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All Journal Jurnal Manajemen Kreatif dan Inovasi J-CEKI
Farid Al Farizi
Universitas Trunojoyo Madura
Humanities Decision Sciences, Operations Research & Management Social Sciences

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Aunthentic Leadership Aura Bahrul Safitri; Atika Kharisma Putri; Farid Al Farizi; Mochammad Isa
Jurnal Manajemen Kreatif dan Inovasi Vol. 1 No. 3 (2023): Juli : Jurnal Manajemen Kreatif dan Inovasi
Publisher : Universitas Katolik Widya Karya Malang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jmki-widyakarya.v1i3.697

Abstract

The study of leadership includes autnetic leadership. This focuses on the genuineness and authenticity of authentic leadership. Authentic leadership is about authentic leaders and their leadership, as described in this method. In order to understand what authentic leadership is, authentic approaches, authentic components, and authentic variables must first be identified. Although the information used in this study is secondary. Secondary data is information that researchers have gleaned from pre-existing sources or from the findings of studies and documents that have been preserved as research artifacts. The conduct of leaders and followers is positively impacted by authentic leadership style. Although it can happen, genuine development is difficult to construct
Aunthentic Leadership Aura Bahrul Safitri; Atika Kharisma Putri; Farid Al Farizi; Mochammad Isa
Jurnal Manajemen Kreatif dan Inovasi Vol. 1 No. 3 (2023): Juli : Jurnal Manajemen Kreatif dan Inovasi
Publisher : Lembaga Pengembangan Kinerja Dosen

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59581/jmki-widyakarya.v1i3.697

Abstract

The study of leadership includes autnetic leadership. This focuses on the genuineness and authenticity of authentic leadership. Authentic leadership is about authentic leaders and their leadership, as described in this method. In order to understand what authentic leadership is, authentic approaches, authentic components, and authentic variables must first be identified. Although the information used in this study is secondary. Secondary data is information that researchers have gleaned from pre-existing sources or from the findings of studies and documents that have been preserved as research artifacts. The conduct of leaders and followers is positively impacted by authentic leadership style. Although it can happen, genuine development is difficult to construct
Peran Pelatihan dan Pengembangan dalam Kinerja Karyawan Farid Al Farizi; Thijanul Aroby; Muhammad Alkirom Wildan
J-CEKI : Jurnal Cendekia Ilmiah Vol. 4 No. 2: Februari 2025
Publisher : CV. ULIL ALBAB CORP

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/jceki.v4i2.6798

Abstract

Human resource training and development are important elements in HR management that play a significant role in improving employee performance and organizational competitiveness. This article discusses the concept of training and development, and how both contribute to building employee competencies and skills. Training focuses on improving short-term capabilities, while development is oriented towards long-term learning to prepare employees for future challenges. Based on literature analysis and previous research, it was found that effective training can reduce turnover and increase employee motivation, productivity, and job satisfaction. To maximize the results, organizations need to implement a strategy for identifying training needs, adjusting programs to the organization's vision, and using a variety of learning models. Thus, planned and sustainable training and development are expected to create an adaptive and productive work environment, thereby supporting the achievement of organizational goals.
Co-Authors Atika Kharisma Putri Aura Bahrul Safitri Mochammad Isa Muhammad Alkirom Wildan Thijanul Aroby