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Khoirudin. Effectiveness of District Integrated Administration Services (PATEN) on Public Services at the Banyuasin III Sub-district Office of Banyuasin Regency. This study aims to describe the effectiveness of the District Integrated Administration Service (PATEN) on public services at the Banyuasin III District Head Office, Banyuasin Regency. This research was conducted for three months using a quantitative approach. Data was collected through questionnaires, observation, and documentation. Data analysis techniques are carried out by presenting data, reducing data, and drawing conclusions. The results showed that the organizational characteristics in Banyuasin III District in providing administrative services were quite good, where the organizational structure and management went well, each employee had individual skills and abilities that could be developed as well as good adaptability in dealing with situations. certain situations. Environmental characteristics, in administrative services in the District, can be said to be able to read the environmental situation and adjust to existing conditions, meaning that they continue to learn and work well in order to serve the needs of the community in today's modern era. Employees, besides that they must continue to learn and develop in the face of the increasing needs of the community in managing administration in the District, on the other hand they must also behave well and be trustworthy in carrying out their duties. Vertical and horizontal communication at the Banyuasin III District Office has been running well. Then for the reward itself, although it has not been fully implemented, it has been carried out gradually to improve employee performance. As for the attention to employees is quite good.

Implementation of the Policy on Import of Goods Using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office. This research aims to: 1) Implementation of the Policy on Import of Goods Using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office; 2) Describe and analyze the supporting and inhibiting factors for the Implementation of the Import of Goods Policy Using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office. This research uses research using a descriptive method is research that is directed to provide symptoms, facts, or events, systematically and accurately, regarding the characteristics of a certain population or region. In descriptive research, it is not necessary to look for or explain interrelationships by testing hypotheses.  The results of the study show that: 1) Communication has been well established. Communication is carried out between fellow employees, related agencies/parties, and also with service users; 2) Resources are good and supportive, both in terms of infrastructure, training, and others. However, there are still shortcomings that must be followed up immediately, namely the need for competent employees in several fields, namely import duty revenue analysts and the lack of employees who specialize in handling import duties; 3) The attitude of the implementers can be said to be good, as evidenced by the seriousness of the policy implementers in carrying out the duties and mandates given, as well as the high commitment given by the policy implementers; 4) In the Implementation of the Policy on the Import of Goods Using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office, there are procedures that are passed in the import of goods using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office, and all are in accordance with existing regulations. Then in the activity of Importing Goods Using ASEAN-India Facilities at the Palembang Customs and Excise Supervision and Service Office, the SOP so far follows the SOP for Notification of Import of Goods. Another thing related to the organizational structure and the division of authority has all been well conceptualized and in accordance with the duties and functions of each policy implementer, so that there is no overlap in carrying out their duties.

Interpersonal communication is communication between a communicator and a communicant. This type of communication is considered the most effective in changing someone's attitude, opinion or behavior, because of its dialogic nature in the form of a conversation. Commitment to the organization means the level of trust and acceptance of the workforce towards the goals of the organization and the desire to remain in the organization which is ultimately reflected in the problems above. This research has several objectives, namely to analyze interpersonal communication skills between school principals and Telekomedika Vocational School teachers and to analyze the organizational commitment of Telekomedika Vocational School teachers. This research uses descriptive qualitative, with the data collected mostly in the form of words or images rather than numbers. The subjects in this research were leaders, teachers and staff at Bogor Telekomedika Vocational School. The research carries out analysis of the data obtained through interviews and other documents by combining and selecting data that is close to suitability related to the research study. The results of the research show that interpersonal communication can be done by improving communication so that they are more motivated to complete the work given by the organization, developing a positive attitude and attention to work in each teacher, setting work goals and trying to improve teachers' work knowledge. It is known that teachers' organizational commitment at Telekomedika Vocational Schools means that teachers as educators and instructors should have a commitment to the organization as a process that is not only limited to creating new ideas or thoughts.  The idea must be implemented through an adoption process, and adoption is the decision to use commitment to the organization as a whole as the best course of action. 

Effective communication is communication that can produce a change in attitude in each individual which is visible in a communication. This research uses a qualitative approach, with data collection techniques carried out using three techniques which include interviews, documentation, and observation or security. The research was carried out by going directly to the Blitar Regency Communication, Informatics and Statistics Service which is located on Jalan Sudanco Supriyadi Number 17, Bendogerit, Sananwetan District, Blitar City, East Java. The results of this research are based on a series of analysis processes from interview data, observation and documentation, showing that effective organizational communication patterns are very important in improving employee performance at the Blitar Regency Diskominotics. By implementing clear and transparent vertical communication, both from top to bottom and from bottom to top. Meanwhile, supporting and inhibiting factors, organizational communication patterns have a significant impact on improving employee performance. Supporting factors such as continuous training, positive work environment, constructive feedback.

This research aims to analyze the influence of communication skills, organizational culture, and the Competennce on the work effectiveness of Hotel Mercure Serpong Alam Sutera employees. Sampling using a non-probability sampling technique with a saturated sampling type was 63 employees of the Mercure Serpong Alam Sutera Hotel. Data was collected through questionnaires and analyzed using multiple regression analysis. The research results show that organizational culture and competency variables have a significant positive influence on work effectiveness. Meanwhile, the communication variable cannot have a significant influence on work effectiveness at the Mercure Serpong Alam Sutera Hotel.      

This research focuses on the implementation of flood management policies in South Tangerang City with suboptimal flood management problems. The problems that were found were that the coordination carried out by stakeholders was tentative, there were obstacles in communication on the condition of the social environment, expecially in terms of public awareness of protecting the environment, was still lacking because rubbish was still found in rivers and canals. The aim of this research is to determine the extent of implementation of flood management policies in South Tangerang City. This research uses a qualitative approach with descriptive methods, and data is obtained trought observation, interviews and documentation. This research uses the Van Meter and Van Horn theory with 6 (six) indicator, namely: a) Policy Size and Objectives; b) Resources; c) Characteristics of The Implementing Agent; d) Attitude and Tendencies; e) Inter-Organizational Communication and Implementation Activies; f) Economic, Social and Political Environment. The result of the study show that policy measures and standards are appropriate but there needs to be an increase in disaster outreach and training. Then the quantitiy or number of Task Forces to go into the field is still insufficient. The availability of an organizational structure and regulations responsible for implementing flood management is quite good. Policy implementers understanding of flood management policies in quite good and has received a positive response from policy implementers. Apart from that, the communication that exists between OPDs and village officials is quite good, characterized by delibration. The economic, social and political environmental conditions are quite good, but there needs to be an increase in public awareness of protecting the environment by not throwing rubbish into rivers or waterways. 

This research took the location, namely the Denpasar City Health Service. Within the company there are 5 fields available to support integrated health service programs for the community, with a total human resource population of 61 emoployee. The health development program has been implemented with reference running into half decade Strategic Planning which is outlined in the annual performance plan. The health development was carried out in the form of 18 existing health development programs. The pre-survey results showed the influence of employee performance variables using seven questions. 14 samples said they did not agree to the seventh question, 5 respondents answered by choosing the word "disagree" to the sixth question. , namely "work equipment and facilities are adequate and support me in my work", there is a research gap that took place in I News Jakarta stating the results show that communication variables have no effect on employee performance. The aim of this research was to find out how organizational communication influences employee performance, find out the effect of communication on job satisfaction, find out the effect of job satisfaction on employee performance, and find out the role of job satisfaction in mediating organizational communication on employee performance. The research methods used include the interview process and questionnaires. This research measurement used saturated sampling a sample sized are 61 employee was used. The research results found that the organizational communication variable had a significantly positive effect on employee performance, organizational communication had a significantly positive effect on job satisfaction, organizational communication had a significantly positive effect on job satisfaction and the influence of job satisfaction significantly positively mediated organizational communication affect performance employee.

Leaders can influence individuals or groups to achieve goals. If most of the employees' needs are not met, managers must be able to adjust their leadership style and know how to identify and adapt to changes in employees' needs. Otherwise, employees will not have good prospects in the organizational world. Millennial leaders, who are mostly members of an organization or team, are driven by the millennial generation and face more complex challenges. Because they value freedom, flexibility, open communication, supervisors and colleagues, and the use of technology, millennials are more difficult to retain within a company. The aim of this research is to determine whether adaptive leadership styles are effective in managing the current millennial generation. This study is qualitative and uses data analysis methods in a literature review. The goal is to discover and examine effective leadership styles and techniques for millennials. The results indicate that adaptive leadership approaches are beneficial as they help individuals overcome difficulties and adapt to changes. However, adaptive management theory also has its weaknesses. For instance, it is unclear how the key components of the adaptation process work and how these relationships support the adaptation process. According to Rainer Turangan (2015), a good leader should be able to adapt to uncertain future conditions, work across countries and cultures, and create a creative environment.      

Human Resource Management (HRM) is a crucial aspect of organizational management that focuses on managing individuals as valuable assets to the company. One significant area of HRM is job satisfaction, which is a complex emotional reaction to one's job. High job satisfaction can enhance employee performance, as satisfied employees tend to be more enthusiastic and productive. Employee performance, which includes abilities, skills, and work outcomes, can be influenced by intellectual intelligence, organizational culture, and organizational communication. Intellectual intelligence (IQ) plays a role in employees' effectiveness at work and contributes to organizational success. Effective organizational communication strengthens an inclusive culture and supports collaboration, while organizational culture serves as an identity and impacts employee performance. This study aims to analyze the effects of intellectual intelligence, organizational culture, and organizational communication on employee performance through job satisfaction as an intervening variable at the Surakarta City Population and Civil Registration Office. The research is expected to provide insights into how these factors influence employee performance and offer recommendations for enhancing satisfaction and performance within the government organization.

Human Resources (HR) is a crucial asset for every organization, including CV Wahyu Artha Technic. Effective HR management through good leadership and proper training is essential to achieve company goals. This study aims to explore the relationship between leadership style and job training on employee performance at CV. Wahyu Artha Technic, West Java. Data were obtained through questionnaires completed by 65 respondents in May 2024, with a 100% response rate. The results showed that participative leadership style and timely job training have a positive and significant influence on employee performance. Sales data shows fluctuations from year to year, which is closely related to the lack of training and ineffective leadership style. A survey of respondents showed that employee performance can be improved through opportunities provided by leadership to convey feedback and complaints. Training that is relevant to operational needs and technological developments is proven to improve employee competence and productivity. The conclusion of this study is that good leadership style and structured job training significantly improve employee performance at CV. Wahyu Artha Technic. The recommendations of this study include the importance of effective communication between management and employees as well as the development of continuous training programs to maintain employee competence and motivation. Implementation of these strategies is expected to optimize overall organizational performance.

The evolution of global virtual firms in the post-pandemic era has transformed the dynamics of leadership, collaboration, and team performance. This study investigates the influence of digital leadership styles-particularly transformational, transactional, and adaptive-on the effectiveness of collaboration among remote teams operating in multinational virtual environments. Using a mixed-methods approach that integrates quantitative surveys and qualitative interviews, data were collected from managers and team leaders of multinational corporations who lead geographically dispersed teams. Quantitative findings reveal that adaptive and transformational digital leadership styles significantly enhance communication, coordination, trust, and motivation within remote teams, while transactional leadership proves less effective in sustaining engagement across time zones and cultural boundaries. Qualitative insights highlight that flexibility, empathy, and digital literacy are central to building trust and cohesion in diverse virtual settings. Moreover, the use of advanced collaboration tools such as Slack, Microsoft Teams, and Zoom amplifies leadership effectiveness when aligned with inclusive communication practices. The study underscores that successful digital leadership depends on balancing human-centered empathy with technological competence to foster team cohesion and innovation. Managerial implications emphasize the need to develop leaders’ digital competencies and cross-cultural communication skills, along with fostering adaptive strategies to sustain engagement in virtual work environments. Future research should explore the longitudinal effects of digital leadership development programs across industries to assess their sustained impact on productivity, innovation, and organizational resilience in digital ecosystems.

Communication is needed in various areas of human life, including in the economic sector, namely business. Communication is important in an organizational group. Employee performance can also be interpreted as the results achieved by an employee in carrying out his duties and responsibilities in working in the company. This research is to find out how the influence of leadership communication on the performance of employees of PT. Duta Karya Bersatu. The type of research in this study is quantitative research. The scale used by the researcher is the Likert scale. The sample in this study is all employees of PT. Duta Karya Bersatu totaling 34 people. Simultaneous leadership communication has an influence of 13.6%, with a significance value (0.032< 0.05) while 86.4% of employee performance is influenced by other variables that are not studied. It is important for companies to continue to develop strong communication to improve employee performance, in order to advance and strengthen the company's foundation.  

CREATIN photography competition event: Creative Moment INABA Photography Contest is a national level competition held to provide a platform for students from various universities to create high quality images based on a specific theme. The main purpose of this event is to encourage creativity, appreciate the art of photography, and promote the potential of young photographers, especially among students. This research uses a qualitative case study method to understand the phenomenon in depth. The focus of the research is a national-level photography competition event held by INABA University with the theme "The Quiet Street". Purposive sampling was used to select informants, and data collection techniques included direct observation of the planning, organizing, implementing, and controlling of the event. The results showed that the use of the POAC framework in organizing the national photography competition event provided clear guidance in planning, organizing, implementing, and monitoring and evaluating the event. Careful planning, good organization, coordinated execution, and continuous monitoring and evaluation helped overcome obstacles and ensure the success of the event. The final evaluation provides important insights for the committee to improve the quality of future events.  

This article conducts a literature review to discuss the role of technology in optimizing school organizational management. The study looks at how technology can improve administration, communication and decision-making in schools. Furthermore, the article discusses the different types of technology that can be used, including school management information systems, e-learning platforms and digital collaboration tools. Challenges and barriers to technology implementation are also discussed, such as infrastructure limitations and lack of technical expertise among school personnel. Then, the article suggests appropriate strategies to overcome such barriers, such as continuous training and integrated system development, in order to improve the overall management of school organizations. This study offers valuable insights for educators and school administrators who want to improve efficiency and effectiveness through the use of technology.

Communication has a role in building an organizational climate, which has an impact on organizational culture, namely the values ​​and beliefs that are the central point of the organization. The goal of communication in the organizational process is none other than to form mutual understanding (Mutual Undestanding). In short, so that there is equality in terms of reference and experience. Lecturer communication refers to patterns and forms of communication that occur in the context of organizational networks. This research aims to determine the communication patterns of lecturers in improving the interpersonal quality of students majoring in government science at Pancasakti University, Makassar. Data collection techniques were carried out through observation, interviews and literature study. The analytical method used is qualitative analysis. The research results show that good communication between lecturers and students will certainly result in better quality students, one of which is marked by increased student academic achievement. On the other hand, poor communication between lecturers and students will actually have an impact on decreasing the student's academic achievement. The indicators for the effectiveness of interpersonal communication, namely openness, empathy, supportive attitude, positive attitude, have worked well.

This study examines the impact of Green Compensation and Benefits on employee performance and the factors influencing its effectiveness using a mixed-methods approach. Quantitative results show a significant positive relationship between employees' perceptions of these practices and their performance. Qualitative findings reveal key factors influencing effectiveness, including perceived fairness, clear communication, and alignment with personal values. This study contributes to the Green Human Resource Management (GHRM) literature by demonstrating the specific role of Green Compensation and Benefits in promoting pro-environmental behavior and enhancing employee performance. Practical implications for HR managers are emphasized, including the importance of designing fair, transparent, and value-aligned systems. Future research is suggested to investigate the generalizability of findings, employ longitudinal designs, and explore interactions between Green Compensation and Benefits and other GHRM practices. A holistic approach to GHRM can motivate employees' pro-environmental behavior and better achieve organizational sustainability goals.    

This study aims to analyze the influence of emotional intelligence and communication efficacy on leadership effectiveness in organizational leaders in manufacturing companies in Bandung City. The results of multiple regression analysis show that emotional intelligence (B = 0.568, p < 0.001) and communication efficacy (B = 0.482, p < 0.001) both have a positive and significant influence on leadership effectiveness. The resulting regression model has a coefficient of determination (R²) of 0.672, indicating that 67.2% of the variability in leadership effectiveness can be explained by emotional intelligence and communication efficacy. This finding indicates that increasing emotional intelligence and communication efficacy can increase leadership effectiveness. Therefore, the development of emotional intelligence and communication efficacy is very important in an effort to improve leadership effectiveness in organizations.    

In the current digital era, the concept of flexible work has become increasingly relevant and pressing. The COVID-19 pandemic that swept the world has accelerated the adoption of flexible work practices, with many organizations forced to adapt to new situations where working from home has become the norm. However, the implementation of flexible work does not always proceed smoothly and presents various challenges, such as cultural and organizational changes, effective performance management, and equality of access and technology. This research analyzes the challenges and inhibiting factors in implementing flexible work based on previous literature studies. These challenges include cultural and organizational changes, performance management and supervision, equality of access and technology, work-life balance, conflict management and communication, as well as variations in the effects of flexible work on job quality. Inhibiting factors include difficulties in assessing individual readiness, technical challenges and infrastructure, competency gaps and technological limitations, as well as managerial difficulties. To address these challenges and inhibiting factors, organizations need to take appropriate steps, including policy adjustments, providing training and technology support, and developing appropriate performance management systems.    

This study analyzes the relationship between character values ​​and core competencies in an educational context or work environment. Character values ​​such as integrity, hard work, cooperation, and responsibility are studied in the context of how they influence and support the development of core competencies such as problem-solving abilities, leadership, and effective communication. This research uses an analytical approach to explore how strong character values ​​can form desired core competencies and influence overall performance. The results of this research provide valuable insights for educators, organizational leaders, and practitioners to understand the importance of integrating character values ​​in the development of core competencies.    

The role of appraisal orientation and work performance appraisal systems in human resource management is very important to motivate employees and achieve company goals. This article uses a qualitative approach with case studies to explore employee performance and working conditions. The research results show that integration between appraisal orientation and a work performance appraisal system that is tailored to the company's needs can support organizational growth and increase employee motivation. Appraisals and work performance appraisal systems are recognized as effective tools in creating excellence for companies by directing the achievement of organizational goals and improving employee performance. In this context, this research highlights the importance of using relevant and transparent evaluation methods to ensure fairness in employee appraisals. Therefore, implementing good work performance appraisals also involves open communication between management and employees, as well as providing constructive feedback. Thus, this article emphasizes that job performance appraisal is not only an evaluation tool, but also a strategic instrument for building a work culture that supports employee growth and development as well as overall organizational success.