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Abstrak :
High-performance organizations must have supervisors with the ability to manage resources and work effectively with others. This Infoline offers a five-step method for developing a supervisory training program. It defines what it means to be a supervisor and discusses the importance of a needs assessment when designing, developing, and evaluating a training program.

Abstrak :
ABSTRAK
Undang-undang Jabatan Notaris dan peraturan perundang-undangan terkait menentukan bahwa prosedur pemeriksaan laporan masyarakat terkait dugaan pelanggaran jabatan oleh Notaris harus dilakukan secara berjenjang, mulai dari tingkat Majelis Pengawas Daerah, Majelis Pengawas Wilayah, hingga Majelis Pengawas Pusat. Penyimpangan prosedur penanganan laporan hingga berujung pada keluarnya 2 (dua) putusan yang berbeda untuk 1 (satu) perkara yang sama, yaitu Putusan Nomor 04/B/Mj.PPN/2012 dan Putusan Nomor 07/B/Mj.PPN/V/2013, menimbulkan asumsi adanya pelanggaran asas ne bis in idem oleh Majelis Pengawas Pusat Notaris. Sesuai dengan permasalahan dan tujuan penelitian, maka sifat penelitian ini adalah deskriptif analitis, artinya suatu analisis data yang didasarkan pada teori hukum yang bersifat umum diaplikasikan terhadap suatu kasus yang berujung pada munculnya 2 (dua) putusan yang berbeda yang dikeluarkan oleh Majelis Pengawas Pusat Notaris untuk 1 (satu) perkara yang sama dikaitkan dengan tuduhan pelanggaran asas ne bis in idem terhadapnya. Sedangkan dari segi pendekatannya, penelitian ini menggunakan pendekatan yuridis normatif. Tuduhan pelanggaran terhadap asas ne bis in idem pada putusan Majelis Pengawas Pusat Notaris Nomor 04/B/Mj. PPN/2012 dan putusan Nomor 07/B/Mj.PPN/V/2013 tidak terbukti, karena kedua putusan tersebut merupakan satu kesatuan yang tidak terpisahkan dan Majelis Pengawas Pusat Notaris telah menjalankan kewenangannya sesuai dengan peraturan perundang-undangan yang berlaku.

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ABSTRAK
Notary Act and related legislation determines that the procedures in handling public reports on allegations of malfeasance by a Notary should be done in stages, starting from the District Supervisory Assembly, Provincial Supervisory Assembly, to the Central Supervisory Assembly. Hazy procedures in handling a reported case has led to the issuance of 2 (two) different decisions by the Central Supervisory Assembly, i.e. decision No. 04/B/Mj.PPN/2012 and decision No. 07/B/Mj.PPN/ V/2013, which has evoked an assumption that the ne bis in idem principle had been violated. In accordance to the problems and objective of the research, this research was categorized as an analytical and descriptive research, which was an analysis of data based on the general law theory applied to a case that has led to the issuance of aforementioned decisions issued by Central Supervisory Assembly. Based on the approach, this research uses a normative juridical approach. Alleged violations of ne bis in idem principle towards Central Supervisory Assembly decision No. 04/B/Mj.PPN/2012 and No. 07/B/Mj.PPN/ V/2013 was not proven, because both decisions were inseparably linked to one another, and Central Supervisory Assembly has been implementing its authority in accordance with the legislation in force.

Abstrak :
Penelitian ini memiliki tujuan untuk melihat ada tidaknya pengaruh dari kerendahan hati relasional pada hubungan gaya supervisi dengan supervisory working alliance. Supervisory working alliance didefinisikan sebagai hubungan yang baik dan stabil antara supervisor dengan supervisee dalam hubungan supervisi yang mengindikasikan bagaimana supervisor dan supervisee memandang hubungan mereka satu sama lain (Bordin, 1983). Sementara itu, gaya supervisi didefinisikan sebagai cara seorang supervisor melakukan pendekatan, cara pemberian respon dan cara pemberian tugas dalam rangka memenuhi tujuan dari supervisi (Friedlander & Ward, 1984). Kerendahan hati relasional didefinisikan sebagai penilaian spesifik supervisee terhadap supervisor mengenai empat kualitas dari hubungan supervisi yang dijalani (Watkins, 2020). Pengukuran yang digunakan dalam penelitian ini adalah alat ukur Supervisory Working Alliance Inventory – Trainee Form (Efstation, Patton dan Kardash, 1990), alat ukur Supervisory Style Inventory - Trainee (SSI- T) (Friedlander danWard, 1984) dan alat ukur Relational Humility Scale (Davis, 2010). Partisipan penelitian ini adalah 108 mahasiswa S2 profesi psikologi klinis di Indonesia. Pengolahan data menggunakan process makro (Hayes, 2013) dengan analisis mediasi memperlihatkan bahwa kerendahan hati relasional kerendahan hati relasional memiliki peranan mediasi parsial dalam hubungan gaya supervisi terhadap supervisory working alliance ......The present study has the purpose of exploring the mediating role of relational humility in the relationship of supervisory style with supervisory working alliance. Supervisory working alliance is defined as good and reliable relationship between a supervisor and a supervisee in a supervision setting that indicates how the supervisor and the supervisee perceive their relationship with each other (Bordin, 1983). Meanwhile, supervisory style is defined as the supervisor distinct manner of approach and respond to supervisee and of implementing supervision (Friedlander &Ward, 1984). Whereas, relational humility in this study defined as the specific judgment of supervisee towards the supervisor in their supervisory relationship based upon four distinct qualities (Watkins, 2020). This following study used these instruments to measure the variables, Supervisory Working Alliance Inventory – Trainee Form (Efstation, Patton & Kardash, 1990), Supervisory Style Inventory - Trainee (SSI-T) (Friedlander & Ward, 1984) and Relational Humility Scale (Davis, 2010). 108 master degree students majoring in clinical psychology in Indonesia were chosen as participants of this study. Data analysis using process macro (Hayes, 2013) found relational humility partially mediate the relationship of supervisory style with supervisory working alliance