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"ABSTRAKPenciptaan pengetahuan (knowledge creation) memiliki arti yang sangat strategis dan sekaligus panting bagi perkembangan dunia bisnis belakangan ini. Sebab pengetahuan dapat menghasilkan inovasi dan keunggulan bersaing bagi perusahaan. Para manajer perusahaan, karenanya harus dapat mengidentitikasi dan membantu perusahaan dalam mengakses berbagai pengetahuan yang dibutuhkan dalam rangka penciptaan nilai secara berkesinambungan.Semakin pentingnya pengetahuan bagi perusahaan dapat dilihat dari perkembangan produk yang dihasilkan. Semakin canggihnya produk baik dari segi isi maupun produksi, telah mengakibatkan landasan bersaing perusahaan pun ikut bergeser pula, yakni semakin mendasarkan pada pengetahuan. Intinya adalah pada pengembangan pengetahuan yang sangat berharga dan sulit ditiru, serta yang dapat menghasilkan keunggulan bersaingsecara berkelanjutan.Meskipun arti pentingnya pengetahuan mendapatkan pengakuan secara Iuas, tetapi tidak banyak penelitian yang dilakukan terkait dengan bagaimana pengetahuan tersebut diciptakan dan diimplementasikan, terutama pengetahuan tasit (tacit knowledge) yakni pengetahuan yang berakar pada keahlian dan pengalaman yang tertanam di dalam diri setiap individu. Karena itu meski meski diakui pentingnya pengetahuan tersebut bagi keunggulan bersaing perusahaan, tetapi tidak banyak perusahaan yang memperoleh manfaat dari pengetahuan tersebut.Bertolak dari hal itu maka penelitian dilakukan terhadap industri batik. Industi yang banyak mengandalkan pada saat tidak berwujud atau pengetahuan tasit tersebut. Industri batik dipilih juga karena selain memiliki basis akar budaya yang Iuas di seluruh wilayah nasional dan banyak digeluti oleh masyarakat, terutama lapisan bawah, Serta banyak menyerap tenaga kerja. Industri batik juga merupakan produk yang inovatif disamping masih menyimpan potensi yang belum dikembangkan secara optimal.Penelitian ini dilakukan di empat daerah pusat perkembangan industri batik yakni Solo, Yogyakarta, Pekalongan, dan Cirebon. Empat daerah ini sekaligus mewakili karakteristik batik yang ada yakni Solo dan Yogyakarta mewakili batik keraton, sedangkan Pekalongan dan Cirebon mewakili batik pesisir. Tujuan penelitian ini adalah untuk merekonstruksi model penciptaan pengetahuan para perusahaan batik di empat daerah industri.Penelitian ini menggunakan pendekatan positivistik dan melibatkan 171 responden yang mewakili masing-masing perusahaan (sample) yang berasal dari sebanyak 220 popuiasi perusahaan batik skala menengah dan besar di empat daerah. Data diperoleh dengan menggunakan metode survey dengan menggunakan daftar pertanyaan. Sedangkan untuk pendalamannya dilakukan wawancara dengan para informan yang dipilih dan mewakili perusahaan mereka masing-masing. Data diolah dan dianalisis dengan menggunakan statistik model persamaan struktural (Struktural Equation Modelling-SEM).Adapun software yang digunakan dalam mengolah data ini adalah Program LISREL (Linear Structural Retations) yersi 8.50. Penelitian dilakukan pada Agustus 2004 sampai dengan Juni 2005.Hasil penelitian menunjukkan bahwa terjadi konversi pengetahuan dari sosialisasi, ekstemalisasi, kombinasi, dan internalisasi dalam perusahaan batik di empat daerah. Konversi pengetahuan inilah yang kemudian menghasilkan pengetahuan baru serta kemudian menjadi pendorong bagi inovasi. Penciptaan pengetahuan di empat daerah industri batik dapat berlangsung karena didukung oleh Iingkungan perusahaan. Terdapat satu variable yang tidak signitikan, yakni variabel pengulangan yang termasuk di dalam kondisi pendukung.Ditemukan pula bahwa proses penciptaan pengetahuan perusahaan berlangsung dengan baik di Pekalongan, kemudian Cirebon, menyusul Yogyakarta dan terakhir Solo. Demikian pula daerah pesisir Pekalongan dan Cirebon Iebih baik dibandingkan daerah keraton Solo dan Yogyakarta dalam hal penciptaan pengetahuan. Sementara itu antara Yogyakarta dengan Cirebon, meskipun keduanya mewakili daerah dengan karakteristik batik yang berbeda, tetapi keduanya tidak berbeda dalam hal penciptaan pengetahuan.Hasil penelitian ini menyimpulkan bahwa perusahaan-perusahaan batik yang berada di empat daerah industri batik memiliki berpotensi untuk dapat dikembangkan menjadi perusahaan-perusahaan yang mampu menciptakan inovasi secara terus menerus. Mengingat penelitian ini unit analisisnya perusahaan, maka potensi yang dimiliki perusahaan-perusahaan batik berupa adanya penciptaan pengetahuan, tidak akan mampu memberikan berarti banyak apabiia tidak didukung oleh kondisi Iingkungan (makro ekonomi) yang kondusif.

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ABSTRACTKnowledge creation plays an important role in the development of business nowadays because knowledge could generate innovation that could lead into competitive advantages. Therefore the management should be abie to identify and access various knowledge needed for a continuous process of value creating.Even though the importance of knowledge has been widely acknowledged, there is not much study has been done in the correlation to how knowledge is created and implemented especially the one conceming tacit knowledge, a knowledge uniquely owned by one individual that originated from his or her skills and experiences. Therefore, even though the importance of it for company's competitive advantage is already been acknowledge, not many company get benefit from it.This study is focusing in batik industry, because the base of this industry is more into intangible assets or tacit knowledge. It also has a wide cultural basis in Indonesia and takes up a lot of man power. Batik is an innovative product that still hasn't reach its full potential. Therefore with this study we can reveal the importance of tacit knowledge in terms of helping the innovation process in batik industry.The study take place in four batik industry region which is Solo, Yogyakarta, Pekalongan and Cirebon. This four regions are also representing the characteristic of batik. Solo and Yogyakarta are representing ?Batik Keraton? and Pekalongan and Cirebon are representing ?Batik Pesisi|". The objective of this study is to reconstruct a model of company's knowledge creation process in all four industry region.The approach used in this study is ?positivistic". There are 171 respondents who representing each company (sample) originated from middle and large scale batik companies in the four study areas. The data is acquired using questionnaires and in depth interviews with selected companies? representatives. Strukturai Equation Modelling-SEM is used for the data processing and analysis while the software used is LISREL (Linear Structural Relations) 8.50 version. The study took place from August 2004 to June 2005.This study shows that the conversion of knowledge from socialization, externalization, combination and internalization is exist in the batik's companies in all four area. Later on this conversion will lead into new knowledge and becoming the drive for innovation. Knowledge creating processes in all four batik industrial area could take place because it is supported by companies? environment but there is one insignificant variable which is redundancy.It also discovered that company's knowledge creating process is signiticantly found in Pekalongan and then Cirebon, Yogyakarta and Solo. The study also conclude that ?Pesisir" areas, Pekalongan and Cirebon is better than Yogyakarta and Solo in terms of knowledge creating process and found out that even though Yogyakarta and Cirebon is representing different batik characteristic, they both share the same approach in the knowledge creating process.This study is concluding that batik's companies in four industrial areas have the potential to create a continuous innovation process. Considering the unit analysis in this study is company, this potential will not have a significant effect without a conducive macro economy condition."

"Di dalam banyak penelitian, kreasi pengetahuan hanya berbicara mengenai bagaimana mengontrol pengetahuan tetapi tidak mampu mendukung pengetahuan yang ada sehingga seringkali kegiatan-kegiatan perusahaan tidak membuat kreasi pengetahuan timbul. Kreasi pengetahuan yang produktif dan berkelanjutan membutuhkan lebih banyak usaha/aktivitas yang dijalankan oleh individu-individu di dalam organisasi sehingga memampukan pencapaian hal tersebut. Enabler pengetahuan mencakup aktivitas-aktivitas organisasi yang dihubungkan dengan kreasi pengetahuan terdiri dari lima enabler yaitu: 1. visi bersama, 2. pengelolaan percakapan, 3. mobilisasi penggerak pengetahuan, 4. penyediaan lingkungan yang kondusif, 5. penyebaran pengetahuan internal. Dalam disertasi ini dibahas mengenai pengaruh yang signifikan antara komponen enabler pengetahuan dengan kreasi pengetahuan terhadap pengetahuan perusahan di kelompok Kalbe dan perbedaan yang signifikan antara komponen enabler pengetahuan dengan kreasi pengetahuan terhadap pengetahuan perusahaan dilihat dari sudut pandang kelompok manajer dan kelompok karyawan di kelompok Kalbe. Populasi penelitian ini adalah seluruh karyawan kelompok Kalbe yang berjumlah 9300 orang (300 manajer dan 9000 karyawan) dengan sampel penelitian berjumlah 200 responden (40 manajer dan 160 karyawan) ditentukan dengan cara stratified purposive random sampling. Pengumpulan data dilakukan dengan menggunakan LISREL (Linear Structural Relationship) dan Metode Persamaan Struktural (Structural Equation Model) diperoleh kesimpulan bahwa: 1. Visi bersama selalu disosialisasikan baik pada pertemuan-pertemuan formal dan infomal serta pada billboard setiap lantai gedung sehingga karyawan mengetahui apa yang menjadi visi bersama perusahaan. Visi bersama sebagai enabler pertama mempunyai pengaruh yang signifikan terhadap penyediaan lingkungan yang kondusif dan mobilisasi penggerak pengetahuan (hal 173); 2. Partisipasi karyawan yang aktif berbicara dalam setiap pertemuan CFI? (cross functional team) yang diadakan memegang peranan yang sangat penting untuk mengetahui apakah ide/konsep yang telah dibuat CFC (cross functional comittee) dapat dijalankan atau tidak. Pengelolaan percakapan tidak Iepas dari peran direksi/manajer, 3. Mobilisasi pengggerak pengetahuan dipengaruhi signifikan oleh visi bersama dan pengelolaan percakapan. Peran penggerak pengetahuan di kelompok usaha Kalbe dipegang oleh direksi/manajer yang secara sporadis mengusahakan agar setiap pertemuan terjadi sharing dan saling benchmark di antara perusahaan yang rutin diadakan, 4. Penyediaan lingkungan yang kondusif dipengaruhi secara signifikan oleh visi bersama, dalam arti bahwa dengan mengetahui visi bersama, maka setiap kegiatan yang dijalankan akan mendukung pencapaian visi bersama sehingga kebebasan menggunakan internet, teleconference adalah untuk kepentingan perusahaan dan membuat antar karyawan saling berinteraksi dengan cepat (hal 181). 5. Penyebaran pengetahuan internal tercermin melalui berita-berita yang dirangkum di dalam bulletin-board perusahaan, 6. Kreasi pengetahuan dipengaruhi secara signifikan oleh visi bersama, pengelolaan percakapan, mobilisasi penggerak pengetahuan dan penyebaran pengetahuan internal (hal 187-188), 7. Adapun program untuk meningkatkan sumberdaya yang dilakukan adalah mengadakan seminar-seminar dengan memanggil para pakar yang anti di bidangnya, pelatihan in -house training dan external training. Pengetahuan perusahaan di kelompok kalbe bukan hanya jarang dimiliki tetapi juga sulit ditiru (hal 191-192).Adapun rekomendasi yang diusulkan dalam penelitian ini adalah: 1. Perlu ditekankan kepada sluruh direksi/manajer bahwa peran penggerak pengetahuan rnerupakan tugas dan tanggungjawab mereka sehingga memberikan job description yang jelas dan diperhitungkan sebagai indikator penilaian kinerja jabatan, 2. Penyebaran pengetahuan internal tugas dari seluruh manajer yang ada dan didukung oleh seluruh karyawan, 3. Perlu forum bagi karyawan baik di kantor pusat maupun cabang untuk dapat mempresentasikan kreasi pengetahuan secara langsung ke manajer-manajer dan rekan kerja sebagai wadah untuk membangkitkan kreasi pengetahuan Ialu setelah itu dianalisis apakah kreasi pengetahuan tersebut bermanfaat atau tidak. Bagi karyawan Iebih baik mengikuti workshop/training (Iebih aktif) daripada mengikuti seminar-seminar yang sifatnya hanya mendengarkan saja (Iebih pasif), 4. Perlu forum bagi karyawan baik di kantor pusat maupun cabang untuk dapat mempresentasikan kreasi pengetahuan secara langsung ke manajer-manajer dan rekan kerja sebagai wadah untuk membangkitkan kreasi pengetahuan Ialu setelah itu dianalisis apakah kreasi pengetahuan tersebut bermanfaat atau tidak.

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Most researches convey the knowledge creation is all about controlling knowledge rather than supporting it; which allows inability of knowledge creation in corporate activities. lt needs more works/activities on individual level within the organisation to enable the attainment of productive and sustainable knowledge creation. There are live enablers which are organisational activities related to knowledge creation: [1] Common goal, [2] Conversation management, [3] Knowledge-mover mobilisation, [4] The provision of supportive environment, [5] lntemal knowledge distribution.

This dissertation discusses the effect of enablers on knowledge creation and how significant it would affect Kalbe Group's corporate knowledge. Furthermore, we will also see the significant differences of that effect between managers and subordinates within the group. Research population is 9300-total Kalbe Group's employees (300 managers and 9000 subordinates); 200 (40 managers and 160 subordinates) of which are determined as respondent samples by stratified purposive random sampling method.

The data polling process - conducted in accordance with the Linear Structural Relationship (LISREL) method and the Structural Equation Model - resulting in the following conclusions:

[1] The common goal of the corporation has always been well-socialised to its employees, either in format or infonnal meetings. The usage of billboard presentation on every floor of the corporate building has also been a common way of presenting it common goal as the first enabler has significant effect on providing supportive environment and mobilising knowledge-mover (p 173).

[2] Subordinates' participation in form of active-conversing within cross functional team (CFT) meetings proved to be crucial in determining whether the concepts or ideas generated by the cross functional committee (CFC) are applicable. Thus, the conversation management is an executivelmanagerial responsibility.

[3] Knowledge-mover mobilisation is effected significantly by common goal and conversation management. This role of knowledge-mover in Kalbe Group is engaged by executive officers/managers who sporadically endeavour the presence of sharing and benchmarking in every routine corporate meeting.

[4] The provision of supportive environment is effected significantly by common goal, to the extent of by comprehensively realising the common goal; every activity conducted within the corporation is every effort to achieve if. Hence, the free usage of today's telecommunication technology (i.e. internet, teleconference, etc.) is for the corporate interest and helping faster interaction between employees (p 181).

[5] lnternal knowledge distribution is reflected by information attached on corporate bulletin board.

[6] Knowledge creation is effected signincantly by common goal, conversation management, knowledge-mover mobilisation and internal knowledge distribution (p 187-188).

[7] There are also programmes conducted to enhance the human resource, e.g. seminars involving relevant expertise, in-house training and external; which come to the image that Kalbe Group?s corporate knowledge, not only scarcely found in other corporations, it is also hardly to follow (p 191-192).

However, there are some recommendations generated from this research to be considered:

[1] the important role as knowledge-movers for all members of executive board and managers should be put into theirjob description, and also into the perspective of their performance evaluation indicator.

[2] Managers have the duty in distributing internal knowledge with the full support of their subordinates.

[3] For employee-enhancement programmes, interactive workshops/trainings are more endorsed to be participated than those of passive seminars.

[4] There is a necessity in providing a forum for subordinates in the headquarters as well as branches, to express their views and ideas in the manner of openness and straight-forwardness both to managers and colleagues alike that would generate knowledge creation; Those polled ideas can be analysed later on of its contribution to the enhancement of corporate knowledge."

"Peran perusahaan kecil menengah dalam pengokohan ekonomi Indonesia, khususnya dalam peningkatan lapangan kerja, sangal besar. Namun kalau dilihat kontribusinya atas PDB, tingkat produktifitas UKM masih sangat kecil, daya saingnya juga masih rendah. Semua itu bermuara pada kinerja yang juga masih rendah. Padahal potensi sumber daya dan peluang pasar UKM sangat besar. Faktor apa yang mempengaruhi kinerja UKM di Indonesia menjadi pertanyaan dalam penelitian ini.Kinerja usaha dipengaruhioleh segitiga interaksi antara faktor internal perusahaan, lingkungan industri dan kebijakan publik ( Day, et.aI, 1997) . Kinerja usaha merupakan suatu proses di mana faktor internal ( Sumber daya, kapabilitas, Orientasi kewirausahaan) dan lingkungan industri menjadi input untuk pembuatan strategi organisasi Proses ini akan berjalan dengan baik apabila didukung kebijakan pemerintah yang akan mempengaruhi faktor internal dan faktor ekternal.Berdasar hal tersebut di atas maka tujuan penelitian ini adalah menguji pengaruh faktor internal (sumber daya, kapabilitas, orientasi kewirausahaan) , strategi serta lingkungan industri terhadap kinerja usaha; menguji pengaruh kebijakan pemerintah terhadap faktor internal, strategi dan Iingkungan industri ; menganalisis perbedaan model pengembangan kinerja UKM berdasarkan Iokasi usaha, orientasi pasar dan usia perusahaan ; menganalisis berbagai kebijakan dan kelembagaan pemerintah yang terkait dengan pengembangan UKM.Penelitian ini menggunakan pendekatan positivistik dengan melibatkan 152 UKM industri komponen otornotif di jabodetabek, Sukabumi, Bandung dan Tegal. Teknik pemilihan sampel yang digunakan adalah teknik stratifikasi sampling. Data diperoleh dengan menggunakan metode survey dengan menggunakan daftar pertanyaan. Untuk pendalaman dilakukan wawancara dengan para informan terpilih yang mewakili berbagai kelompok. Data diolah dan dianalisis dengan menggunakan statistik model persamaan struktural (Struktural Equation Model-SEM), dengan menggunakan software LISREL, selain itu digunakan pula uji perbedaan rata-rata serta dilengkapi pula dengan analisis kualitalif untuk memperdalam analisis kebijakan dan kelembagaan pemerintah serta studi perbandingan beberapa negara. Penelitian dilakukan pada Desernber 2006 sampai Juli 2007.Hasil penelitian menunjukkan bahwa (1) variabel sumber daya yang dimediasi oleh strategi memberi pengaruh yang signifikan terbesar terhadap kinerja, (2) variabel kapabilitas yang dimediasi oleh strategi memberi pengaruh yang signifikan terhadap kinerja, (3) variabel orientasi kewirausahaan yang dimediasi oleh stratagi membari pengaruh yang tidak signifikan terhadap kinerja, (4) variabel Hngkungan eksternal yang dimadiasi olah strategi memberi pengaruh yang signifikan terkecil terhadap kinerja, (5) Kebijakan pernerintah memberi pengaruh yang signifikan terbesar ternadap kapabihtas, disusul dengan sumber daya dan lingkungan industri , sadangkan kebijakan pemerintah memberikan pengaruh signifikan terkecil tarhadap orientasi kewirausahaan (6) Kebijakan pemerintah memberi pengaruh yang tidak sugnifikan terhadap strategi perusahaan.Ditemukan pula bahwa tidak terdapat perbedaan berdasarkan lokasi usaha dan orientasi pasar UKM, namun terdapat perbedaan yang nyata berdasarkan usia perusahaan. Pola perbedaannya terjadi antara perusahaan yang berusia di bawah 10 tahun dengan perusahaan yang berusia di atasnya. Perusahaan yang berusia di atas 10 tahun cenderung stagnan dan kurang berkambang, hal ini berbeda dengan konsep siklus industri yang mengatakan bahwa perusahaan akan terus tumbuh sampai fase kematangan sebelum kemudian cenderung mangalami panurunanjika tidak ada inovasi baru.Ditemukan bahwa meskipun kebijakan pemerintah mempunyai peran yang besar dalam menlngkatkan sumber daya dan kapabltas UKM. Namun perangkat kebijakan dan perangkat kelembagaan masih belum mampu mendorong inovasi dan imitasi teknologi UKM. Masih banyak kebijakan pemerintah yang tidak koheren serta kelembagaan yang kurang terkoordinasi dan tidak terintegrasi.Hasil penelitian ini meyimpulkan bahwa UKM yang berada dilokasi penelitian memiliki potensi besar untuk dikembangkan menjadi perusahaan yang mampu menciptakan kinerja yang unggul. Pengembangan UKM membutuhkan komitmen yang kuat, kegiatan yang terencana, kabijakan yang mendukung dan kelembagaan yang terintegrasi. Melalui perlindungan, pembelajaran dan pemacuan industri. Perlindungan dilakukan dangan adanya kebijakan parsyaratan kandungan lokal, tarif bea masuk yang tinggi bagi komponen impor, dan peraturan subcontarcting. Pembelajaran dilakukan dengan melakukan investasi dalam sumber daya manusia, kemitraan dengan lembaga lain yang menghasilkan dan memasok teknologi. Pertumbuhan dipacu oleh kebijakan industri, perdagangan dan invastasi yang kondusif dan konsisten, reformasi kelembagaan , dukungan Iembaga keuangan dan jaringan perusahaan muItinasional. Pengembangan UKM akan sangat berarti jika dilakukan pemerintah dalam bentuk Sistem lnovasi Nasional yang menekankan adanya kebujakan dan kelembagaan yang terintegrasi.The role of small medium enterprises (SME) in strengthening Indonesian economy has been significant, particularly in creating more work employments. However, in terms of its contribution to PDB, the level of productivity of SME is insignificant, and so forth is its level of competitiveness. Overall, this is because of the lack of performance among SME, even though the potency of resources and market opportunities have existed. This study will attempt to elaborate what factors which mainly affect the performance of SME in Indonesia.

Business performance is affected by a triangle interaction of company internal factor, industrial environment and public policy (Day, et al, 1997). It is a process which internal factor (resources, capabilities, entrepreneurship orientation) and industrial environment become input for strategical organization. This process will smoothly run if it is supported by government policy which affect to internal and external factors.

Above all, the aim of this study is to attest the effects of internal factor (resources, capabilities, entrepreneurship orientation), strategy and industrial environment toward business performance; to attest the effects of government policy toward internal factor, strategy and industrial environment; to analyze the different model of SME performance development based on location, market orientation and age of company; to analyze various government policies and government institution which involved in developing SME.

This study emphasizes the use of positivist approach which involves 152 SME automotive component across Jabodetabek, Sukabumi and Tegal. The stratification sampling is applied. Data are collected by survey method and list of questioner ln more depth. a series selected interviews are completed amid various groups. Furthermore, data are elaborated and analyzed by Structural Equation Model (SEM) with LISREL software. ln addition it is analyzed by Analysis of Variance completed with qualitative analysis to deepen observed its policy analysis and government institution also to comparative studies of few countries. The study was conducted from December 2006 until July 2007.

The study shows that (1) variable of resources which mediated by strategy affect to performance significantly, (2) variable of capabilities which mediated by strategy affect to performance significantly, (3) variable of entrepreneurship orientation which mediated by strategy affect the less significant to performance, (4) variable of external environment which mediated by strategy affect the least significant to performance. (5) government policy affect the most significant toward capabilities, next to resources and industrial environment, whilst government policy affect the least significant to entrepreneurship orientation, (6) government policy affect insignificantly to company strategy.

It is found that there is no difference in terms of business location, and market orientation of SME, but there is significant difference in terms of company's age. The difference model happens to company which their ages are under 10 years compared to the older. Companies over 10 years of age tend to stagnant and steady, in which contrary to concept of industrial cycle that concludes company will grow up until reaches its mature before it lead to decrease if absence of new innovation.

The study found that even though government policy plays significant role in developing resources and capabilities of SME, however it does not correlate positively in terms of boasting innovation and technology imitation amid SME. Enormous of government policies are not coherent, uncoordinated and disintegral with related institutions.

This study concludes that SME which located have been observed have significant potency to be developed into the best performance companies. Therefore, development of SME will chiefly contribute by creating National innovation System which emphasizing the existence of integrated policies and institutions."

"ABSTRAKPengolahan tepung ikan dari limbah hasil perikanan sebagai bahan baku pupukorganik telah mulai berkembang di Indonesia. Pemanfaatan ini memberikan nilaiekonomis bagi limbah hasil perikanan dan devisa negara serta berdampak positifbagi lingkungan. Di sisi lain, ekspor tepung ikan untuk pupuk dengan pasartunggal Jepang mengalami penolakan karena sering terkontaminasi hewan selainikan, seperti material sapi dan material ayam yang dikhawatirkan akan menjadimedia pembawa penyakit.Penelitian ini bertujuan untuk mengidentifikasi kontaminasi material hewan selainikan pada tepung limbah ikan untuk pupuk dengan menggunakan metodepolymerase chain reaction (PCR), mengetahui pada tahapan proses manaterjadinya kontaminasi material hewan selain ikan, serta pengembangan sistempengolahan tepung limbah ikan untuk pupuk dengan mengadopsi sistem HazardAnalysis Critical Control Point (HACCP), yang dilakukan di suplier ataupengumpul di Muara Angke - Jakarta serta unit pengolah tepung ikan di Sidoarjodan Banyuwangi - Jawa Timur.Hasil penelitian menunjukkan bahwa pada tahap suplier dan unit pengolahantepung limbah ikan, kontaminasi material ayam dan material sapi positif terdeteksimelalui identifikasi DNA dengan metode pengujian PCR, yaitu 133 bp untuk ayamdan 271 bp untuk sapi. Perlakuan penambahan bulu ayam pada tepung ikansebesar 5%, 10%, 15% dan 20 % memberikan hasil yang berbeda nyata terhadappeningkatan protein non nitrogen tepung ikan, sehingga penambahan materialayam diduga sengaja ditambahkan untuk mengelabui (economic fraud)peningkatan protein tepung ikan.Penerapan sistem Hazard Analysis Critical Control Point (HACCP) secarakosisten dapat meningkatkan jaminan mutu tepung limbah ikan. Peran pemerintahdalam sistem sertifikasi, yaitu sertifikat HACCP untuk proses pengolahan tepungikan dan sertifikat kesehatan (Health Certificate) untuk produk akan mampumenyelesaikan kasus penolakan tepung limbah ikan di negara importir khususnyaJepang.Direkomendasikan bahwa pengolahan tepung ikan untuk pupuk perlu menerapkansistem pengendalian mutu berdasarkan konsepsi HACCP.

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ABSTRACTProcessing of fish meal from fishery waste as raw material for organic fertilizerhas been processed in Indonesia. The utilization of fishery waste generateeconomic value and foreign exchange as well as posotive impact to theenviroment. On the other hand, export of this product to Japan, considered as asingle market destination, have been rejected quite often due to its contaminated byother animal material such as bovine and chicken which could be used as media ofdiseases.The objection of this study are to identify animal material contamination other thanfish in fish meal product using polymerase chain reaction (PCR) methode andprocessing step contaminated, as well as development of product processingsystem by adopting HACCP in supplier and processing unit in Muara Angke –Jakarta, Sidoarjo – East Java and Banyuwangi - East Java.The result shows that in the supplier and processing unit, contaminants of bovineand chicken material have been detected using DNA identification by polymerasechain reaction (PCR), which are 133 bp for chicken and 271 bp for bovinematerial. Treatments carried out by addition of chicken feather of 5%, 10%, 15%and 20% to the product, show significantly different increasing of protein contentdetected, of which this economic fraud have always done by supplier andprocessor. Consistent implementation of HACCP system will increasing thequality assurance of product. Government roles in HACCP certification system forproduct processing ang Health Certificate to the product will give solution toeliminate rejection in country destination, especially Japan.It is highly recommended that application of the haccp system in processing offish meal shall be implemented."

"[ABSTRAKUpaya pemerintah memperbaiki kinerja Pegawai Negeri Sipil (PNS) mulaiditerapkan pada program Reformasi Birokrasi. Merujuk pada Peraturan Presiden(Perpres) No. 81 tahun 2010 tentang Grand Design Reformasi Birokrasi 2010–2025 dan Peraturan Menteri Pendayagunaan Aparatur Negara dan ReformasiBirokrasi (Permenpan&RB) No. 20 Tahun 2010 tentang Road Map ReformasiBirokrasi 2010-2014, salah satunya Penataan Sistem Manajemen SDM Aparaturmelalui budaya kerja.Proses adopsi budaya kerja oleh PNS menggunakan teori Proses Difusi InovasiEverett M. Rogers. Evaluasi dari implementasi proses difusi inovasi denganmodel konsep struktur Howard Greenbaum.Penelitian menggunakan pendekatan kualitatif, dengan strategi penelitian studikasus.Hasil penelitian mengungkapkan penggunaan saluran komunikasi, dimensi jangkawaktu serta perilaku dan komitmen pimpinan merupakan hal penting bagi PNSdalam mengadopsi, merubah pola pikir dan perilaku sesuai dengan budaya kerjayang berlaku.Evaluasi saluran komunikasi proses difusi inovasi mempengaruhi tercapainyatujuan organisasi. Evaluasi bertujuan agar proses difusi inovasi berjalanberkesinambungan hingga tercapainya perubahan perilaku PNS.

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ABSTRACTGovernment effort towards upgrading the work performance of Civil Servantshas been implemented in the Bureaucratic Reformation program. Referring to thePresidential Regulation number 81, 2010 about the Grand Design of the 2010–2025 Bureaucratic Reformation and the Minister for the Empowerment of StateApparaturs Regulation and Bureaucratic Reformation number 20, 2010 about theRoad Map of the 2010-2014 bureaucratic Reformation, which covers theArrangement of the Apparaturs Human Resources Management System throughwork culture.The adoption process of work culture by the Civil Servants applies the DiffusionInnovation Process theory of Everett M. Rogers. The evaluation of the processimplementation applies the structural concept model of Howard Greenbaum.The research uses qualitative approach, along with the case study researchstrategy.The result of this research reveals the uses of communication channels, timeframe dimension, and the importance of the leaders' behaviour and commitmentfor Civil Servants (PNS) in order to adopt and change their behaviour and way ofthinking which are more appropriate to the standard work culture that holds true.The evaluation of communication channels of the diffusion innovation processinfluences the organization goals. The evaluation aims at the continuous diffusioninnovation process to change the Civil Servants' behaviour, Government effort towards upgrading the work performance of Civil Servantshas been implemented in the Bureaucratic Reformation program. Referring to thePresidential Regulation number 81, 2010 about the Grand Design of the 2010–2025 Bureaucratic Reformation and the Minister for the Empowerment of StateApparaturs Regulation and Bureaucratic Reformation number 20, 2010 about theRoad Map of the 2010-2014 bureaucratic Reformation, which covers theArrangement of the Apparaturs Human Resources Management System throughwork culture.The adoption process of work culture by the Civil Servants applies the DiffusionInnovation Process theory of Everett M. Rogers. The evaluation of the processimplementation applies the structural concept model of Howard Greenbaum.The research uses qualitative approach, along with the case study researchstrategy.The result of this research reveals the uses of communication channels, timeframe dimension, and the importance of the leaders' behaviour and commitmentfor Civil Servants (PNS) in order to adopt and change their behaviour and way ofthinking which are more appropriate to the standard work culture that holds true.The evaluation of communication channels of the diffusion innovation processinfluences the organization goals. The evaluation aims at the continuous diffusioninnovation process to change the Civil Servants' behaviour]"

"[Penelitian ini bertujuan untuk menganalisis apakah terdapat pengaruh antara psychological empowerment terhadap motivasi karyawan disabilitas. Serta apakah variabel kepuasan kerja menjadi variabel moderator antara psychological empowerment dan motivasi karyawan disabilitas di PT. Indosiar Visual Mandiri. Penelitian ini menggunakan pendekatan kuantitatif. Pengambilan sampel dalam penelitian ini dilakukan dengan sensus, menggunakan total sampling dengan jumlah30 orang karyawan penyandang disabilitas. Instrumen penelitian ini menggunakan kuesioner dan dianalisis menggunakan linier regression dan moderated regression analysis. Perusahaan merasa ikut bertanggungjawab mempekerjakan para penyandang disabilitas dan ini menjadi bagian dari program CSR (corporate social responsibility) karena perusahaan percaya bahwa setiap orang berhak mendapatkankesempatan yang sama. Secara umum kebijakan ini berkaitan dengan upaya meningkatkan reputasi perusahaan. Humanity sebagai salah satu misi dari perusahaan juga menggambarkan adanya kepedulian terhadap lingkungan sekitar yang menunjang pemberdayaan masyarakat terhadap masalah kesejahteraan sosialkhususnya bagi para penyandang disabilitas. Selain itu perusahaan juga mendapatkan insentif pajak dari pemerintah karena telah konsisten mempekerjakan penyandang disabilitas. Hasil penelitian ini menunjukkan bahwa terdapat pengaruh antara psychological empowerment terhadap motivasi kerja karyawan disabilitas. Sertavariabel kepuasan kerja menjadi variabel moderator antara psychological empowerment dan motivasi karyawan disabilitas di PT. Indosiar Visual Mandiri;This study aimed to analyze whether there is influence between psychological empowerment of the disabled employee motivation. And whether the variable job satisfaction be a moderator variable between psychological empowerment andmotivation of employees disability in PT. Indosiar Visual Mandiri. This study uses a quantitative approach. The samples in this study conducted by the census, using sampling with a total number of 30 employees with disabilities. The instrument of this study using a questionnaire and analyzed using linear regression and moderatedregression analysis. The company felt partly responsible employ persons with disabilities, and it became part of CSR (corporate social responsibility) because the company believes that everyone deserves the same opportunity. In general, these policies related to efforts to improve the reputation of the company. Humanity as one of the missions of the companies also describe their concern for the environment that support the empowerment of communities to social welfare issues, especially for persons with disabilities. In addition the company also received tax incentives from the government because it has been consistently employ persons with disabilities. The results showed that there is influence between psychological empowerment onemployee motivation disabilities. As well as job satisfaction variables become moderator variable between psychological empowerment and motivation of employees disability in PT. Indosiar Visual Mandiri., This study aimed to analyze whether there is influence between psychologicalempowerment of the disabled employee motivation. And whether the variable jobsatisfaction be a moderator variable between psychological empowerment andmotivation of employees disability in PT. Indosiar Visual Mandiri. This study uses aquantitative approach. The samples in this study conducted by the census, usingsampling with a total number of 30 employees with disabilities. The instrument ofthis study using a questionnaire and analyzed using linear regression and moderatedregression analysis. The company felt partly responsible employ persons withdisabilities, and it became part of CSR (corporate social responsibility) because thecompany believes that everyone deserves the same opportunity. In general, thesepolicies related to efforts to improve the reputation of the company. Humanity as oneof the missions of the companies also describe their concern for the environment thatsupport the empowerment of communities to social welfare issues, especially forpersons with disabilities. In addition the company also received tax incentives fromthe government because it has been consistently employ persons with disabilities. Theresults showed that there is influence between psychological empowerment onemployee motivation disabilities. As well as job satisfaction variables becomemoderator variable between psychological empowerment and motivation ofemployees disability in PT. Indosiar Visual Mandiri]"

"Kepemimpinan dalam organisasi telah lama menjadi perhatian utama para praktisi dan akademisi. Hal ini disebabkan pemimpin organisasi memiliki posisi sentral dalam menggerakkan seluruh sumberdaya organisasi untuk mencapai tujuannya. Praktek kepemimpinan yang relevan dengan kondisi kebutuhan organisasi akan mampu menghantarkan organisasi mencapai tingkat kinerja tertentu. Persoalannya kemudian adalah model kepemimpinan apa yang relevan diterapkan dalam sebuah organisasi. Dalam berbagai literatur, ditemukan berbagai teori kepemimpinan dimulai dari teori kepemimpinan sifat, prilaku, kontingensi atau situasional, sampai teori kepemimpinan integratif Kepemimpinan integratif kemudian berkembang menjadi teori kepemimpinan transaksional, visioner, kharismatik dan transformasinnal. Dari teori kepemimpinan transformasional selanjutnya berkembang menjadi teori kepemimpinan superleadership. Khusus dalam studi ini, kepemimpinan yang dimaksudkan adalah kepemimpinan superleadership yang dikembangkan oleh Manz dan Sims. Teori kepemimpinan superleadership inilah yang ingin diteliti dalam konteks Kantor Pelayanan Pajak (KPP) di DKI Jakarta. Kepemimpinan superleadership diartikan sebagai pemimpin yang melakukan pengembangan bagi pegawainya agar mampu menjadi self-leadership. Di sisi lain, kinerja merupakan faktor yang sangat penting bila dilihat dari perspektif keberlangsungan organisasi karena kinerja dapat menjadi ukuran sehat atau tidaknya sebuah organisasi. Dalam konteks sektor publik, fungsi kinerja tidak hanya sebagai alat ukur sejauhmana tingkat keberhasilan rencana stratejik yang telah ditetapkan sebelumnya, melainkan pula kineaja berfungsi sebagai sarana pertanggunjawaban dan komunikasi organisasi dengan publik atau stakeholder. Berdasarkan pemahaman tersebut, penelitian ini bertujuan untuk mengkonfirmasi dan sekaligus menganalisis struktur hubungan yang sesuai dan signifikan antara praktek superleadership dengan kinerja KPP di DKI Jakarta. Strategi yang diterapkan oleh pemimpin yang mempergunakan model kepemimpinan superleadership adalah menfokuskan diri pada semua tingkatan (Ievel) organisasi. Artinya, upaya pengembangan superleadership dimulai dari tingkat individu, tingkat tim sampai ke tingkat organisasi. Pada tingkatan individu, pemimpin berupaya memimpin pegawai untuk menjadi self-leadership (leading individual to become self-leadership). Pada tingkatan tim, pemimpin berupaya memimpin tim menjadi self-leadership (leading team to self-leadership). Sedangkan pada tingkatan organisasi, pemimpin berupaya mengarahkan kemampuan self-leadership, baik pada tingkat individu maupun pada tingkal tim yang terintegrasi ke dalam bentuk orgaaisasi yang self-leadership (leading organizational cultures to self-leadership). Ketiga fokus strategi superleadership inilah yang menjadi acuan utama untuk menilai pengaruhnya terhadap kinerja di KPP DKI Jakarta. Pengukuran kinerja dalam penelitian ini dilakukan dengan menggunakan pendekatan Integrated Performance Measurement System/IPMS, yaitu sistem pengukuran kinerja yang menitikberatkan stakeholders requirement sebagai dasar perancangan. Stakeholders requirement bagi setiap stakeholder tersebut terdiri dari pemerintah terkait dengan penerimaan pajak, pimpinan organisasi terkait dengan program perbaikan internal, pegawai terkait dengan kepuasan kerja dan wajib pajak terkait dengan kepuasan wajib pajak. Berlandaskan pandangan para ahli tersebut, permasalah pokok yang diajukan dalam studi ini adalah apakah kinerja KPP selama ini lebih dipengaruhi oleh model kepernimpinan yang ada, khususnya jika dilihat dalam perspektif model superleadership? Tujuan yang ingin dicapai dari studi ini aclalah mengkonfirmasi dan menganalisis struktur hubungan yang sesuai dan signifikan antara kerangka konseptual yang dihipotetiskan dengan data lapangan. Adapun struktur hubungan yang akan dikonfirmasi dan dianalisis tersebut terdiri dari tiga, yaitu: pertama pengaruh memimpin individu untuk mampu memimpin diri sendiri terhadap kinerja organisasi; kedua pengaruh memimpin tim untuk mampu mnmimpin diri sendiri terhadap kinerja organisasi; ketiga pengaruh memimpin organisasi untuk mampu memimpin diri sediri terhadap kinerja organisasi. Tujuan penelitian tersebut akan dapat dicapai melalui penggunaan pendekatan kuantitatif dan Structural Equation Modeling/SEM sebagai teknis analisisnya. Level analisis adalah organisasi dengan jumlah sampel sebanyak 28 KPP yang tersebar di wilayah kanwil DKI Jakarta. Adapun jumlah unit responden yang diharapkan dapat menjawab seluruh informasi yang dibuluhkan adalah sebanyak 504 unit responden dari kalangan pegawai, dan 504 unit responden dari kalangan wajib pajak orang pribadi dan badan. Teknik penarikan sampel yang dipergunakan adalah stratified random sampling. Hasil perhitungan statistik yang dilakukan menunjukkan bahwa hipotetis pertama yang menyatakan bahwa terdapat pengaruh antara memimpin individu untuk mampu memimpin diri sendiri terhadap kinerja organisasi ternyata terbukti. Hipotetis kedua yang menyatakan terdapat pengaruh antara memimpin tim untuk mampu memimpin diri sendiri terhadap kineija organisasi ternyata tidak terbukti. Sedangkan hipotetis ketiga yang menyatakan terdapat pengaruh antara memimpin organisasi untuk mampu memimpin diri sendiri terhadap kinerja organisasi temyata terbukti. Hasil tersebut menunjukkan bahwa pandangan beberapa ahli, antara lain Manz dan Sims tentang pengaruh kepemimpinan, khususnya superleadership terhadap kinerja organisasi, dalam kontek organisasi KPP di DKI Jakarta tidak sepenuhnya terbukti.

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Leadership in the light of organization has become the main attention by practitioners and scholars for a long time. This is due to the leader of organization plays a central role in driving the entire sources of organization to achieve its goal. Leadership practices which is relevant to the needs of the organization will adept to lead organization to achieve certain level of performance. The question then is what sort of leadership model would be relevant to be applied in a certain organization. In literatures, numbers of leadership theories are found, starting from the theory of traits, behavior, contingency or situational until the theory of integrative leadership.

The Integrative leadership theory then has been developed into the leadership theory of transactional, visionary, charismatic and transformational. Then, from this transformational theory was developed further into the superleadership theory. The leadership paradigm used in this study is superleadcrship which is developed by Manz and Sims. This theory of superleadership is going to be observed in this study to ascertain whether it is exercised in District Tax Offices in Jakarta Superleadership here is meant as leader who motivates his/her personnel in order to be able to become self-leadership.

In the other hand, performance is a very important factor in the organization if it is seen from the angle of "going concern? perspective. This is due to the fact that in normal case performance is commonly used as a yardstick to see whether the organization is healthy or not. In the contact with public sector, performance function is not only used as yardstick to what extent the degree of success of strategic plan that has been set before, but the performance also to function as the responsibility and communication instruments to the public or stakeholders. Based on the concept above, this study attempt to contirm as well as, to analyze correlation structure which is fit and signiticant between superleadership practices with the performance ofthe District Tax Office in Jakarta.

Strategy applied by leader using superleadership model is to focus on all level in the organization. It means that developing effort ofthe superleadership is started from the individual level, team level until organizational level. In the individual level, leader tries to lead his/her personnel to become self-leadership (leading individual to become self-leadership). In the team level, leader tries to lead the team to become self-leadership (leading team to become self-leadership) while in the organizational level, leader tries to direct his self-leadership competence, either in the individual level or in the team level which are integrated in a form of self-leadership organization (leading organizational cultures to self-leadership).

The three focus strategies above are used as the main references to measure its influences ofthe leadership to the performances of the District Tax Office in Jakarta. The measurement system is used in this study is Integrated Performance Measurement System/ IPMS. This system emphasizes stakeholder requirement as a basic of measurement. Stakeholders consists of government, leader of the institution, tax employees and tax payers. Each stakeholder has different requirement. Govemment in this regard, concern on tax revenue. Leader of tax institution would concern about the improvement of the internal business process. Tax employees concern about their life satisfaction, while taxpayers concern about a prime service.

Departing from the above mentioned concept, the research problem raised in this study is whether the organization performance is influenced by the role of existing leadership, especially if it is seen from the superleadership stand point The objective of the study is to confirm and to analyze the relevant and significant correlation structure between die hypothesis made in the conceptual frame work with the fact in the iield. The correlation structure that are conlinned and analyzed consist of three item, as the followings:

1. The influence of leading individual to self-leadership towards the performance of organization

2. The influence of leading team to self-leadership towards the performance of the organization.

3. The influence of leading organizational cultures to self-leadership towards the perfonnance of the organization.

This research objective has been accomplished through quantitative approach and Structural Equation Modeling/SEM as its analytical instruments. Unit analysis level is organizational, with the numbers of sample 28 District Tax Office scattered throughout Jakarta. Numbers of responses units that are expected to be able to answer all needed information are 504 responses units from tax employees, and 504 response units from individual and corporate tax payers. Method of collecting sample used is stratified random sampling.

The result of statistical computation has shown that the first hypothesis which stated that there is influence between leading individual to self-leadership towards the performance of organization is proven. The second hypothesis that stated there is influence between leading team to be able to self-leadership toward the performance of organization is not proven. While the third hypothesis that stated there is influence between leading organization to be self-leadership towards the performance of the organization is proven. The above result has ascertained that the Manz and Sims?s concept, concerning the superleadership influence the performance of organization, in the above mentioned District Tax Offices in Jakarta are not fully verified."

"Riset yang berfokus pada kompetensi MSDM (human resource competency) ini,mempunyai dua tujuan, yaitu: problem solving interest dan research interest. Subjek penelitian, Bank BTN dianalisis dari sisi regulasi, struktur, tata kelola, serta dinamika internal human capital management menghadapi situasi kompleks problematis era ASEAN Economic Community 2015 dan ASEAN financial integration 2020. Metode penelitian yang digunakan adalah serba sistem lunak berbasis riset tindakan. Hasilnya, Bank BTN tidak melakukan tindakan sistemik dalam sistem kepemimpinan dan sistem kerja kinerja unggul. Kompetensi MSDM sebagai leverage dapat tercapai melalui efikasi individu dan efikasi organisasi. Sebagai riset akademik, refleksi teoritis memberikan kebaruan berupa disain ulang kompetensi MSDM. Disain alternatif tersebut dihasilkan melalui integrasi sistem pemosisi strategis dengan sistem kerja kinerja unggul melalui sistem proaktivis kredibel empat tingkat. Rekomendasi: organisasi bank perlu mengadopsi desain alternatif, Sistem Kompetensi Modal Manusia, sehingga menjadi center of excellence dalam bidangnya melalui dialog serta tindakan nyata sistemik yang inklusif, holistik dan strategis.

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The Research, that focuses on human resource competency, has two objectives, namely: problem solving interest and research interest. Bank BTN, subject of the research, were analyzed in terms of regulation, structure, governance, and the internal dynamics of human capital management in facing a problematic situation in ASEAN Economic Community 2015 and ASEAN financial integration 2020.

Soft systems methodology based action research was used as the approach. As a result, Bank BTN has not performed systemic action in their leadership system and superior performance work systems yet. Human resource competencies, as leverage, can be achieved through personal efficacy and organizational efficacy.

As an academic research, theoretical reflections provide novelty in the form of human resource competency redesign. The alternative design was produced by an integration of strategic positioner system with high performance work systems through proactivists credible four-level systems.

Recommendation: a bank organization needs to adopt the concept of human capital competency systems to be a center of excellence in its field through systemically inclusive, holistic, and strategic dialogue and real action."

"ABSTRAKIn the last 2002, the result of quality test to road and bridge construction projects in Jakarta, which was done by the construction contractors, found a problem situation, where many contractors were lacking in professionalism. According to the problem situation, the core of the problem is the low of organizational knowledge, which support competitive advantage of the companies. The aims of this research are to know the model shape of organizational knowledge creation process, the present of the others important components in the model, understanding the relational behavior between components in the model, and the present of the most important component in the model. The context scope of this qualitative research is organizational learning theory. Research location is the contractor companies X, Y, and Z in Jakarta The research involving 16 persons from these companies who gave respond to closed questionnaire, with three directors, three technical managers, and three technical staffs who did depth interview with researcher. Empirical studies are used to help identify the frame of research idea. Based on the theories of organizational learning and the result of the empirical research that had done and relevant, this research try to make a cognitive map model with system thinking approach. This conceptual model focused to knowledge creation process to support the competitive advantage construction contractor companies. Epistemological position of this research is radical constructivism. Research execution adopts soft system methodology approach with tool to analyze research data using systems dynamics method. Further, sensitivity test and extreme condition test analysis are done toward the model. These analyses mean to know the behavior over time of important components in system modeling. The result of qualitative field research adopted soft system methodology conclude, based on reality, previous conceptual model get a change, so that the model must be revised become a more complex system model. Model simulation experiment with analysis technique of systems dynamics gets three conclusions. First, manager's mental model which is very difficult to be changed become braver toward business risk has influence weaken the acceleration of learning process in his company. Second, manager's effort to emphasize the important of knowledge for company's competitive advantage, which also include the application of project bonus policy to his employees, is an important matter for building organizational learning. Third, knowledge dissemination component is the most important component to be carried out or not the organizational teaming. Managers, who want to increase his company's knowledge, suggested to must pay more attention to the realization of knowledge dissemination process, which is practiced by his employees. Managers who want to build his company's competitive advantage through organizational learning process, suggested to must be able to improve his own mental model to be more brave toward business risk. Managers who want to compete based on company's knowledge, suggested to must emphasize his employees continuously, that the company's life depend on the ability of employees to do learning and increasing knowledge for company's competitive advantage. Of course, to support it, managers must give project bonus to his employees. "