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There are many aspects discussed in English Grammar, one of them is passive voice, Students usually found the difficulties when they are learning passive voice, such as lack of vocabulary, less of simple past tense understanding and also they got hard time to distinguish between active and passive voice because they did not know the basic tenses mainly in simple past tense form, so when they were shown the formula of passive voices, especially in simple past tense, they barely understood and confused. This researcher used qualitative method, the design of the research was case study. Researcher analyzed and described the data from the output of the test by using qualitative method. Then,researcher analyzed the students’ errors in transforming the passive voice, and to find out the type of errors, that the students made most in their test in transforming voice of simple past tense, and also to know in terms of verb “be”,correct verb, transformation active sentence into passive sentence and transformation passive sentence into active sentence. The results of this researcher are concludes that the types of error that were made by the in transforming the passive voice from the highest percentage to the lowest are error of misformation, error of omission, and error of misordering. Researcher found that the commonest errors made by the students were the errors of misformation which take up 108 errors or 57%. It i s followed by errors in omission with percentage 23%, and errors in misordering with percentage 20%.

Leadership style is one of the factors of employee performance so that a good leadership style will be able to direct and give instructions to the work faced by employees. A good leadership style will also lead to job satisfaction for them, so they will work with feelings of pleasure and joy. Simultaneously, the Transformational Leadership Variable has a significant effect on Employee Performance with a value of Fcount > from Ftable. The result of the Coefficient of Determination (Adjusted R Square) is 0.165, meaning that the Employee Performance variable can be explained by the Transformational Leadership variable and the Meaning in Work variable by 16.5% while the remaining 83.5% is influenced by other variables.

Indonesia is an earthquake-prone zone country. Many victims of life and material due to the earthquake that occurred in Indonesia. One of them is the result of the collapse of the building. Buildings in Indonesia should be designed to withstand earthquakes. The resistance of buildings to earthquakes is highly dependent on their geometric configuration which is closely related to form and space. With the development of the era, it also affects the architectural 'trend' favored by architects and clients. But without realizing this trend can affect the vulnerability of buildings to earthquakes. Design trends carried out by architects that can affect the vulnerability of buildings to earthquakes are: 1). Architectural styles that are developing in the world, 2). Transformation of the geometric form of the building, 3). Selection of building materials, 4). Placement of swimming pools on the roofs of high-rise buildings, and 5). Use of building modules. 

The transformation of objects in computer graphics is very closely related to the factor of scale and rotation. Both are often a challenge in the introduction of objects through numerical features in digital images. Feature processing techniques that can overcome these problems such as Distance - Angle signature that is invariant to the scale and rotation factor. From the results of experiments conducted on 5 types of geometric shape images which amounted to 15 data with scale and rotation factors obtained the results that the Angle Signature can be applied well on all data. Inequality in the signature plot images obtained is due to the lighting conditions and background objects that are not uniform, which occurs in the image of a circle for all three types.

It was discovered that FDIs’ contributes in reducing unemployment rate in Indonesia although is of adiminutive percentage compared to the present population. It was also been known that most of peoplehave no or very little knowledge about FDI. It has been therefore advised that, the government shouldencourage more foreign investments so as to increase the government fund and to reduce theunemployment rate in Indonesia and FDI should as well be disseminated to the country. The existingFDIs is one of strategy in Nawacita Vision to accelarate and transform economic country to lessenpoverty and unemployment .

This study aims to evaluate the effectiveness of digital transformation in the 5.0 era in transforming latent cash waqf assets into productive capital capable of sustainably driving the community’s economy. The study employed a qualitative approach using a literature review method. Data were obtained through literature searches and official documents from the Indonesian Waqf Board, then analyzed descriptively to obtain comprehensive conclusions regarding the effectiveness of digital systems in cash waqf management. The results indicate that financial technology (fintech) such as QRIS, crowdfunding, Islamic banking applications, and digital wallets (e-wallets) are capable of overcoming conventional bureaucratic barriers through the concept of “micro waqf,” which is accessible to all levels of society. Based on the Technology Acceptance Model (TAM) theory, ease of digital access has been proven to increase public interest in waqf because it reduces administrative barriers and concerns regarding transaction amounts. In addition, real-time data-based reporting systems also improve transparency and accountability in waqf management. Therefore, the digitalization of cash waqf in the 5.0 era serves as a form of social engineering in collecting collective funds to sustainably support sharia-based productive sectors.  

Organizational Citizenship Behavior (OCB) is improving organizational efficiency and effectiveness by contributing toward resource transformation, innovation and adaptation ability (Williams and Anderson, 1991). The number of employees in Poltekkes Surabaya who are divided into various divisions becomes a problem for human resources management. Therefore, Poltekkes Surabaya director’s managerial ability is greatly determined to organize human resources in order to create an effective and productive organization. In order to find out the relationship between job satisfaction and organizational commitment with organizational citizenship behavior in Health Polytechnic of Surabaya. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OCB with r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizationalcitizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significant relationship between job satisfaction and organizational commitment with organizationalcitizenship behavior. The research used cross sectional design with subject of Health Polytechnic of Surabaya employees. In order to examine Organizational Citizenship  Behavior, the research instrument being used was The Origin Organizational Citizenship Behaviors Questionnaire by Morrison (1994) which already used by Muchiri (2002). Job satisfaction was measured by using Minnesota satisfaction questioner. Organization’s commitment is measured by using questioner which is presented by Allen and Meyer (1990); Panggabean (2004). The research showed that there was a relationship between job satisfaction with OC Bwith r=0,407; R2 = 0,165 and p Value = 0,000. There was a relationship between organization’s  commitment with significant OCB with r =0,2888; R2 = 0,83 and p Value = 0,001. Therefore, there was a significant relationship between job satisfaction and organizational commitment with organizational citizenship behavior with r=0,441; R2 = 0,194 and p Value = 0,000. In summary, there was a positive and significant relationship between job satisfaction with organizational citizenship behavior. There was a positive and significant relationship between organization’s commitment with organizational citizenship behavior. There was a positive and significantrelationship between job satisfaction and organizational commitment with organizational citizenship behavior.