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Leadership is a critical aspect of organizational management, influencing individual and group behavior to achieve shared goals. This article explores the foundational concepts of leadership, encompassing definitions, theories, and typologies of effective leaders. The study employs a literature review method, drawing on recent academic journals, proceedings, and books. Findings emphasize that effective leadership involves adaptive strategies tailored to organizational needs and the dynamic challenges of the modern era. Key leadership typologies, including transformational, transactional, and situational leadership, are highlighted as crucial for fostering innovation and organizational growth. The study underscores the need for leaders to balance vision, influence, and motivation to achieve sustainable success.

Training management is a crucial component in organizing training programs and contributes to creating effective training. This study aims to describe the identification of training needs, training methods, training management strategies, and training success indicators at Sanggar Seni Greget in Semarang. The research method employed is descriptive qualitative research. The research subjects include the founder, the head, the secretary, and staff in the field of dance. The research informants consist of an instructor and two training participants. Data collection techniques include interviews, observations, and documentation. Data validity techniques utilize source triangulation and method triangulation. Data analysis encompasses data collection, data reduction, data presentation, and conclusion drawing. The research findings indicate that the identification of training needs at Sanggar Seni Greget involves organizational analysis, job task analysis, and individual analysis. The training methods used are demonstrations, lectures, and simulations. The training management strategy design includes planning, resource management, organizing, training development, promotion, implementation, and evaluation. The success indicators of the training are measured through goal achievement, skill and knowledge enhancement, behavioral changes, participant satisfaction, and productivity.

Factors such as leadership behavior, employee compensation, and related policies significantly impact employee engagement in achieving organizational performance. Case studies from large and medium-sized companies in Indonesia indicate that achieving shared goals requires balancing performance targets at every individual level. This study analyzes human resource management (HRM) at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun Indramayu, and formulates HRM strategies using SWOT analysis.The findings show that HRM at the Rahmatan Lil Alamin Mosque Welfare Institution, Al-Zaytun, is implemented through two main approaches: motivation and soft skill development. The motivational approach aligns with fulfilling employees' physiological needs, while the soft skill approach addresses the need for security, appreciation, love, and self-actualization. The SWOT analysis reveals that the institution's internal strengths include standardized systems and procedures, well-managed human resources, and clear job descriptions for each role. Identified weaknesses are the absence of job analysis as a foundation for HR planning and recurring disciplinary violations. Externally, opportunities include utilizing e-commerce and implementing minimum service standards, while threats arise from individuals or parties who oppose the institution's existence.

This exploratory study is the influence of individual psychology on the development of acculturation through the integration of psychological and social perspectives. The purpose of this study is to provide a better understanding how psychological and social factors influence statements made in the accounting context. Using a multidisciplinary approach, this study identifies and analyzes cognitive biases, social norms, and group dynamics that influence the process of developing acceptance attitudes. The findings of the study indicate that psychological biases such as overconfidence, self-isolation, and herd behavior have a significant impact on attitudes held by individuals and groups. In addition, psychological factors such as social support and organizational culture take an important part in fostering trust. In the hope of providing more detailed information on how psychological and social elements interact in the accounting context.

The research aims to determine the level of sustainable organizational performance from opinion of view of some learning leaders, and to know the level of organizational innovation from opinion of view of some learning leaders, and to reveal the level of organizational flexibility according to the opinion of some educational leaders, and to indicate the level of organizational capacity among individuals The university of the research sample, and determine the level of practices of learning leaders Research sample for transformational leadership behaviors, and the research also aims to test the correlation between transformational leadership and sustainable organizational performance, and test the impact relationship between transformational leadership and sustainable organizational performance. The research was applied at the University of Qadisiyah to a sample of administrative leaders at this university. 

Human resources are the main asset for a company.  Resources that have intellect, feelings, desires, abilities, and skills.  All potential human resources greatly affect efforts to achieve the goals of an organization. So that between the organization and the individual in it is an unusual talent to be separated. Because the role of human resources is very important for an organization. Discussing cultural issues itself is essential for an organization or company, because it will always be related to the life in the organization. Organizational culture is a philosophy, ideology, values, assumptions, beliefs, hopes, attitudes and norms that are shared and binding in a certain community. Why is organizational culture important, because it is the habits that occur in the organizational hierarchy that represent the norms of behavior that are followed by the members of the organization. A productive culture is one that can make an organization strong and the company's goals can be accommodated.This study aims to find out the Improvement of Employee Performance through Organizational Culture and Employee Work Discipline at PT PLN Indonesia Power UBP Suralaya, Cilegon City.The method used in this study is the method of causal associative and by using a quantitative approach. The data collection technique used is by distributing questionnaires, with a population of 93 employees. The sampling technique uses a saturated sampling technique where all members of the population are sampled.The results of this study show that based on the results of the T test of Organizational Culture that obtained a value of tcount greater than ttable (3.148 > 1.986) with a significance value of less than 0.05 Partially, there is an influence of organizational culture on employee performance. So H0 was rejected and Ha was accepted. Work discipline value tcount greater than ttable (3,480 > 1,986) with a significance value of less than 0.05. So there is a partial Influence of Work Discipline on Employee Performance. So H0 rejected and Ha Accepted. Grade Fcount of 9.775 this result was then compared to Ftable. With a significant level (α) of 0.000, and df: n-k-1 = 93-2-1 = 90, the value f can be obtainedtable by 3.10. Because of the F gradecount 9.775 greater than ftable 3.10, then Ha is accepted.The conclusion in this study is that Organizational Culture and Work Discipline partially and simultaneously have a significant influence on Employee Performance at PT PLN Indonesia Power UBP Suralaya, Cilegon City.

Organizational Citizenship Behavior (OCB) refers to voluntary actions that are not directly rewarded by the formal reward system but that contribute to organizational effectiveness. Organizational citizenship behavior (OCB) is a reflection of the added value of employees and contributes to job performance, job satisfaction, and organizational commitment. PT Erindo Mandiri is a company engaged in the production of bottled mineral water. This study aims to evaluate the effect of job satisfaction and organizational commitment on organizational citizenship behavior (OCB) at PT Erindo Mandiri, as well as to ascertain how HR management can improve company effectiveness through OCB. In this case, the researcher employs an associative method with the objective of discerning the impact of job satisfaction (X1) and organizational commitment (X2) on the organizational citizenship behavior variable (Y) at PT Erindo Madiri. The results of the research conducted at PT Erindo Mandiri indicate that job satisfaction and organizational commitment exert a positive influence on organizational citizenship behavior (OCB). The conjunction of these two variables engenders augmented individual and collective efficacy, as well as organizational systems that culminate in superior HR performance, characterized by minimal absenteeism and negligible deviations.

Strategic leadership aims to create organizational learning and ethical behavior through three main activities: setting direction, designing the organization, and maintaining a culture committed to excellence and ethical conduct. Strategic leaders face challenges in overcoming resistance to change while ensuring the sustainability of decisions and addressing obstacles through the use of power. A strategic approach to developing competencies and creating a learning organization involves steps such as inspiring, motivating, empowering employees, as well as gathering and sharing internal and external knowledge. The establishment of an ethical organization includes understanding individual ethics versus organizational ethics, an integrity-based approach over mere compliance, and implementing creeds, corporate codes of ethics, and reward systems supporting ethical behavior. The conclusion of this research is that strategic leadership, involving emotional intelligence, competency development, and ethical values, can guide organizations toward sustainable excellence.excellence.

Human resources as a resource in a company have a strategic role compared to other resources. Humans play a very important role in the development of a company. If a company has higher quality human resources than its competitors, then its performance will definitely increase. Human resource and competency planning in a company plays an important role in improving human resources, especially in terms of employee performance, employee performance to help achieve company goals. In this case, employee performance is a result that can be achieved by an individual or group of people in a company organization according to quantitative or qualitative aspects, considering employee compensation. Apart from that, a mismatch between an employee's competency (the employee's educational background and skills) and their job can also make the employee uncomfortable with what they are doing. This of course greatly affects the level of work productivity in the company. Competencies can clarify work standards and expectations that the company wants to achieve and can make it easier for companies to align work behavior with organizational values. Apart from that, HR planning as an activity is a process of how to meet current and future workforce needs for an organization. In meeting current workforce needs, the HR planning process means efforts to fill/cover workforce shortages both in quantity and quality. HR planning emphasizes forecasting efforts regarding workforce availability based on needs in accordance with future business plans.

Behavior includes various human activities, such as walking, talking, crying, laughing, working, studying, writing, reading, etc. Behavior can also be interpreted as a person's reaction or response to external stimuli, including those originating from the organizational environment. Organizations need to deeply understand the characteristics, attitudes and behavior of each individual. It is important to remember that humans are basically unequal due to differences in biological background, education, and various other factors that shape individual characteristics. This diversity of individuals is an important aspect that should not be overlooked. This article examines individual behavior in organizations with a variety of approaches to understanding human nature, including cognitive, complacency, confirmation, and psychoanalytic approaches.

This research aims to explain various aspects of human behavior in an organization. This includes the influence of organizations on individuals and how individuals impact organizations. Literature study was used in this research. This study uses descriptive-qualitative as its approach. The results of this research show that individual behavior influenced by the organization. The organization reffered to here is Widya Karya Catholic University of Malang., It is influenced by internal and external factors. Yet individual behavior is influenced also by psychological, physiological and environmental factors. Thus, a manager must understand a person's innate characteristics well, such as his biography, personality, nature of perception, and also his attitude in order to then optimize his role in the organization he leads.    

Leadership style can be defined as a collection of a person's behavior that aims to change and influence the minds of other people so that they are willing to follow the instructions and directions given. This research is a type of qualitative research that uses a descriptive approach. The aim is to explain and describe information obtained from the field as data in research. The location of this research was at SMKS St. Nahanson Parapat Sipoholon, the research subject is the principal at SMKS St. Nahanson Parapat Sipoholon. The data analysis method used refers to the theory of Miles and Huberman, which consists of several steps as follows: 1). Data Collection: Researchers collect data through interviews, observation and documentation. 2). Data Reduction: Researchers carry out selection returning to the data that has been collected at the data analysis stage. 3). Data Presentation: The reduced data is presented by the researcher at this stage. 4). Drawing Conclusions: Before drawing conclusions, the researcher double-checks the data that has been collected. Leadership is the ability and readiness of an individual to influence, encourage, invite, guide, mobilize, and if necessary force others to act in achieving organizational goals. Situational leadership is a leadership approach in which the leader's behavior is adapted to the varying conditions and situations of each subordinate. Indicators that influence situational leadership include: (a) the telling dimension, where the leader gives clear instructions when assigning; (b) selling dimension, which involves two-way communication between leaders and subordinates; (c) participating dimension, which includes assigning tasks and responsibilities to subordinates and supporting leaders in carrying out these tasks; and (d) the delegation dimension, where the leader gives authority to subordinates to act independently. At St. Mary's Vocational School Nahanson Parapat, the situational approach adapts leader behavior to specific conditions and subordinate needs, with four main styles, namely telling, selling, participating, and delegating. Situational leadership has been implemented with examples of implementation by the Principal practicing a telling approach in exam preparation, using selling in discussing new teaching scheduling, and participating in Prakerin planning. However, the delegating style is less applied because the Principal tends to control all aspects of decisions and tasks. In practice, situational leadership at St. Nahanson Parapat faces several obstacles, including the school environment and staff characteristics, which influence the effectiveness of implementing this leadership style. These obstacles require special strategies to overcome them, so that situational leadership can be more effective and adapt to existing situations, so that organizational goals are achieved optimally.

Entrepreneurship has become a major focus in economic and social development in various countries. This research aims to identify and analyze entrepreneurial characteristics that play a role in business success. Through qualitative and quantitative approaches, we explore factors such as innovation, motivation, creativity, self-confidence, honesty, and resilience to risk that influence entrepreneurial behavior. Our findings suggest that these characteristics are not only important for starting new businesses, but also for sustaining and growing existing businesses. The practical and theoretical implications of these findings are discussed, along with suggestions for further research in understanding the dynamics of entrepreneurship in a changing global context. This research provides valuable insights for practitioners, academics, and policymakers interested in promoting and supporting entrepreneurial development at the individual and organizational levels.

This article is a report study on the development of a learning school management model of Lhokseumawe Sukma National School and the promotion of educational standards with the aim of sustainable educational development. The research focuses on the school profile of Sukma Nation students and the achievements and challenges of the program in its implementation. The study is qualitative and uses survey methods. Information gathered through documents and interviews with relevant authorities, including focus group observations. The study also presents various manifestations of Sukma Bangsa school innovations. The results specifically show that institutional leadership is related to the implementation of five main categories of learning schools, which are personal leadership, shared vision, mental models, situated thinking and group learning. The order of applications according to the system can be seen in the changes in the behavior of the individual regarding information management, information sharing, interpretation and information search. In addition, the student and school management model has become an important part of achieving school effectiveness.

The gap between awareness of integrity in business and lowering standards of behavior is growing. The implication is that the attribute of integrity is only given to individuals with morality that conforms to societal standards. However, assigning the attribute of integrity does not always require moral approval. This research aims to analyze the influence of a culture of behavioral integrity on the work environment. The results of this research can be used as a reference and reference regarding behavior integrity in the work environment. This research uses library research methods. The results of the discussion concluded that a culture of behavioral integrity had a positive and significant effect on performance at several institutions. A behavioral culture of integrity also has a significant influence on company performance. Integrity in the workplace has benefits such as maintaining integrity, reducing stress, increasing job satisfaction, and building a positive organizational culture for employee development.

This study investigates the impact of digital gamification on employee motivation, engagement, and productivity in technology companies. Gamification, which integrates game design elements such as rewards, badges, and leaderboards into non-game environments, has gained popularity as a tool for enhancing employee performance in workplaces. The research employs a quantitative survey methodology to gather data from employees in technology firms that have implemented gamified systems. The findings reveal that gamification significantly increases employee motivation by tapping into intrinsic motivators such as autonomy, competence, and relatedness. Employees reported higher levels of engagement, with many attributing their increased participation to the fun and competitive nature of gamified tasks. Additionally, productivity improvements were observed, particularly among employees in roles that require individual performance, such as software engineers, where autonomy and goal-setting were key factors. The study also identifies variations in the effectiveness of gamification based on factors such as job role and organizational culture, emphasizing the need for customization to suit different employee needs. Despite these positive outcomes, challenges such as employee resistance, poorly designed systems, and resource constraints were noted as barriers to successful gamification implementation. These findings suggest that gamification is an effective strategy for improving motivation and engagement in technology companies but requires thoughtful design and alignment with company culture to maximize its impact. Future research should explore the long-term effects of gamification and examine how specific elements, such as leaderboards and rewards, influence employee behavior across different demographics.

This paper discusses Behavior in Organizations (Organizational Dynamics), this paper aims to find out in depth about Behavior in Organizations (Organizational Dynamics). In organizational behavior you will study three basic things, namely the science of individual behavior, group behavior and organizational behavior itself. This chapter is the beginning of understanding organizational behavior by first understanding individual behavior in the organization. In an organization there are various individuals who have a set of different backgrounds and characteristics that differ from one individual to another such as race, culture, ethnicity, motives, hopes, education, abilities, skills, etc. So a manager must be able to study various individual characteristics from each other to maximize each individual's potential so that they can provide good performance for the organization. Individual behavior tries to analyze the determinants that determine an individual's behavior in an organization, including personality, attitudes, values, and perceptions as well as abilities and skills. By knowing the characteristics of each individual, it is hoped that they can make a maximum contribution to the organization.

This research discusses the performance allowance system (pay-for-performance), which is a more modern and progressive system and is expected to improve employee performance significantly. The aim is to analyze the Regional Performance Allowance (TKD) system in improving the individual performance of the Langkat Regent's office. The research method used is a descriptive qualitative approach, and the data analysis technique used is through interviews and documentation. The results of the research show that the Regional Performance Allowance (TKD) system in improving the individual performance of the Langkat Regent's office is quite good, this is shown in the performance sheet management system in providing performance allowances which uses the SIMPEG E-Kinerja application, thereby simplifying and speeding up the reporting process. However, there are still weaknesses, namely the existence of organizational behavior that cannot be overcome, for example crab mentality, allowances provided by agencies that are not in accordance with the performance of State Civil Apparatus (ASN) who are late in coming to the office, do not come to the office, employees who leave their duties during working hours without permission, delays in incentive payments at the Langkat Regent's Office. Therefore, some employees feel unfair in the performance allowances they receive, and this causes competition between employees, they become lazy and less motivated to work hard, until in the end they prefer to just work as it is.

In the field of education, organizational culture and the school environment are critical variables that must be considered. Of course, this immediately improves teacher performance, which in turn improves school quality. In practice, State Elementary Schools in the Buah Batu District have established an organizational culture and created a welcoming school atmosphere, yet this appears to be insufficient. It is still discovered that instructors' behavior in carrying out their tasks does not adhere to the established culture, and there are many teachers who have not earned teaching credentials, which is an intriguing issue to explore. The quantitative approach used in this study is descriptive statistical analysis. 78 respondents were given questionnaires with the expectation that they would be able to answer the research objectives. SPSS version 25 was used for statistical testing. According to the findings of the research, organizational culture and the work environment have an impact on teacher performance, both individually and collectively. Several recommendations are made to school principals, supervisors, and instructors in the study that will help them enhance their performance.

This research discusses the work of the members of the Pademangan Police Substation (Polsek Pademangan). It utilizes a qualitative research approach with the aim of understanding the compliance of the members at Polsek Pademangan. Compliance is an attitude or behavior of individuals or groups that adhere to rules, norms, or regulations established by the relevant authorities or organizations. Compliance can also be defined as the attitude or behavior of individuals or groups in following and adhering to established rules, norms, or regulations. Compliance reflects an individual's adherence to prevailing standards, whether they be legal, organizational rules, ethics, social norms, or other provisions governing behavior and actions. The purpose of compliance is to maintain order, justice, security, and efficiency in various life contexts, such as within society, organizations, or government institutions. Through compliance, an individual or group is expected to behave in accordance with established norms and not violate existing rules. Compliance often serves as the foundation for the functioning of law, ethics, and management in various sectors of life, including the business world, education, government, and society. Compliance can also be linked to an individual's responsibility towards their environment and the surrounding community. Through compliance, individuals contribute to the development and maintenance of norms that help preserve harmony and the common good. In various aspects of life, compliance is an important principle for maintaining social function and running organizations or communities efficiently and fairly.