerce companies is admitted by the Indonesian E-commerce Association, along with high employee turnover. Therefore, employees’ affective organizational commitment is an issue that e-commerce companies must face. Affective organizational commitment can be improved by increasing work engagement, which can increase if the company has workplace fun. This study aims to determine the effect of workplace fun on affective organizational commitment mediated by psychological capital and work engagement. This study used a quantitative approach through the structural equation model to 260 respondents. The results showed that workplace fun has not directly affected affective organizational commitment. Psychological capital was negatively significant meanwhile work engagement was positively significant in providing an indirect effect between workplace fun and affective organizational commitment. This study is expected to provide new insight for e-commerce companies and practitioners in general about how to improve employees’ affective organizational commitment by providing workplace fun."

"ABSTRAKInstitusi X merupakan institusi pendidikan non gelar yang terus berusaha untuk menjadi salah satu yang terbaik dalam dunia pendidikan non gelar di Indonesia. Dengan visi untuk menjadi referensi dan preferensi bagi mitra bisnis dan karyawannya, institusi X berupaya menangkap permintaan pasar dengan menawarkan program pengembangan sumber daya manusia yang siap digunakan di tempat kerja yang mendukung kinerja perusahaan. Tidak tercapainya target pada tahun 2015 serta pensiunnya dua manajer senior secara bersamaan tanpa ada kader turut berperan dalam mempercepat terjadinya restrukturisasi dalam institusi X. Masalah berkembang ketika tim kerja yang baru ini harus memformulasikan SOP untuk timnya. Ketidakjelasan tugas, peran, kurangnya arahan dan pengawasan, serta terhambatnya komunikasi dalam tim karena komposisi tim yang kurang tepat membuat penugasan SOP semakin sulit. Di saat bersamaan, pimpinan sebagai salah satu faktor yang berperan dalam proses pengembangan tim diperlukan untuk mendorong dan memotivasi tim terkait dengan restrukturisasi yang dilakukan. Rancangan intervensi yang diajukan untuk meningkatkan efektivitas tim adalah dengan workshop dan kegiatan mentoring mengenai tugas, peran, dan SOP kepada tim yang direstrukturisasi.

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ABSTRACTInstitution X is a non-degree educational institution that strives to be one of the best in the fields of the non-degree education in Indonesia. With a vision to become a reference and preference for business partners and employees, Institution X attempts to capture the market demand by offering human resource development program that is ready to be used in the workplace to support the company's performance. Not achieving its targets in 2015, and the retirement of its two senior managers at the same time without regeneration are some factors to speed up the restructuring process. Problems appear when the new working team has to formulate its own SOP. Unclear tasks, ambigous roles, lack of direction and supervision, and the ineffective communication within the team formulating the SOP assignment makes it more difficult to realize the team effectiveness. At the same time, leadership as one of the factors that plays an important role in the development process of the team is required to encourage and motivate the team members related to the restructuring. The design of interventions is proposed to improve team effectiveness by providing workshops and mentoring activities regarding the tasks, roles, and SOP to the restructured team."

"Successfully achieve business objectives through the use of teams. Why work in teams? Simply put, PERFORMANCE! Teams vastly outperform the combined output of individuals in traditional work settings. But high performance teams require planning, accountability, and commitment. This book gives you the tools you need to build a case for teaming in your organization, set performance goals, and continually measure team effectiveness. You?ll learn how to identify and foster the characteristics of successful teams, define responsibilities for team members, and overcome common obstacles to high performance. What?s more, you will put your newfound skills to the test using real-world business case scenarios provided throughout the book. And you?ll gauge the effectiveness of your own team with in-depth self-assessment exercises. The skills you will master here can be applied to any team situation?from a single work unit team to wider multi-unit teams spanning the organization. Readers will learn how to: ? Identify the best type of team for your organization ? Perform the essential ?getting off to a good start? steps ? Define key responsibilities for team members and team leader ? Set the best goals against which to measure performance ? Anticipate and address team transitions. This is an ebook version of the AMA Self-Study course."

"The scope of leadersAE responsibilities is constantly evolving, yet certain core competencies remain the same. Find out which essential skills are crucial for effective leadership, and how to build them in todayAEs fast-paced, budget-strained work environments."