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"Blue Ocean Leadership" is a strategic approach that aims to create a new market that is free from competitors by focusing on innovation and value creation. In the context of increasingly competitive businesses, many organizations are trapped in a "sea of red," where fierce competition leads to declining profit margins. This concept invites leaders to move to the "blue ocean," which is an unexplored market space where demand can be created rather than simply shared. Through visionary and creative leadership, leaders can encourage teams to identify new opportunities, design unique products or services, and deliver unparalleled customer experiences. Leadership in the context of Blue Ocean also involves developing an organizational culture that supports innovation, collaboration, and continuous learning. By empowering employees to think outside conventional boundaries, organizations can find solutions that not only meet customer needs but also create greater value. This approach is not only financially profitable, but it also contributes to the company's long-term sustainability in the face of market changes. Overall, Blue Ocean Leadership offers a relevant framework for leaders to design effective strategies in creating new markets that are sustainable and free from competitors.      

The orientation of educational institutions is busy with exam scores, and academic grades are the main prerequisites for graduation. As a result, the product produced by students is how high the report card score is and discredits the values of character, life and morality. This causes students to lose focus on character education. For this reason, teachers as the main milestone in learning in the classroom are required to create a learning atmosphere with character based on DOOR (Diversity, Optimism, Option for The Poor, Respect). This is because the character based on DOOR is a guideline in the ministry at the Bethlehem Bandar Baru Foundation. The objectives of the study are: (1) To describe the management model of character education training based on DOOR; (2) Determine the feasibility of the character education training management model based on DOOR; and (3) Determine the effectiveness of the implementation of character education training management based on DOOR at the Bethlehem Bandar Baru Foundation. The research uses a research and development approach to develop a model to improve teacher performance at the Betlehem Bandar Baru Foundation. The research sample is 59 teachers at the Bethlehem Bandar Baru Foundation. The results of the study show: (1) The training model developed is feasible to be used in an effort to improve the performance of teachers of the Bethlehem Bandar Baru Foundation, through the following stages: planning, organizing, moving, and supervising; (2) The training model is effectively used to improve the performance of teachers of the Betlehem Bandar Baru Foundation. There was an increase in teacher performance in the following aspects: learning planning by 42.05%; the implementation of learning is 29.74%; and assessed learning outcomes by 59.49%; and (3) a character training model developed practically for improving teacher performance at the Bethlehem Bandar Baru Foundation, obtained N-Gain Score g = 0.76 > 0.7 (small group trial) and g = 0.79 > 0.7 (limited wide trial); The resulting products were 76.40% (small group trials) and 79.08% (limited wide trials) with the effective category. Based on the results of the study, it is suggested that the improvement of teacher performance at the Bethlehem Bandar Baru Foundation must be carried out with integrated planning, organization, implementation and supervision between the Archdiocesan Foundation, the Foundation's internal supervisors, principals, and teachers.  

This study aims to systematically examine the influence of transformational leadership and organizational culture on nurses' performance in hospitals. The method used is a Systematic Literature Review (SLR) with a qualitative approach. The findings indicate that transformational leadership has a significant impact on improving nurses’ performance, particularly through enhanced work motivation, job satisfaction, loyalty, and team effectiveness. Transformational leaders inspire nurses by providing a vision, encouraging innovation, and fostering a supportive environment that aligns with their values and goals. As a result, nurses exhibit increased commitment to their work, higher engagement levels, and a proactive attitude toward their tasks, leading to better overall performance. Organizational culture also plays a crucial role, especially values such as collaboration, human orientation, and integrity, which have been shown to support a positive work environment and nurse productivity. A culture that prioritizes teamwork, shared responsibility, and mutual respect enables nurses to work more cohesively and efficiently. Hospitals with a supportive and inclusive culture experience reduced turnover rates and higher job satisfaction, as nurses feel valued and respected within the organization. Additionally, when the culture encourages continuous learning and professional development, nurses are more likely to stay updated on best practices and provide high-quality care to patients. However, differences in findings across studies suggest the need for contextual understanding and consistent internalization of cultural values. Factors such as geographical location, hospital size, and leadership styles may influence the degree of impact that transformational leadership and organizational culture have on nurse performance. Therefore, it is essential to adapt leadership strategies and cultural initiatives to the unique needs and challenges of each healthcare setting.

The authors of the article have chosen a company acting as an agent for a container shipping line because the company seeks to decrease its service failures and reduce the chaotic nature of its activities by systematizing them from a scientific point of view and refining its operations at the managerial level. Employees of the company are responsible for activities such as a search for customers, price offers, contacting clients, the conclusion of contracts, coordination of cargo transportation, document control, invoicing and payment control. Proper execution of these operations ensures the quality of services provided by the container line agent. The learning organization concept, situational management theory and total quality management theory are applicable to the management of the personnel activity process in the line. In terms of management functions, planning is more suitable for activities such as searching for customers, price offers, conclusion of contracts and invoicing; organizing is more required when searching for customers, contacting them and concluding contracts; leading is more suitable for activities such as contact with clients, conclusion of contracts and payment control; control is more required when contacting customers, coordinating cargo transportation, invoicing and controlling payment. A conceptual approach that theoretically reveals the principles and possibilities of the company’s activities in the container shipping line can serve as the basis for future empirical research to identify problems in its personnel activity management.

This research aims to analyze literature related to solutions for dealing with Human Rights (HAM) violations in the school environment through the implementation of the Human Rights Friendly School (SR-HAM) model. The method used in writing this article is literature study. A Human Rights Friendly School is a school concept that integrates human rights values ​​as a core principle in school management and organization, where human rights values ​​are at the center of the learning process and student experience and are present in all aspects of school life. The SR-HAM concept approach combined with Ki Hadjar Dewantara's educational concept is expected to be able to provide effective solutions in dealing with various human rights problems in schools. Although the concept of Human Rights Friendly Schools initiated by Amnesty International and Ki Hadjar Dewantara conceptually supports the achievement of national education goals, its implementation needs to be carried out correctly and appropriately in order to provide the best results.

This study aims to (1) analyze the influence of the principal’s leadership style on the performance of student cooperative managers at SMP Negeri 21 Makassar; (2) assess the influence of organizational culture; (3) examine the impact of teacher commitment; (4) analyze the simultaneous effect of leadership style, organizational culture, and teacher commitment; and (5) identify the most dominant influencing variable. This quantitative research involved 45 student cooperative managers from grades VII–IX using a saturated sampling technique. Data were collected through questionnaires and analyzed using multiple regression, t-test, and F-test with SPSS 26. Results show that leadership style, organizational culture, and teacher commitment have a significant positive partial and simultaneous effect. Teacher commitment is the most dominant variable influencing cooperative management performance.

The research departs from the phenomenon of the development of Islamic boarding school education models with varying names and styles. Islamic boarding schools are faced with two important problems in adapting to the demands of the times, namely the problem of developing Islamic boarding school governance without abandoning tradition and the Islamic boarding school's identity in producing a generation with good morals. The research objectives are to identify the management of Sufistic curriculum development in Islamic boarding schools including; 1) Curriculum planning, 2) Curriculum organization, 3) Curriculum implementation, 4) Curriculum evaluation and 5) Impact of Islamic boarding school management in developing the Sufistic curriculum at Al-Istiqomah Islamic Boarding School and Al-Falah Biru Islamic Boarding School, Garut Regency. The research framework departs from George R. Terry's (1973) management theory, namely four management functions, namely: 1) Planning, 2) Organizing, 3) Actuating, 4) Controlling. The curriculum theory uses the Ralph W curriculum development model. Tyler curriculum development is carried out in systematic stages, namely; Objectives, Selecting Learning Experiences, Organizing Learning Experiences, Evaluation. Developing the Islamic boarding school curriculum has an impact on the morals of the students, as according to Sheikh Musthafa Al-Ghalayini, the implications of Sufistic moral values contribute to shaping behavior. This study uses a qualitative approach using the Ethnography method. Data collection techniques are carried out through interviews, observations and documentation analysis. The data analysis technique uses the Miles and Huberman analysis technique. While the validity test is carried out with data validity by conducting tests; credibility, transferability, dependability, and confirmability. The results of the study found that the management of the development of the Islamic boarding school curriculum in preparing a generation with Sufi morals: First, the Islamic boarding school curriculum is included in the traditionalist model of the school, namely by showing its traditional and school character. Second, the organization of the curriculum content consists of the contents of the curriculum, data, concepts, generalizations, and subject matter at the Islamic Boarding School. Third, Curriculum development is categorized as a grass roots model where there are initiatives and efforts coming from below, namely ustadz and Islamic boarding schools in developing a curriculum that is designed by themselves to produce a generation with Sufi morals. Fourth, Curriculum evaluation refers to the Objective Model Evaluation model (objective model) carried out at the end of curriculum development, this assessment activity is often called summative evaluation. Fifth, The impact of curriculum management on the level of morals is shown by the nature of istiqomah, self-control, prioritizing Islamic and basyariyah brotherhood, tolerance, honesty, sincerity, istiqomah, patience, gratitude, politeness and helping each other. Sixth, Traditionalist Hypothetical Management Model of the School.

The improvement of educational facilities and infrastructure is a crucial factor in enhancing the quality of learning, especially in rural areas such as Sugarang Bayu Village. This study aims to analyze the condition of educational facilities and infrastructure in the village and identify the efforts that have been made and can be undertaken to improve them. The research employs a qualitative approach with data collection techniques including observation, interviews, and document analysis. The findings reveal that educational facilities in Sugarang Bayu Village remain limited, particularly in terms of classroom availability, laboratories, libraries, and access to educational technology. The primary challenges include budget constraints and limited support from policymakers. However, initiatives from the community and schools have emerged to address these issues, such as fundraising and collaboration with governmental and non-governmental organizations. Therefore, synergy between the government, the community, and the private sector is essential to ensure sustainable improvements in educational infrastructure. By enhancing educational facilities, the quality of learning and students' academic performance in Sugarang Bayu Village is expected to improve, ultimately fostering a more competitive human resource base.

Issues regarding people with disabilities in the world of work are still often overlooked, leading to minimal job opportunities for people with disabilities. As a result, many individuals with disabilities face high unemployment rates. According to the International Labour Organization (ILO), 82% of people with disabilities in developing countries live below the poverty line. They experience significant challenges accessing employment, healthcare, information, and political participation, often facing fewer job opportunities than individuals without disabilities. The National Zakat Agency (BAZNAS BAZIS) DKI Jakarta Province is one of the institutions that focuses on empowering people with disabilities through its Difabis program. The program serves as a platform for people with disabilities to train their work abilities, engage in learning, express creativity, and gain equal employment opportunities. This study aims to examine (1) How Difabis Coffee and Tea has implemented programs to empower people with disabilities, (2) What types of skills training are provided by Difabis Coffee and Tea to empower people with disabilities, and (3) What supporting factors and leadership factors influence the effectiveness of the empowerment process at Difabis Coffee and Tea. This research employs a qualitative approach, using data from observations, interviews, and documentation. The results of the study indicate that the empowerment provided by Difabis Coffee and Tea through skills training has led to positive changes for individuals with disabilities. Participants who once felt helpless now have greater independence, self-confidence, improved communication skills, and an income from the skills they have developed.

This qualitative literature review explores the transformative role of generative artificial intelligence (GenAI) in reshaping organizational problem-solving. Moving beyond prediction, GenAI supports ideation, design, and decision-making by enhancing exploration, reducing cognitive constraints, and enabling hybrid human-machine intelligence. Drawing on recent studies in strategic management, organizational learning, and AI innovation, this review synthesizes evidence of GenAI’s capacity to augment creativity, frame redefinition, and solution diversity. The findings highlight both opportunities—such as improved search efficiency and strategic adaptability—and challenges, including algorithmic opacity, trust issues, and socio-technical complexity. Ultimately, GenAI represents a generative shift in how organizations define problems and pursue innovation, requiring thoughtful integration to maximize its cognitive and strategic value

The English language teaching at Pondok Pesantren Nurul Falah aims to improve the students' communication skills in English through an approach that is more adaptive to the organizational culture. This pesantren has a habit of using Arabic in daily life, so in the teaching of English, Arabic terms such as “huwa,” “huma,” and “huna” are used in teaching pronouns. The method applied involves interactive teaching, adapted to the students’ habits, where each session begins with an explanation of English concepts, which are then linked to Arabic terms that the students are already familiar with. This activity took place over four meetings per month, with morning and afternoon sessions. The results of the teaching activity showed an improvement in the students' understanding of basic English concepts, especially in teaching pronouns, which were easier to understand when linked to Arabic. The discussion in this activity revealed that adapting the language of instruction to the local culture, in this case, Arabic, can create a more comfortable atmosphere and support the students' enthusiasm for learning. Students, who initially felt less confident in speaking English, became more active and open to practicing. In conclusion, English teaching that is adapted to the organizational culture, especially through the use of Arabic in teaching, has proven effective in improving students' understanding and communication skills in English, as well as creating a learning environment that is more enjoyable and relevant to their needs

Remote work has expanded rapidly in Indonesia and created new challenges for sustaining employee performance in digitally mediated work settings. This study examines the role of employee engagement in mediating the effects of compensation and career development on the performance of remote workers. A quantitative approach was employed using survey data from 200 Indonesian remote workers, and the relationships among variables were analyzed through Partial Least Squares Structural Equation Modeling. The results show that compensation and career development both have significant positive effects on employee engagement, while employee engagement has a strong positive effect on employee performance. The direct effect of compensation on performance is not significant, indicating that its influence operates mainly through engagement. In contrast, career development affects performance both directly and indirectly through engagement. These findings indicate that employee engagement is a key mechanism linking organizational support to remote employee performance. The study implies that organizations should not rely solely on financial rewards, but also provide clear career pathways, continuous learning opportunities, regular feedback, and meaningful recognition to strengthen engagement and improve performance in remote work environments.

In line with the spirit of political reform in Indonesia, the flow of educational reform in Indonesia has also changed drastically. The education system in Islamic universities as the highest educational institution has changed from centralized from the center to an institution that carries the principle of campus autonomy. With this new paradigm, universities have full authority to manage administrative management, education systems and others to advance professional institutions and produce competent students. The purpose of this study is to critically analyze the application of the Learning Organization (OP) principle at a State Islamic University in East Java, Indonesia, which refers to the definition and principles of OP according to experts, including Senge, 1990a; Senge, 1990b; Senge, 2000; Fullan, 1995, Silins and Mulford, 2002; Silins et al., 2002. The results of data analysis from documents, implementation observations and literature reviews, this Islamic university to some extent has met the qualifications as a learning organization by creating the concept of thinking and working collaboratively with the improvement of the character of collaborative leaders in each department. Although the transfer of leadership skills from high-ranking officials to lecturers as educational leaders has not been fully implemented optimally, the spirit of improving the management system in universities is increasing, along with the implementation of collaborative learning and the reframing of universities as learning organizations.

This research aims to analyze the influence of work engagement, work environment, and organizational learning on organizational commitment at the Nawangan Community Health Center. The sample in this study was 50 respondents who worked at the Nawangan Community Health Center. The data collection technique used was a survey method with the research instrument used was a questionnaire. The results of the instrument test stated that the data in this study was proven to be valid and reliable. The Classical Assumption Test states that the data in this study is normally distributed and produces a regression model that is free from multicollinearity and heteroscedasticity. The results of this research prove that: (1) Work Engagement has a positive and significant effect on Organizational Commitment, (2), Work Environment has a positive and significant effect on Organizational Commitment, (3) Organizational Learning has a positive and significant effect on Organizational Commitment

Human Resource Management (HRM) is a very important part of an organization. In the digital era, HRM can be done more efficiently through mobile applications that allow access to employee data, HRM processes, or online attendance. However, the ability of an HRM mobile application to succeed depends on the usability factor or ease of use by users.  Talenta is one of Mekari's business platforms that provides a complete solution for all Human Resources (HR) and payroll management issues. Talenta is an application that will be used for Usability Testing using Cognitive Walkthrough. The initial stage in starting Usability Testing on the mobile-based Talenta application with the Cognitive Walkthrough method begins with conducting a literature study, learning the system or application, then making scenario questions based on the system. Then, respondents will be asked to complete the scenario questions. The scenario data collected includes; data on success in completing the scenario, data on errors in completing the scenario, and data on the time required to complete the scenario. Finally, the interview stage will be continued with the respondents on the scenarios that have been carried out. The scenario and interview data will be analyzed to calculate the effectiveness and efficiency aspects of the Talenta application. After the analysis stage, users will be given a System Usability Scale (SUS) questionnaire to be answered using Google Form using a Likert scale. The results of the questionnaire will be analyzed using SUS calculations, and then suggestions and conclusions will be given in the aspect of user learning ability. After usability testing of Talenta mobile application using Cognitive Walkthrough and SUS methods, the following results were obtained: 78% effectiveness; 0.10 seconds efficiency; and 67 learning ability level. Talenta has met the usability criteria for mobile applications in general, including effectiveness and efficiency in using the ISO 9241-11 model. However, there are still shortcomings in the user learnability level. To improve the usability of this application, it is recommended to change the layout, menu, add features, as well as clarify some display features.

This research investigates maritime health literacy among cadets, focusing on its alignment with international standards and implications for professional practice in the maritime industry. Using qualitative methods, the study explores cadets' perceptions and experiences regarding health management practices onboard ships. Findings reveal a strong alignment with safety and environmental protocols outlined by the International Maritime Organization (IMO). However, gaps in practical training effectiveness and continual professional development highlight areas for improvement. Cadets express the need for enhanced practical simulations and lifelong learning initiatives to better prepare for health-related challenges at sea. The study also identifies positive perceptions of health promotion policies mandated by the maritime labour convention, underscoring industry commitment to promoting occupational health and safety standards. Recommendations include integrating comprehensive mental health support, fostering collaborative research efforts, and conducting longitudinal studies to assess the sustainability of health literacy interventions. By addressing these recommendations, stakeholders can enhance operational efficiency, promote crew welfare, and sustain a culture of safety within the maritime sector.

This research is a Systematic Literature Review (SLR) aimed at analyzing the application of Artificial Intelligence (AI) technology in the management of information technology (IT) projects. This study focuses on identifying the AI technologies employed, the benefits gained, and the challenges faced in implementing these technologies. The study gathers and analyzes literature from various leading databases, including Scopus, IEEE Xplore, and SpringerLink, within the timeframe of 2015–2025. The findings reveal that AI technologies such as machine learning, predictive analytics, and natural language processing play a significant role in improving efficiency, reducing risks, and supporting decision-making in IT project management. However, challenges such as data quality, organizational resistance, and implementation costs remain major obstacles in adopting this technology. This review provides comprehensive insights into trends, benefits, and barriers associated with AI utilization, along with recommendations for more effective implementation in the future.

This study aims to find out: (1) The effect of the application of the DLDPF model on improving TDBI writing proficiency; (2) Differences between student learning outcomes with the DLDPF model and without DLDPF; and (3) Student obstacles in the application of the DLDPF model. The design of this study is a pseudo-experiment with a non-equivalent comparison group design scheme. The researcher used a nonprobability sampling technique in the form of total sampling. The instruments used in this study are tests and questionnaires. The test instrument is in the form of an essay test with four aspects of assessment criteria (content, organization, grammar, and vocabulary). There are also document study instruments and semi-open questionnaires with the Likert Scale. The results of the study revealed the following findings. First, the results of the paired sample test showed a sig. (2-tailed) of 0.00 < 0.05 which means that there is a significant influence of the application of the DLDPF model on the improvement of TDBI writing proficiency. Second, the results of the independent sample t-test showed a sig. (2-tailed) of 0.00 < 0.05 which means that the application of the DLDPF model has a significant impact on improving TDBI writing proficiency. In addition, the experimental class has an N-gain score of 0.59 which means it has a moderate level of improvement. The control class has an N-gain score of 0.24 which means it has a low level of improvement. In other words, it shows that there is a difference between student learning outcomes with the DLDPF model and student learning outcomes with no DLDPF model. And third, respondents showed few obstacles in the application of the DLDPF model, including: (1) Most of the respondents (70.53%) did not experience linguistic barriers; and (2) Most respondents (70%) did not experience nonlinguistic barriers.

This study aims to find out: (1) The effect of the application of the DLDPF model on improving TDBI writing proficiency; (2) Differences between student learning outcomes with the DLDPF model and without DLDPF; and (3) Student obstacles in the application of the DLDPF model. The design of this study is a pseudo-experiment with a non-equivalent comparison group design scheme. The researcher used a nonprobability sampling technique in the form of total sampling. The instruments used in this study are tests and questionnaires. The test instrument is in the form of an essay test with four aspects of assessment criteria (content, organization, grammar, and vocabulary). There are also document study instruments and semi-open questionnaires with the Likert Scale. The results of the study revealed the following findings. First, the results of the paired sample test showed a sig. (2-tailed) of 0.00 < 0.05 which means that there is a significant influence of the application of the DLDPF model on the improvement of TDBI writing proficiency. Second, the results of the independent sample t-test showed a sig. (2-tailed) of 0.00 < 0.05 which means that the application of the DLDPF model has a significant impact on improving TDBI writing proficiency. In addition, the experimental class has an N-gain score of 0.59 which means it has a moderate level of improvement. The control class has an N-gain score of 0.24 which means it has a low level of improvement. In other words, it shows that there is a difference between student learning outcomes with the DLDPF model and student learning outcomes with no DLDPF model. And third, respondents showed few obstacles in the application of the DLDPF model, including: (1) Most of the respondents (70.53%) did not experience linguistic barriers; and (2) Most respondents (70%) did not experience nonlinguistic barriers.

Human Resources (HR) are an essential asset in an organization or company, as they encompass individuals with the skills, knowledge, and competencies needed to achieve organizational goals. Conflict management, organizational learning, and effective communication are the main pillars of HR management. Conflict management plays a role in transforming potential friction into opportunities for creative solutions, maintaining harmony, and improving team productivity. Organizational learning enables individuals and organizations to grow, adapt, and face new challenges with continuously evolving knowledge. Meanwhile, effective communication acts as a bridge that connects vision, mission, and actions, ensuring all elements of the organization move in alignment toward shared goals. CV. XYZ Surabaya is a company engaged in the supply and distribution of electrical equipment. Finding the right human resources for this organization is not an easy task. One of the company’s primary objectives is to improve employee performance, as improved employee performance is directly proportional to enhanced organizational performance. Based on the research findings, the t-test (partial) and f-test (simultaneous) analysis revealed that the variables of conflict management, organizational learning, and communication have a significant impact, both partially and simultaneously, on employee performance at CV. XYZ Surabaya.