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This study discusses the change in the choreography of the traditional Molapi Saronde dance to the Saronde Kreasi dance in the city of Gorontalo. This research will focus on the changes that occur in the choreography of the Molapi Saronde dance, the creation of the Saronde dance, because along with the times, the dance which was usually only performed at traditional weddings among kings (nobles) has now become a public dance that can be held for entertainment events such as welcoming guests. The purpose of this research is to find out the changes that exist in the traditional Molapi Saronde dance to the creation of the Saronde dance and to analyze further about the changes in the choreographic movement of the Molapi Saronde dance related to the traditional values ​​that exist in Gorontalo. this research is qualitative. Benefits This research provides new knowledge to the millennial generation and tourists who want to know the meaning of each choreographic change in the Molapi Saronde dance and the Saronde Kreasi dance. The results of this study determine the changes and differences in the traditional dance from the Molapi Saronde to the Saronde Kreasi dance.

Penelitian ini bertujuan untuk menguji pengaruh kepemimpinan transformasional dan kepuasan kerja terhadap kinerja dengan mediasi komitmen organisasi. Responden penelitian ini berjumlah 150 guru SMK Kecamatan Gayamsari Semarang. Teknik analisis yang digunakan dalam penelitian ini adalah teknik Structural Equation Model (SEM) dari software AMOS. Hasil penelitian ini menunjukkan bahwa kepemimpinan transformasional berpengaruh positif terhadap komitmen organisasi, kepuasan kinerja berpengaruh positif terhadap komitmen organisasi, komitmen organisasi berpengaruh positif terhadap kinerja, kepemimpinan transformasional berpengaruh positif terhadap kinerja guru, serta kepuasan kerja berpengaruh positif terhadap kinerja guru.  

Penelitian ini bertujuan untuk mengetahui pengaruh kepemimpinan transformasional dan kompensasi terhadap kinerja karyawan.  Populasi dan sampel yang digunakan adalah karyawan group asuransi yang terletak di Jl. Sultan Agung No. 110, Semarang yaitu PT. Asuransi Jasa Indonesia (Jasindo) yang berjumlah 31 orang dan  karyawan PT. Jasindo Syariah yang berjumlah 16 orang atau total sebanyak  47 karyawan. Metode pengumpulan dengan data primer (kuesioner) dan sekunder (studi pustaka). Teknik analisis yang digunakan adalah analisis regresi linier berganda, dengan sebelumnya diuji dengan uji instrumen dan uji asumsi klasik. Hasil penelitian menunjukkan bahwa : 1). Kepemimpinan Transformasional berpengaruh positif dan signifikan terhadap Kinerja Karyawan. 2). Kompensasi berpengaruh positif dan signifikan terhadap Kinerja Karyawan.

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.

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.