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Analisis Pengaruh Konflik Hubungan Kerja Terhadap Motivasi Kerja Karyawan Studi Empirik Pada Industri Kerajinan Rotan Desa Trangsan Gatak Sukoharjo Jateng Sujadi Lukman Hakim; Siti Fatimah Nurhayati
Conference In Business, Accounting, And Management (CBAM) Vol 1, No 2 (2012): Conference In Business, Accounting And Management (Cbam) 2012
Publisher : Conference In Business, Accounting, And Management (CBAM)

Show Abstract | Download Original | Original Source | Check in Google Scholar

The research examined the impact relation conflict with the setting of high shool institution namely the home industrial Trangsan, Gatak, Sukharjo. The objective was to analyze whether the variable of worker behavioral attributes model of relation conflict consisting of miscommunication, naive realisme, intervence, faulty attribution, disagreement and negative emotion significanly affecting the work motivation. The sampling as many as 48 persons was taken by using purposive method. They comprised the managers whose qualifications were as workers of administration unit in university. From the 52 persons taken as samples through questioner sheets, 50 quistioner sheets were returned but one of them was damaged. Therefore, there wereonly 48 quistioner sheets which were valid to be analyzed. The result of regression analysis by using the instrument called the program SPSS version 12.00 showed that miscommunication and naive realisme significanly negative affecting the work of motivation. Whereas the others variable such as negative emotion, intervence, faulty attribution, disagreement have effect positively toward the work of motivation.Keywords : Faulty attribution, miscommunication, naive realisme, intervence, disagreement and negative emotion and the work of motivation.

BUDAYA ORGANISASI ISLAMI SEBAGAI UPAYA MENINGKATKAN KINERJA Lukman Hakim
IQTISHADIA Vol 9, No 1 (2016): IQTISHADIA
Publisher : Ekonomi Syariah IAIN Kudus

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21043/iqtishadia.v9i1.955

Artikel ini mencoba menggambarkan tentang peran budaya perusahaan khususnya terkait teori budaya organisasi. Budaya organisasi terdiri atas nilai-nilai, keyakinan, dan pemahaman yang diyakini bersama oleh para anggotanya. Budaya mencakup pola pikir, perasaan, dan reaksi yang menjadi pedoman dalam pengambilan keputusan dan aktivitas lain para anggota organisasi. Organisasi yang sukses tampaknya memiliki budaya kerja yang kuat sehingga mampu menarik, menjaga dan memberi balasan bagi siapa saja yang memenuhi kewajiban dan mencapai target. Dalam artikel ini, bebrapa aspek budaya organisasi dikaji dan dianalisis dengan mempertemukan teori dengan kondisi nyata. Tulisan ini bertujuan untuk menggali fungsi dan eksistensi budaya organisasi. Selain itu dibahas juga tentang bagaimana perkembangan teori organisasi dan dampaknya bagi performa pekerja. Diakhir tulisan disajikan konsep budaya kerja Islami berdasarkan Al-Qur’an dan Hadits. Kata Kunci: Fungsi Budaya Kerja, Karakteristik Budaya Kerja, Budaya Kerja Islami ISLAMIC ORGANIZATIONAL CULTURE TO ENHANCE WORK PERFORMANCE AbstractThis paper tried to describe the role of corporate culture in organization especially how developt organization culture theory. Organization culture is the set of important values, beliefs, and understandings that members share in common. Culture provides patterned ways of thinking, feeling, and reacting that guide decission making and other activities of organization participants. Succesful organizations appear to have strong cultures that attract, hold and reward people for peforming roles and meeting goals. Some aspects of culture be investigated and analyzed by combined of theorytical background in the real context. The paper explored the function, the existence of organization culture in the organization. The paper also explored how to develop the theory of organization culture and discussing their impact to performance of worker. Finally, in the end of the paper, author explained the cracteristic of Islamic organization culture that be adopted from the Holly Al Qur’an and Sunnah Profet Muhammad Saw. Keyword: Function Of Organization Culture, Characteristic Of Conventional Organization Culture, Islamic Organizational Culture

Manajemen Perubahan Organisasi Sebagai Upaya Peningkatan Kinerja Perusahaan di Industri Batik Laweyan Surakarta Lukman hakim; Eko Sugiyanto
Benefit: Jurnal Manajemen dan Bisnis Volume 3 No 2 Desember 2018
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v3i1.6562

Abstract : The purpose of this study are: (1) Identify the causes of organizational changes that occur in Batik Laweyan Surakarta industry. (2) Identify the impact of organizational change in Batik Laweyan Surakarta industry. (3) Analyzing organizational change process that happened in Batik Laweyan Surakarta industry. (4) Analyzing the constraining factors and supporting organizational change in Batik Laweyan Surakarta industry. The result of the research concludes that the cause of organizational change: (1) because the fulfillment of consumer needs and tastes, (2) competition from batik entrepreneurs, (3) due to fluctuating economic condition in Indonesia. (4) The existence of education problem and financial ability of batik company, (5) environmental factor around. The process of execution of changes that occurred in Batik Laweyan industry in general is the same character that is the character of calm and orderly by evolution or stages (midle of change). Factors supporting the change include: (1) the government, (2) the protective institutions(Kampoeng Batik Laweyan Development Forum), (3) company policy, (4) the materials used to innovate in the process of easy staining obtained. Source of rejection to change of organization, among others: (1) concern about the emergence of new competitor, (2) Variety of idea batik entrepreneur.Abstraksi : Tujuan penelitian ini adalah: (1) Mengidentifikasi penyebab perubahan organisasi yang terjadi di industri Batik Laweyan Surakarta. (2) Mengidentifikasi dampak perubahan organisasi di industri Batik LaweyanSurakarta. (3) Menganalisis proses perubahan organisasi yang terjadi di industri Batik LaweyanSurakarta. (4) Menganalisis faktor pendukung perubahan organisasi di industri Batik LaweyanSurakarta. Hasil penelitian menyimpulkan bahwa penyebab perubahan organisasi: (1) karena pemenuhan kebutuhan dan selera konsumen, (2) adanya persaingan dari competitor pengusaha batik, (3) karena kondisi perekonomian di Indonesia yang fluktuatif. (4) Adanya masalah pendidikan dan kemampuan keuangan perusahaan batik, (5) faktor lingkungan sekitar. Proses pelaksanaan perubahan yang terjadi di Industri Batik Laweyan secara umum adalah berkarakter sama yaitu karakter tenang dan teratur secara evolusi atau tahapan-tahapan (midle of change). Faktor pendukung perubahan, antara lain: (1) pihak pemerintah, (2) lembaga pelindung (Forum Forum Pengembangan Kampoeng Batik Laweyan/ FPKBL), (3) Kebijakan perusahaan, (4) bahan-bahan yang digunakan untuk melakukan inovasi dalam proses pewarnaan mudah didapatkan. Sumber penolakan terhadap perubahan oganisasi, antara lain:(1) kekhawatiran akan munculnya pesaing-pesaing baru, (2) Beragamnya ide atau gagasan pengusaha batik.

Karakteristik Budaya Organisasi: Sebuah Studi Kualitatif terhadap Pengusaha Batik Muslim Laweyan Surakarta Lukman Hakim; Irwan Abdullah; Nurus Sa'adah
Benefit: Jurnal Manajemen dan Bisnis Volume 6 No 2 Desember 2021
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v6i2.14019

This study aims to identify (1) the cultural characteristics of the Muslim batik entrepreneurs in the Batik Industry in Surakarta. (2) the values that underlie the cultural organization of Muslim batik entrepreneurs in the Laweyan Batik Industry, Surakarta. The research locations were Mahkota Batik, Putra Laweyan Batik, Gres Tenan Batik, Puspa Kencana Batik and Merak Manis Batik. This type of research uses descriptive-qualitative methods. The results of the study conclude the cultural characteristics of Muslim batik entrepreneurs organizations, as follows: (1) culture of struggle (al Mujahadah), (2) culture of togetherness (al Ijtimaiyyah), (3) culture of mutual help (at Tawauniyyah), (4) culture of humanity (al Insanniyyah), (5) professional culture (al Ihtirofiyyah), (6) creative and innovative culture (al kholaq wal mubtakar), (7) thoroughness culture (as shihah), and (8) skill culture (al khibrah).

ANALISIS PENGARUH BUDAYA ORGANISASI TERHADAP KINERJA KARYAWAN (Studi Kasus PDAM Kota Surakarta) Lukman Hakim; Kusdiyanto Kusdiyanto
Benefit: Jurnal Manajemen dan Bisnis Benefit : Kumpulan Makalah Diskusi Dosen FE UMS Volume 15 No 1 Juni 2011
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v15i1.1335

The research examined the impact corporate culture toward performance of work in the PDAM Surakarta. The objective of research was to analyze whether the variable of worker behavioral attributes model of corporate culture consisting of innovation, attention to detail, outcome orientation, people orientation, team orientation, agresivenes and stability significanly affecting the work motivation. The sampling as many as 73 persons was taken by using case study method. They comprised the workers and managers whose different departement. From the 82 persons taken as samples through questioner sheets, 75 quistioner sheets were returned but one of them was damaged. Therefore, there wereonly 73 quistioner sheets which were valid to be analyzed. The result of regression analysis by using the instrument called the program SPSS version 11.50 showed that attention to detail, outcome orientation, team orientation and stability have significant influence toward the followers’ performance. Whereas the others variable such as innovation, negative emotion, intervence, faulty attribution, disagreement have effect positively toward the work of motivation. Whereas the behaviors such as innovation, people orientation have no significant influence toward the followers’ performance in PDAM Surakarta.

MEMBANGUN BUDAYA ORGANISASI UNGGUL SEBAGAI UPAYA MENINGKATKAN KINERJA KARYAWAN DI ERA KOMPETITIF Lukman Hakim
Benefit: Jurnal Manajemen dan Bisnis Benefit : Kumpulan Makalah Diskusi Dosen FE UMS Volume 15 No 2 Desember 2011
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v15i2.1342

One of the variable related to the improvement of business or organizational performance determination is organizational culture. Organizational culture is value and belief system that adopted together inspired by belief and a common interaction with people of a company, the structure of the organization and supervision systems to produce behavioral norms. Cultural organizations have some of the functions within an organization, among other, have a role in determining boundaries, which creates a difference between one organization to another. Organizational culture also serves to convey a sense of identity to members of the organization, facilitate the continuation of commitment to reach a wider range, helping to bind the organization together by providing appropriate standards of what should be said and done the employee, former employee performance improvement. Characteristic of organizational culture, among others: learn, share, trans-generation, influence perception, adaptation. Characteristics of the Islamic culture, among others: work is a "worship", work-benefit principle beneficiaries, is the actualization of the ability of his wits to work, work with “tawazun” (harmony), observing the principle of “halal”.

KARAKTERISTIK BUDAYA ORGANISASI KUAT SEBAGAI UPAYA MENINGKATKAN KINERJA INDUSTRI DI BATIK DANAR HADI SURAKARTA Lukman Hakim
Benefit: Jurnal Manajemen dan Bisnis Benefit : Kumpulan Makalah Diskusi Dosen FE UMS Volume 19 No 2 Desember 2015
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v19i2.2320

This study aimed to identify: (1) the characteristic of strong corporate culture (2) the role of strong corporate culture, (3) the values as basically to strong corporate culture in PT Batik Danar Hadi Surakarta. This study used a qualitative approach with a multicase study design using a phenomenological approach. Data collection techniques include in-depth interviews, participant observation, and study documentation. Data were analyzed repeatedly through the triangulation analysis. The object of this study are have work experience of more than 10 years and having job possision in PT Batik Danar Hadi Surakarta. Results obtained from this study states that of the ten character of organizational culture that are (1) creativity and innovative, (2) agresivity, (3) attention to detail, (4) full expertise, (5) outcome orientated, (6) humanity oriented, (7) team work system, (8) harmonity.

Karakteristik Budaya Organisasi Unggul Berbasis Kearifan Lokal di Industri Batik Masaran Sragen Jateng Lukman Hakim; Eko Sugiyanto
Benefit: Jurnal Manajemen dan Bisnis Volume 5 No 1 Juni 2020
Publisher : Program Studi Manajemen Fakultas Ekonomi dan Bisnis Universitas Muhammadiyah Surakarta

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.23917/benefit.v5i1.9205

This study aims to: (1) identify the characteristics of superior organizational cultures in the Masaran Sragen Batik Industry in Central Java. (2) identifying the role of superior organizational culture in the Central Java Masaran Batik Industry. (3) analyzing the values that underlie the existence of superior organizational culture in the Masaran Batik Industry of Sragen, Central Java. The study used a qualitative descriptive method with a case study approach. Case study data were obtained from interviews, observations, and documentation or archives. To get data that is truly valid, then the validity of the data checking uses a triangulation technique that is checking or as a comparison of the data. The results of the study can be concluded that the characteristics of superior organizational culture in the Laweyan batik industry, as follows: (1) the nature of transparency, (2) There is the nature of accuracy (detaility) (3) There is a dynamic nature in managing the industry (4) There is a Proactive nature in addressing an ever changing environment. (5) The nature of Professionalism, (6) The existence of mutual cooperation, (7) There is a creative nature in managing the company.

Perbandingan Program Zakat Produktif antara BAZNAS dan LAZISMU Kota Surakarta Lukmanul Hakim; Azhar Alam; M. Mus’ab At-Thariq; Dedi Junaedi; M. Rizal Arsyad
Al-Kharaj : Jurnal Ekonomi, Keuangan & Bisnis Syariah Vol 3 No 3 (2021): Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah
Publisher : Research and Strategic Studies Center (Pusat Riset dan Kajian Strategis) Fakultas Syariah IAI Nasional Laa Roiba

This study aims to compare the productive zakat program between Baznas Surakarta City and Lazismu Surakarta City and to study the disadvantages and advantages of these zakat institutions in distributing productive zakat. This research uses descriptive qualitative research methods. Sources of data obtained by in-depth interviews with representatives of zakat and mustahik institutions. Sources of data obtained through literature related to productive zakat. The results of this study indicate that Baznas and Lazismu Surakarta City have differences between the distribution of productive zakat; mustahik criteria; muzakki criteria; zakat fund collection; distribution of zakat funds: and assistance to mustahik. The types of assistance given to the mustahik are both in the form of business capital and means of production. The productive zakat program run by the two zakat institutions has been very effective in helping and increasing the income of the previous mustahik, and some mustahik have become hypocrites. The difference between the two zakat institutions is based on the background of the establishment and the Standard Operating Procedure (SOP) of zakat institutions, so that it becomes the hallmark of the two institutions in the practice of productive zakat funds to mustahik; become a reference for muzakki to distribute their zakat; and guide mustahiks to choose zakat institutions that are suitable for their business.

BUDAYA ORGANISASI ISLAMI SEBAGAI UPAYA MENINGKATKAN KINERJA Lukman Hakim
IQTISHADIA Vol 9, No 1 (2016): IQTISHADIA
Publisher : Ekonomi Syariah IAIN Kudus

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.21043/iqtishadia.v9i1.955

Artikel ini mencoba menggambarkan tentang peran budaya perusahaan khususnya terkait teori budaya organisasi. Budaya organisasi terdiri atas nilai-nilai, keyakinan, dan pemahaman yang diyakini bersama oleh para anggotanya. Budaya mencakup pola pikir, perasaan, dan reaksi yang menjadi pedoman dalam pengambilan keputusan dan aktivitas lain para anggota organisasi. Organisasi yang sukses tampaknya memiliki budaya kerja yang kuat sehingga mampu menarik, menjaga dan memberi balasan bagi siapa saja yang memenuhi kewajiban dan mencapai target. Dalam artikel ini, bebrapa aspek budaya organisasi dikaji dan dianalisis dengan mempertemukan teori dengan kondisi nyata. Tulisan ini bertujuan untuk menggali fungsi dan eksistensi budaya organisasi. Selain itu dibahas juga tentang bagaimana perkembangan teori organisasi dan dampaknya bagi performa pekerja. Diakhir tulisan disajikan konsep budaya kerja Islami berdasarkan Al-Qur’an dan Hadits. Kata Kunci: Fungsi Budaya Kerja, Karakteristik Budaya Kerja, Budaya Kerja Islami ISLAMIC ORGANIZATIONAL CULTURE TO ENHANCE WORK PERFORMANCE AbstractThis paper tried to describe the role of corporate culture in organization especially how developt organization culture theory. Organization culture is the set of important values, beliefs, and understandings that members share in common. Culture provides patterned ways of thinking, feeling, and reacting that guide decission making and other activities of organization participants. Succesful organizations appear to have strong cultures that attract, hold and reward people for peforming roles and meeting goals. Some aspects of culture be investigated and analyzed by combined of theorytical background in the real context. The paper explored the function, the existence of organization culture in the organization. The paper also explored how to develop the theory of organization culture and discussing their impact to performance of worker. Finally, in the end of the paper, author explained the cracteristic of Islamic organization culture that be adopted from the Holly Al Qur’an and Sunnah Profet Muhammad Saw. Keyword: Function Of Organization Culture, Characteristic Of Conventional Organization Culture, Islamic Organizational Culture

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