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All Journal JURNAL PENDIDIKAN TAMBUSAI Jurnal Eduscience (JES) Didaktik : Jurnal Ilmiah PGSD STKIP Subang Jurnal Pendidikan Nasional
Ferdino Wedi Sanjaya
Universitas Islam Negeri Mahmud Yunus Batusangkar
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Social Sciences Other

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Analisis Manajemen Sumber Daya Manusia Dalam Pendidikan Merri Yelliza; Ferdino Wedi Sanjaya; Fahrurroji Fahrurroji
Jurnal Pendidikan Tambusai Vol. 9 No. 3 (2025): Desember
Publisher : LPPM Universitas Pahlawan Tuanku Tambusai, Riau, Indonesia

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

Abstract

Manajemen sumber daya manusia (SDM) dalam pendidikan Islam memiliki peran strategis dalam mewujudkan mutu pendidikan yang unggul dan berdaya saing. Artikel ini bertujuan untuk mengkaji konsep dasar, komponen, serta tantangan pengelolaan SDM di lembaga pendidikan Islam melalui pendekatan studi literatur. Hasil kajian menunjukkan bahwa manajemen SDM berbasis nilai-nilai Islam menekankan prinsip tauhid, keadilan, musyawarah, dan ihsan dalam setiap proses pengelolaan. Namun, perencanaan pendidikan yang kurang efektif seperti lemahnya perencanaan tenaga pendidik, keterbatasan pengembangan kompetensi, dan kurangnya integrasi antara nilai Islam dengan kompetensi modern masih menjadi hambatan utama dalam peningkatan mutu pendidikan Islam. Artikel ini menegaskan perlunya penguatan perencanaan strategis dan kebijakan SDM berbasis nilai Islam untuk menjawab tantangan globalisasi pendidikan.
ANALYSIS OF CURRICULUM CHANGE MANAGEMENT AT MADRASAH IBTIDAIYAH Muhammad Fazis; Ferdino Wedi Sanjaya; Ulya Amelia; yasril yasril; Husnani Husnani
JURNAL EDUSCIENCE Vol 13, No 3 (2026): Jurnal Eduscience (JES), (Authors from Malaysia, Saudi Arabia, and Indonesia)
Publisher : Universitas Labuhanbatu

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36987/jes.v13i3.9066

Abstract

Purpose – The transition from the 2013 Curriculum to the Independent Curriculum requires management preparedness at the Lima Puluh Kota State Islamic Elementary School in West Sumatra. However, its implementation still faces obstacles, particularly resistance from senior teachers and limited resources. This study aims to analyze curriculum change management strategies, identify supporting and inhibiting factors, describe the responses of teachers, students, and stakeholders, and formulate recommendations for an effective management model.Methodology – The method used is qualitative with a case study approach. The data collection techniques in this study are interviews, observation, and documentation. The primary data in this study included the principal, teachers, the committee, and students. Meanwhile, secondary data was obtained from relevant literature discussing change management, curriculum, and madrasah ibtidaiyah.Findings – The object of this study was the curriculum change from the 2013 Curriculum to the Merdeka Curriculum implemented at Madrasah Ibtidaiyah Negeri Lima Puluh Kota, West Sumatra. The data analysis technique in this study was triangulation, based on the Miles and Huberman model, which includes four main stages: data reduction, data presentation, conclusion drawing, and verification. The data showed that the success of the change was more determined by the collaboration and leadership of the madrasah principal than by administrative aspects.Contribution – The study concluded that curriculum change management requires a participatory, humanistic approach, supported by organizational culture, the involvement of young teachers, and the active roles of parents and the madrasah committee.
The Impact Of Groupthink On The Effectiveness Of Decision-Making In Organizations Nadia salsabila; Prilia Dwi Putri; Putri Wulandari; Rahma Elsa Fitri; Tirta Ramdanu Subhi; Muhammad Fazis; Ferdino Wedi Sanjaya
Jurnal Pendidikan Nasional Vol. 5 No. 1 (2025): Volume 5 No 1 Tahun 2025 (In Progress)
Publisher : Sekolah Tinggi Keguruan dan Ilmu Pendidikan Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.55249/jpn.v5i1.169

Abstract

Penelitian ini bertujuan mengulas dampak fenomena groupthink terhadap efektivitas pengambilan keputusan dalam orgaisasi, menggunakan metode studi literatur (literature review) dan analisis isi. Groupthink didefinisikan sebagai kondisi psikologis di mana dorongan mencapai konsensus dan harmoni kelompok lebih diutamakan daripada evaluasi kritis dan rasional. Fenomena ini dipicu oleh kohesivitas kelompok yang terlalu tinggi, kepemimpinan yang dominan, ketiadaan prosedur pengambilan keputusan sistematis, tekanan situasional, dan homogenitas anggota, yang diperkuat oleh budaya kolektivisme di Indonesia. Dampak utamanya adalah penurunan kualitas analisis keputusan, meningkatnya bias kognitif kolektif (confirmation bias dan ilusi kontrol), pemiskinan kreativitas, tergerusnya budaya diskusi kritis, dan melemahnya kemampuan adaptasi organisasi terhadap perubahan lingkungan, yang berpotensi menyebabkan kegagalan strategis jangka panjang. Oleh karena itu, organisasi perlu membangun budaya diskusi yang terbuka, menerapkan teknik devil's advocate, dan memastikan prosedur pengambilan keputusan yang sistematis untuk menghasilkan keputusan yang berkualitas dan rasional
PERAN BUDAYA ORGANISASI DALAM MENINGKATKAN EFEKTIVITAS DAN PRODUKTIVITAS ORGANISASI Melly Zahrani; Nabila; Nadhifa Ahmanil Zahra; Naswa Paisa; Nessa Alfitri; Nuri Wulandari; Ferdino Wedi Sanjaya
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 3 (2026): Volume 12 No. 3, September 2026 Release
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i3.16042

Abstract

Organizational culture is a key factor influencing an organization’s success in achieving its established goals. Organizational culture is reflected through a set of values, norms, beliefs, and habits that serve as guidelines for organizational members in how they think, behave, and act. Fostering a positive organizational culture can create a harmonious work environment, increase member engagement, and strengthen commitment to achieving organizational goals. This article aims to examine the role of organizational culture in enhancing organizational effectiveness and productivity through an analysis of relevant literature. The method used is a literature review (library research) that examines various theories, concepts, and previous research findings related to organizational culture, organizational effectiveness, and work productivity. The results of the study indicate that a strong organizational culture can foster positive work behavior and enhance motivation, discipline, responsibility, and cooperation among organizational members. In addition, organizational culture also contributes to creating more open and effective communication, reducing potential conflicts, and fostering innovation and creativity in the performance of duties. These conditions have a positive impact on the organization’s effectiveness in optimally achieving its goals. In terms of productivity, organizational culture plays a role in improving both the quality and quantity of work output, optimizing the use of available resources, and driving improvements in individual and overall organizational performance. Thus, organizational culture is not only a distinctive characteristic that sets one organization apart from others but also serves as a strategic factor that supports increased organizational effectiveness and productivity in the face of an ever-evolving environment and its challenges.
MEMBANGUN MOTIVASI KERJA MELALUI BUDAYA ORGANISASI YANG FLEKSIBEL DAN BERORIENTASI MASA DEPAN Kasih Aulia; Lili Fatmawati; Nafiza Ramadhani; Mutiara Erfares; Natswa Salsabilla; Novia Fadhila; Ferdino Wedi Sanjaya
Didaktik : Jurnal Ilmiah PGSD STKIP Subang Vol. 12 No. 3 (2026): Volume 12 No. 3, September 2026 Release
Publisher : STKIP Subang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36989/didaktik.v12i3.16050

Abstract

Work motivation is one of the key factors contributing to organizational effectiveness and success. Rapid changes in the work environment, driven by technological advancements, globalization, and the increasing demands of the modern workplace, require organizations to develop an organizational culture that is flexible and adaptable. This study aims to identify the characteristics of a flexible and future-oriented organizational culture, analyze the factors supporting its implementation, and examine its influence on employee work motivation. A flexible and future-oriented organizational culture is considered essential for fostering employee motivation and improving organizational performance. This study employs the Systematic Literature Review (SLR) method by reviewing and analyzing scientific journal articles, books, and previous research related to organizational culture and work motivation. The review process follows the stages of identification, selection, evaluation, and synthesis of relevant literature based on systematic review principles. The findings indicate that the main characteristics of a flexible organizational culture include adaptability to change, open communication, support for innovation, collaboration, and employee empowerment through greater autonomy. A future-oriented organizational culture is reflected in a long-term vision, continuous learning, competency development, and organizational readiness to respond effectively to environmental changes. The successful implementation of this culture is supported by visionary leadership, strong organizational commitment, and continuous human resource development. Furthermore, the review demonstrates that a flexible and future-oriented organizational culture positively influences employee work motivation, enhances engagement, improves productivity, and strengthens organizational competitiveness. Therefore, organizations are encouraged to cultivate an adaptive culture that supports sustainable performance and prepares employees to face future challenges in an increasingly dynamic and competitive business environment. Work motivation is one of the key factors contributing to organizational effectiveness and success. Rapid changes in the work environment, driven by technological advancements, globalization, and the increasing demands of the modern workplace, require organizations to develop an organizational culture that is flexible and adaptable. This study aims to identify the characteristics of a flexible and future-oriented organizational culture, analyze the factors supporting its implementation, and examine its influence on employee work motivation. A flexible and future-oriented organizational culture is considered essential for fostering employee motivation and improving organizational performance. This study employs the Systematic Literature Review (SLR) method by reviewing and analyzing scientific journal articles, books, and previous research related to organizational culture and work motivation. The review process follows the stages of identification, selection, evaluation, and synthesis of relevant literature based on systematic review principles. The findings indicate that the main characteristics of a flexible organizational culture include adaptability to change, open communication, support for innovation, collaboration, and employee empowerment through greater autonomy. A future-oriented organizational culture is reflected in a long-term vision, continuous learning, competency development, and organizational readiness to respond effectively to environmental changes. The successful implementation of this culture is supported by visionary leadership, strong organizational commitment, and continuous human resource development. Furthermore, the review demonstrates that a flexible and future-oriented organizational culture positively influences employee work motivation, enhances engagement, improves productivity, and strengthens organizational competitiveness. Therefore, organizations are encouraged to cultivate an adaptive culture that supports sustainable performance and prepares employees to face future challenges in an increasingly dynamic and competitive business environment.
Co-Authors Fahrurroji Fahrurroji Husnani Husnani Kasih Aulia Lili Fatmawati Melly Zahrani Merri Yelliza Muhammad Fazis Mutiara Erfares Nabila Nadhifa Ahmanil Zahra Nadia salsabila Nafiza Ramadhani Naswa Paisa Natswa Salsabilla Nessa Alfitri Novia Fadhila Nuri Wulandari Prilia Dwi Putri Putri Wulandari Rahma Elsa Fitri Tirta Ramdanu Subhi Ulya Amelia yasril yasril