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All Journal International Journal of Applied Sciences in Tourism and Events Jurnal Bisnis dan Kewirausahaan Forum Manajemen
Ni Wayan Sukartini
Politeknik Negeri Bali
Arts Humanities Economics, Econometrics & Finance Social Sciences

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FAKTOR KOMPENSASI SUASANA ORGANISASI KEPEMIMPINAN DAN KARAKTERISTIK PEKERJAAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. KASMIL KOSMOS BALI Ni Ketut Narti; Ni Wayan Sukartini; Luh Made Wijayati; Anak Agung Raka Sitawati
Forum Manajemen STIMI Handayani Denpasar Vol 11 No 1 (2013): Jurnal STIMI Vol. 11 No. 1 - 2013
Publisher : Forum Manajemen STIMI Handayani Denpasar

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Abstract

This research has three purposes. To know the availability orunavailability of the partial signifi cant infl uence of compensation, organizationalatmosphere, leadership and work characteristic factors toward work satisfactionof PT. Kasmil Kosmos employees. To know the availability or unavailability of asimultaneous signifi cant infl uence of the compensation, organizational atmosphere, leadership and work characteristic factors toward work satisfaction of PT. Kasmil Kosmos employees. To know the most dominant factors toward work satisfactionof PT. Kasmil Kosmos employees. The result of this research is anticipated to beused as a consideration in determining a policy in improving the employees’ worksatisfaction. The hypothesis are submitted in this research. Compensation, organizationalatmosphere, leadership and work characteristic factors that have a partial signifi cantinfl uence toward work satisfaction of PT. Kasmil Kosmos employees. Compensation,organizational atmosphere, leadership and work characteristics factors that have asignifi cant simultaneous infl uence toward work satisfaction of PT. Kasmil Kosmosemployees. Respondents in this research are the entire 256 employees of PT.Kasmil Kosmos. The hypothestical examination is conducted by using the FactorRegression Model analysis technique, with its problem-solving technique whichis by an analysis factor and a multiple linier regression factor. By using SPSS forwindow 15 programme, the result shows that work satisfaction indicators of PT.Kasmil Kosmos employees have a high loading factor over 0.5806 so that all theseindicators can confi rm and represent formation factors including: compensation,organizational atmosphere, leadership and work characteristics factors. Afterhaving been analyzed by applying the multiple linear regression technique, theresult shows that the compensation, organizational atmosphere, leadership andwork characteristic factors have a partial and simultaneous signifi cance to worksatisfaction of PT. Kasmil Kosmos employees. This is shown by R 0.995 The mostdominant infl uencing factor to work satisfaction of PT. Kasmil Kosmos employees isshown by the compensation factor at a value of beta coeffi cient of 0.273The implication of this research result may create a better work satisfaction ofemployees, so that the object of the organization seen from the manpower viewpointcould be realized. The company should remain to observe factors which may create work satisfaction, because by the existence of satisfaction in the work, employeeswill show good performance or quality of work so that employees will be moreproductive.
ANALISIS EFEKTIVITAS PROGRAM TRAINING HEARTIST DAN KOMUNIKASI VERBAL TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA NOVOTEL BALI NUSA DUA BADUNG BALI) Anak Agung Ayu Mirah Kencanawati; I Komang Mahayana Putra; Ni Wayan Sukartini; I Made Sarjana
Forum Manajemen STIMI Handayani Denpasar Vol 19 No 2 (2021): Jurnal STIMI Vol. 19 No. 2 - 2021
Publisher : Forum Manajemen STIMI Handayani Denpasar

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Abstract

The Research aims to analyze the effectiveness of the Heartist Training Program and Verbal communication towards employee performance at Novotel Bali Nusa Dua. Using the simple random sampling technique through the formula Slovin got respondents as many as 72 employees of Novotel Bali Nusa Dua. The analytical techniques used are descriptive statistical analyses. Based on the results of this study is that the minimum value of a variable training program heartist (X1) is 26 and a maximum value of 37, with an average value of 31.95 and a standard deviation of 2.89. The communication variable (X2) has a minimum value of 15 and a maximum value of 23, with an average value of 19.62 and a standard deviation of 2.23. The employee (Y) performance variable has a minimum value of 25 and a maximum value of 33, with an average value of 29.26 and a standard deviation of 2.52. This suggests that training and verbal communication programs are important factors in improving employee performance. The effectiveness of both factors became an effort in the company.
SUSTAINABLE TOURISM MANAGEMENT MODEL FOR TEGENUNGAN WATERFALL, GIANYAR Ni Made Sudarmini; Cokorde Istri Sri Widari; Ni Wayan Sukartini
Jurnal Internasional Ilmu Pengetahuan Terapan bidang Pariwisata dan Events Vol 1 No 2 (2017): December 2017
Publisher : Pusat Penelitian dan Pengabdian kepada Masyarakat (P3M) Politeknik Negeri Bali

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (521.792 KB) | DOI: 10.31940/ijaste.v1i2.652

Abstract

In general, the aim of this research was to design a model for the management of Tegenungan waterfall attraction located in Gianyar regency. The data were gathered through interviews, observation, questionnaire, and documentation. Data analysis was conducted using descriptive statistics, adopting a descriptive qualitative method. The findings of the study are expected to be useful for the management, local society, government, and Politeknik Negeri Bali. The results of the data analysis showed that the management model suitable to be applied to operate the Tegenungan Waterfall attraction pointed to the establisment of the Tegenungan Waterfall Attraction Management Board which should involve four stakeholders, namely community, businessmen, government, and universities. Suggestions to improve the management of Tegenungan waterfall attraction are as follows: (1) Tegenungan Village should improve their management system through establishing Tegenungan Waterfall Tourism Object Management Board by appointing an operational manager capable of running the attraction professionally; improving supporting facilities; conducting promotion; establising cooperation with other parties. (2) The government should issue a regulation which governs sand digging around Petanu river which is the source of the Tegenungan waterfall (3) in accordance with its third principle, that is community service, university should train the villagers, through management workshop, how to effectively run the waterfall attraction
STRATEGI BERSAING DENGAN ONLINE TRAVEL AGENT (OTA) MENGGUNAKAN PENDEKATAN SWOT ANALYSIS PADA PT MITRA GLOBAL HOLIDAY BALI, UNIT USAHA MG BEDBANK Putu Karida Harsanti; Nyoman Indah Kusuma Dewi; Ni Wayan Sukartini
Jurnal Bisnis dan Kewirausahaan Vol 13 No 3 (2017): JBK- Jurnal Bisnis dan Kewirausahaan
Publisher : P3M Politeknik Negeri Bali

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (376.075 KB) | DOI: 10.31940/jbk.v13i3.726

Abstract

Saat ini, ada banyak Online Travel Agent (OTA) yang beroperasi menjadi biro perjalanan konvensional (offline travel agent). Hal ini menimbulkan persaingan yang semakin ketat antar travel agent. Penelitian ini membahas strategi bersaing antara konvensional travel agent dan OTA dengan menggunakan pendekatan SWOT. Penelitian ini dilakukan di MG Bedbank yang merupakan unit usaha PT Mitra Global Holiday Bali yang merupakan travel agent konvensional. Objek dalam penelitian ini adalah strategi bersaing yang sebaiknya diambil oleh MG Bedbank dalam bersaing dengan OTA. Pengumpulan data dalam penelitian ini dilakukan dengan wawancara, observasi langsung, dan kuesioner. Data dianalisis dengan menggunakan analisis SWOT (Strength, Weakness, Opportunity dan Threat). Hasil penelitian dengan menggunakan analisis SWOT memperoleh hasil analisis faktor internal (IFAS-Internal Factor Analysis) adalah 3,00 dan untuk analisis faktor eksternal (EFAS-External Factor Analysis) adalah 3,49. Strategi alternatif yang dapat digunakan berdasarkan analisis SWOT adalah strategi SO (Strengths-Opportunities) yaitu: (1) memperluas pangsa pasar; (2) mengembangkan dan meningkatkan produk atau jasa yang dimiliki perusahaan; dan (3) mempertahankan dan meningkatkan pelayanan kepada mitra bisnis.
Strategi Marketing Mix Melalui Community Based pada Agro-tourism di Gianyar Bali Ni Made Sudarmini; Ni Made Rai Sukmawati; Ni Wayan Sukartini; Ni Putu Somawati; Nyoman Indah Kusuma Dewi
Jurnal Bisnis dan Kewirausahaan Vol 16 No 2 (2020): JBK-Jurnal Bisnis dan Kewirausahaan
Publisher : P3M Politeknik Negeri Bali

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31940/jbk.v16i2.1994

Abstract

Tujuan penelitian ini adalah merumuskan strategi marketing mix melalui community based pada agro-tourism (CBAT) di Gianyar, Bali, Data dikumpulkan dengan menggunakan kuesioner, wawancara, observasi dan studi pustaka. Data kuesioner yang diperoleh kemudian dianalisis dengan menggunakan matriks IFE, EFE, IE dan SWOT. Hasil analisis menunjukkan bahwa CBAT yang ada di Gianyar berada pada sel II dari matriks IE (growth strategy) dengan pengembangan produk melalui diferensiasi atau inovasi dengan strategi alternatif yang bisa dilakukan adalah memperluas pasar, menambah keragaman produk, meningkatkan pelayanan, penetapan harga, meningkatkan promosi dan memperbaiki kualitas SDM. Beberapa saran dapat diberikan untuk perbaikan usaha ke depannya yaitu menambahkan atraksi seperti cooking class, memanfaatkan e-commerce (media sosial, web) untuk promosi, menjalin kerjsama dengan biro perjalanan yang ada, mengikutsertakan karyawan pada pelatihan-pelatihan yang diadakan oleh pemerintah/lembaga pendidikan, membuat paket-paket untuk liburan sekolah, dan memberikan service yang lebih memuaskan kepada tour guide seperti memberikan fee guide.
FAKTOR KOMPENSASI SUASANA ORGANISASI KEPEMIMPINAN DAN KARAKTERISTIK PEKERJAAN TERHADAP KEPUASAN KERJA KARYAWAN PADA PT. KASMIL KOSMOS BALI Ni Ketut Narti; Ni Wayan Sukartini; Luh Made Wijayati; Anak Agung Raka Sitawati
Forum Manajemen Vol 11 No 1 (2013): Jurnal STIMI Vol. 11 No. 1 - 2013
Publisher : STIMI Handayani Denpasar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61938/fm.v11i1.49

Abstract

This research has three purposes. To know the availability orunavailability of the partial signifi cant infl uence of compensation, organizationalatmosphere, leadership and work characteristic factors toward work satisfactionof PT. Kasmil Kosmos employees. To know the availability or unavailability of asimultaneous signifi cant infl uence of the compensation, organizational atmosphere, leadership and work characteristic factors toward work satisfaction of PT. Kasmil Kosmos employees. To know the most dominant factors toward work satisfactionof PT. Kasmil Kosmos employees. The result of this research is anticipated to beused as a consideration in determining a policy in improving the employees’ worksatisfaction. The hypothesis are submitted in this research. Compensation, organizationalatmosphere, leadership and work characteristic factors that have a partial signifi cantinfl uence toward work satisfaction of PT. Kasmil Kosmos employees. Compensation,organizational atmosphere, leadership and work characteristics factors that have asignifi cant simultaneous infl uence toward work satisfaction of PT. Kasmil Kosmosemployees. Respondents in this research are the entire 256 employees of PT.Kasmil Kosmos. The hypothestical examination is conducted by using the FactorRegression Model analysis technique, with its problem-solving technique whichis by an analysis factor and a multiple linier regression factor. By using SPSS forwindow 15 programme, the result shows that work satisfaction indicators of PT.Kasmil Kosmos employees have a high loading factor over 0.5806 so that all theseindicators can confi rm and represent formation factors including: compensation,organizational atmosphere, leadership and work characteristics factors. Afterhaving been analyzed by applying the multiple linear regression technique, theresult shows that the compensation, organizational atmosphere, leadership andwork characteristic factors have a partial and simultaneous signifi cance to worksatisfaction of PT. Kasmil Kosmos employees. This is shown by R 0.995 The mostdominant infl uencing factor to work satisfaction of PT. Kasmil Kosmos employees isshown by the compensation factor at a value of beta coeffi cient of 0.273The implication of this research result may create a better work satisfaction ofemployees, so that the object of the organization seen from the manpower viewpointcould be realized. The company should remain to observe factors which may create work satisfaction, because by the existence of satisfaction in the work, employeeswill show good performance or quality of work so that employees will be moreproductive.
ANALISIS EFEKTIVITAS PROGRAM TRAINING HEARTIST DAN KOMUNIKASI VERBAL TERHADAP KINERJA KARYAWAN (STUDI KASUS PADA NOVOTEL BALI NUSA DUA BADUNG BALI) Anak Agung Ayu Mirah Kencanawati; I Komang Mahayana Putra; Ni Wayan Sukartini; I Made Sarjana
Forum Manajemen Vol 19 No 2 (2021): Jurnal STIMI Vol. 19 No. 2 - 2021
Publisher : STIMI Handayani Denpasar

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61938/fm.v19i2.429

Abstract

The Research aims to analyze the effectiveness of the Heartist Training Program and Verbal communication towards employee performance at Novotel Bali Nusa Dua. Using the simple random sampling technique through the formula Slovin got respondents as many as 72 employees of Novotel Bali Nusa Dua. The analytical techniques used are descriptive statistical analyses. Based on the results of this study is that the minimum value of a variable training program heartist (X1) is 26 and a maximum value of 37, with an average value of 31.95 and a standard deviation of 2.89. The communication variable (X2) has a minimum value of 15 and a maximum value of 23, with an average value of 19.62 and a standard deviation of 2.23. The employee (Y) performance variable has a minimum value of 25 and a maximum value of 33, with an average value of 29.26 and a standard deviation of 2.52. This suggests that training and verbal communication programs are important factors in improving employee performance. The effectiveness of both factors became an effort in the company.
Co-Authors Anak Agung Ayu Mirah Kencanawati Anak Agung Raka Sitawati Cokorde Istri Sri Widari I Komang Mahayana Putra I Made Sarjana Luh Made Wijayati Ni Ketut Narti Ni Made Rai Sukmawati Ni Made Sudarmini Ni Made Sudarmini Ni Putu Somawati Nyoman Indah Kusuma Dewi Putu Karida Harsanti