Company Leaders Research Articles

SPRINGATE S-SCORE MODEL TO PREDICT FINANCIAL DISTRESS , THE LAST STAGE TO CORPORATE BANKRUPTCY : A CASE STUDY OF PT.SEPATU BATA TBK.

Financial distress is a condition that all company leaders and owners want to avoid, because this condition is a step towards bankruptcy. In this study, researchers used financial ratio data and S-Score values to examine the financial condition of PT Sepatu Bata Tbk from 2018 to 2023. The results show that the company's performance decreased significantly during that period, with financial problems starting in 2019 and continuing to worsen until in 2023. The increasing risk of bankruptcy is associated with a decrease in the value of financial ratios such as efficiency, leverage, liquidity and profitability, as well as a lower S-Score. Recommendations include reevaluating the financial approach, using better debt management, developing a financial recovery plan, working with financial experts, and improving financial performance oversight and oversight. By implementing these recommendations, companies are expected to improve their finances and reduce the risk of bankruptcy in the future.

Job seekers’ pay expectations: The effect of voluntary disclosure in online résumés

Pay expectations are not fully explained, especially when they are presented in online résumés. There is also limited research that has investigated when job seekers are more likely to open up about pay expectations in résumés. However, this knowledge may help recruiters and company leaders to make prudent decisions about communication strategy with candidates, especially those belonging to stigmatized groups. The purpose of this study is to explore pay expectation disclosure through individual determinants available in online résumés. Drawn from both signaling perspectives and the selection, optimization, and compensation (SOC) theory, we examine human capital-related traits, demographics, and signals related to career development and analyze their relevance when job seekers indicate or hide pay expectations. The study explored the anonymous online résumés of 26,594 job-seeking applicants, using regression analysis with the Heckman correction to overcome the sample selection bias of pay indication. The analysis revealed a tendency among applicants, who were less educated and less experienced but with a higher number of job-related skills, to signal pay expectations compared to more educated and more experienced job seekers. Women and more mature job seekers were also inclined to provide disclosed-pay résumés. Our findings showed that the impact of the individual determinants on applicants’ pay expectations coincided with the impact of the same determinants on real market pay found in other studies. These findings provide insights into the signaling role of pay expectation disclosure in online résumés to support employers in building effective communication with job seekers.

Manajemen Sumber Daya Manusia Global dalam Meningkatkan Kinerja Perusahaan

In the dynamic era of globalization, Human Resource Management (HRM) has become key to success for companies in the global market. Global HRM involves an approach that considers global factors such as culture, labor regulations, and market demands. Challenges include adapting to cultural diversity, varying labor regulations, and managing dispersed teams. However, global HRM also presents opportunities, including broader access to global talent. Through detailed analysis, this journal aims to provide valuable insights for HRM practitioners and company leaders in managing human resources in the globalization era. The research method used is qualitative and descriptive, with literature studies as the data source. The research results highlight the importance of global human resource management in achieving organizational goals in diverse global markets. Proposed solutions include flexibility, effective resource management, cultural awareness enhancement, and employee engagement. With the implementation of effective HRM policies, organizations can enhance their performance and achieve their business goals in the global business era

Understanding and fixing WMSDs in herbal medicine workers at Luang Por Poen Hospital, Thailand

Work-related Musculoskeletal Disorders (WMSDs) affect millions globally, involving painful conditions of muscles, tendons, ligaments, and nerves due to workplace factors like repetitive tasks and awkward postures. Common ergonomic risks include repetitive tasks, awkward postures, forceful exertions, and prolonged static positions. A program at Luang Por Poen Hospital in Thailand educated workers in the Herbal Medicines division on WMSDs, with management support. The program provided education on WMSDs to workers and management, with strong support from company leadership. Workers were instructed to perform muscle stretching exercises before, during, and after work, and to continue these exercises at home. Over a month, supervisors observed workers' stretching routines. The Nordic Body Map Index (NBMI) was used to assess pain; workers reported pain in various body regions. Severe neck pain decreased from six workers to one, and severe back pain from three workers to none. However, severe shoulder pain remained unchanged. No workers reported severe pain in the arm, back, buttock, wrist, calf muscle, or ankle after the program. In conclusion, incorporating stretching into the work routine benefits workers by improving physical health, mental well-being, and productivity. Encouraging regular stretching and providing opportunities for stretching breaks can create a healthier, more ergonomic work environment.

The Role of Women in Top Management and Its Impact on Company Leadership

The women workforce has been increasing worldwide owing to various socioeconomic changes like the increase in women education, the impact of globalization etc. Women occupy 46% of the US workforce, and they make 23% of Women CEOs in the USA alone. A woman in a research study had indicated that in a firm, people are their main concern, whereas, men had indicated that completion of task is their main concern. Although women have more and better facilities of education today than they had in the past, their capability is still limited in work spheres compared to men due to gender discrimination, job difficulties of local laws and family responsibilities. This paper explains the role of women in various sectors and the drawbacks especially for their development and their capability compared to men.

An egalitarian talent selection model to support learning organizations

Purpose This study aims to develop a talent selection model for learning organizations capable of connecting two groups, candidates in a talent hiring process and managers of the hiring company, in a reliable process, promoting organizational learning and increasing employee satisfaction. Design/methodology/approach This paper integrates egalitarian principles, an artificial intelligence mechanism founded on stable matching algorithms, and evaluating critical soft skills to enhance recruitment practices within learning organizations. The authors conduct a numerical real-world application in Python to showcase the model’s effectiveness. Five candidates were evaluated for five job positions. Moreover, 26 soft skills were analyzed by the five company leaders, relating them to the requirements of each job position and by all candidates, as a self-assessment process. Findings The model promoted egalitarian talent management because it motivates the candidates to choose the preferred position in a company, and the employers hire the best candidate. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The benefits of the process can be considered isolated (parties’ satisfaction) or a part of a company’s effort to stimulate an egalitarian culture in organizational values. Practical implications The information generated by the model is used to refine its selection process and improve its understanding of the job requirements and candidate profiles of the company. The model supports this idea, using the concepts of indifference, stability, egalitarianism and the soft skills required and identified to be more effective and learn about themselves. Social implications This paper discusses an egalitarian point of view in the recruitment process. It is satisfactory for all participants in a company’s hiring process if the parties intend to be fair and egalitarian. The process’s benefits can be considered part of a company’s effort to stimulate an egalitarian culture in organizational values. Originality/value This paper brings an excellent future perspective and points to the company’s development of talent retention. The model simultaneously solves the evolution of talent management processes through new technologies and soft skills emerging in the postpandemic scenario.

Pengaruh Komunikasi, Dukungan Organisasi, dan Lingkungan Kerja Fisik Terhadap Kepuasan Kerja Karyawan di PT. Aryana Sinar Abadi

Lack of communication problems between employees and superiors causes conflict at work, besides that there is an error in communication between each section or department, seen from the results of work that are not as expected by superiors or other departments because there is no clear direction given to employees the. Through communication too, someone can convey everything related to his work. The existence of good communication between employees and company leaders is very important to be able to see the level of satisfaction. The purpose of this research is to find out and explain the influence partially and simultaneously between employees and superiors to increase job satisfaction. This type of research approach is quantitative, with a population of 30 employees using saturated sampling as a sample determination model. Data analysis techniques were carried out using descriptive analysis and inferential statistics through validity, reliability, classical assumption tests, multiple linear regression tests, t tests and F tests. The results of this research showed that 1) partially the communication variable partially has a positive and significant effect on employee job satisfaction. 2) The organizational support variable partially has a positive and significant effect on employee job satisfaction. 3) The physical work environment variable has a positive and significant effect on employee job satisfaction. 4) Simultaneously the variables of communication, organizational support, and the physical work environment jointly influence the variable of job satisfaction.

Perceptions and Bias of Small Business Leaders in Employing People with Different Types of Disabilities

PurposeDespite existing employment-related legislation and governmental programs, people with disabilities continue to face significant barriers to competitive employment. These obstacles are partially due to biases among employers regarding the contributions of people with disabilities and perceptions about accommodation costs, which can affect their hiring decisions. Existing research on employment barriers and facilitators often treats people with disabilities homogenously and focuses mainly on large companies. This study helps to fill these gaps by exploring the motivations and challenges small employers face when hiring people with disabilities and how their attitudes and willingness to hire vary based on disability type.MethodsWe surveyed business owners and decision-makers at companies with fewer than 100 employees resulting in a sample of 393 company respondents. Through descriptive analyses, we examined variations in respondents’ willingness to hire and the prevailing attitudes among the company leaders sampled. We explored how employer attitudes can either hinder or support the hiring of people with disabilities. We conducted multivariate analysis to explore the connections among attitudinal barriers, facilitators, and willingness to hire individuals with various disabilities, reflecting disability’s heterogeneous nature.ResultsOur findings reveal that, in terms of hiring people with disabilities, the most important concerns among employers are: inability to discipline, being unfamiliar with how to hire and accommodate, and uncertainty over accommodation costs. These concerns do not differ between employers covered by the Americans with Disabilities Act (ADA) and non-covered employers. However, ADA-coverage may make a difference as ADA-covered employers are more likely to say they would hire an applicant with a disability. We find that for small companies (less than 15 employees), the positive effect of the facilitators (positive perceptions about workers with disabilities) almost completely offsets the negative effect of the barriers. However, for the larger companies, the marginal effect for an additional barrier is significantly more predictive than for an additional facilitator. Among the disabilities we examined, employers are least likely to hire someone with blindness, followed by mental health disabilities, intellectual disabilities, deafness, and physical disabilities, underscoring that employers do not view all types of disabilities as equally desirable at work.ConclusionsUnderstanding small employers’ underlying concerns and effectively addressing those factors is crucial for developing effective intervention strategies to encourage small employers to hire and retain people with different disabilities. Our results suggest greater openness among ADA-covered employers to hiring people with disabilities, but the perceived barriers indicate a need for ongoing information on effective intervention strategies to increase disability hiring among all small employers.

Data Analysis and Optimization Strategies in Financial Management

In the increasingly fierce market competition, the decision-making level of enterprises can directly affect their future. Once a decision is made incorrectly, it can cause a significant crisis for the company. The information data in enterprise financial management is the most important reference for company leaders when making decisions. In corporate governance, financial analysis can comprehensively reflect the operational situation of a company. Financial analysis can provide strong data support for the production and operation of enterprises, and it is an effective way to improve operational efficiency. This article optimizes asset allocation based on data analysis and optimization strategies to achieve maximum return on investment portfolio. The current value, annual return, and risk level of stocks for different asset classes are 10 million yuan, with an annual return of 15%. The current value of the bond is 8 million yuan, with an annual yield of 6%. This article provides a reliable basis for financial management and business decision-making.

THE INFLUENCE OF CONFLICT AND LEADERSHIP STYLE ON THE PERFORMANCE OF PT MARKETING EMPLOYEES. SAPTA SYNERGY SOURCINDO

In companies, differences of opinion are often deliberately created as one of the strategies of company leaders to make changes in the company. Changes can be made by making or creating a conflict. This study aims to determine the influence of conflict and leadership style in Palembang city. The target of this study is to determine the effect of conflict and leadership style on the performance of employees of PT Sapta Sourcindo in Palembang city. The method that will be used in achieving the objectives of this research is the survey method. Researchers took samples using convenience sampling techniques. The sample criteria distributed were employees of PT. Sapta in Palembang city. Numbering 40 employees. Researchers will ask questions about the conflict and leadership style of PT. Sapta in Palembang city in the form of a questionnaire. The results of this study state that there is a positive and significant influence between conflict and leadership style on the performance of marketing employees at PT Sapta Sinergi Sourcindo in Palembang City.

UI/UX DESIGN ON A COMPANY WEBSITE PROTOTYPE USING THE SPRINT DESIGN METHOD (CASE STUDY: PT. REAL MEDIA LAB)

A company's online visibility is essential in today's digital era, especially for promoting products and reaching a wider audience. One means to make it happen is the company website. Designing a website as a medium of information, promotion, and communication without an introduction and understanding of the psychological aspects will result in a system that fails. A website with an attractive user interface (UI) will create a good user experience (UX). A standard is needed to produce a good website interface, which will become a benchmark in actual system design, in this case, a prototype. Apart from being a standard, prototypes can be used to test system performance before implementation. The method used in designing the user interface prototype in this study is the design sprint method. Data was collected by interviewing and surveying stakeholders (company leaders), employees, and consumers actively involved in the company's system to explore users' needs. Based on user needs, a company website prototype is designed. Prototype testing includes testing usability, content, aesthetics, and quality of information. Testing involving 16 respondents. The test results show an average of 60% of users give a positive response.

Front-line lean leader capacities, practices and effects on implementing tools: a survey of leaders in industrial companies

PurposeFront-line lean leadership is critical for implementing and sustaining lean production systems (LPS). The purpose of this paper is to analyze the relationships between front-line lean leader (FLL) capacities (cognitive, social, motivational, knowledge and experience), lean leader practices (developing people and supporting daily kaizen) and the degree of implementation of lean tools (pull system, involvement of employees and process control) in manufacturing companies.Design/methodology/approachA survey was conducted with FLLs from large Brazilian manufacturing companies. The survey collected 103 responses, 99 of which were validated. Data were analyzed using partial least squares structural equation modeling.FindingsThere was a positive, significant and direct relationship between FLL capacities, leadership practices and a degree of implementation of LPS tools on the shop floor. The validated model is a reference base for planning FLL capacities and practices that result in more effectively implementing LPS on the shop floor.Practical implicationsThe findings provide managers with a new perspective on the importance of the development and training of FLLs focusing on leadership capacities. As decisions about developing lean capabilities impact the application of Lean leadership practices and the use of lean tools, they are also related to day-to-day lean activities and improved operational results. Additionally, the proposed model can be used by managers as a basis to diagnose, develop and select lean leaders.Originality/valueThis study seeks to fill a theoretical gap of knowledge on front-line lean leadership as it jointly addresses and empirically analyzes the existing relationships between lean leadership capacities, encompassing the perspective of psychology, lean practices and tools on the shop floor.

ETOS KERJA KARYAWAN DALAM MENINGKATKAN PRODUKTIVITAS DI PT HDMS PROFESSIONAL BLITAR PERSPEKTIF EKONOMI ISLAM

Islam, among the world's religions, is the only religion that upholds the value of work. A job reflects the actual duties, obligations and responsibilities of each individual employee towards their position. In a company, employee work ethic plays an important role in contributing to the progress and decline of a company. In Islam, the work ethic must be based on three elements, namely, monotheism, piety and worship. This means that monotheism (faith in Allah Almighty) causes a person to assess that his work and the results of his work are a means of uniting Allah SWT. However, in the reality of life, there are still many employees, especially Muslims, who are still lazy, undisciplined, unwilling to work hard, and work as they please or what could be called a lack of work ethic. In this research, researchers will examine various types of work ethic that influence company productivity, and how to improve employee work ethic based on an Islamic economic perspective. This research employs a qualitative methodology characterized by a case study approach, emphasizing descriptive analysis.The work ethic of employees at PT HDMS Professional Blitar is fluctuating, meaning that the conditions of each employee are different from one employee to another. Lack of employee work ethic can be overcome by making conditions as comfortable as possible in the workplace and establishing good relationships between employees and company leaders. Keywords: Ethos, Work, Productivity, Economy, Islam.

A Different Mindset for a Different Culture: Sustaining the Next-Generation Workforce.

The author is a nurse executive who shares insights into why company leaders must change their mindset in how they build the next-generation nursing workforce culture. Despite the national nursing shortage crisis, nurses continue to be the most trusted profession for the 22nd consecutive year in a row. Technology advancements, generational paradigm shifts, global and domestic business transformations, diversity, equity, inclusion, and employee well-being are trends that have directly impacted the need for these changes. We know that it is not just about recruiting but also about creating a culture where the ambitions, aspirations, and perspectives of the nursing workforce are honored. There are key company strategies that matter to creating a next-generation workforce culture and are transferable to health care. Leaders must think differently about the culture they have to build in order to attract and retain the next-generational nursing and clinical workforce.

Religiosity for Preventing Employee Fraud: a Case Study on a Retail Company

This study aims to explore aspects of religiosity as a prevention of employee fraud in companies. This research is a qualitative study using a case study method through observations and interviews with three employees and one manager at a retail company in Indonesia. The results show that religiosity is a concern for company leaders by making religious activities a routine agenda that is followed by all employees in both formal and non-formal activities, including congregational prayers at the company prayer room, regular weekly recitations, group prayers during the morning briefing and monthly ceremonies, and other activities in commemoration of religious days. Company leaders are able to become role models for employees in implementing religiosity in daily life at the office, thus having an impact on the development of moral integrity for all employees in the company. The role model of the leadership and the moral integrity of all employees make religiosity an effective strategy for preventing potential employee fraud in the company. This research contributes to practitioners in implementing religiosity as a prevention of employee fraud in companies and to academics as literacy related to religiosity as an anti-fraud strategy

Analisis Controllable Factors 7M Dan Service Quality Dalam Meningkatkan Kualitas Layanan Serta Dampaknya Terhadap Kepuasan Konsumen Di Giant Diponegoro Surabaya

This research is aimed at finding out the influence of Giant Diponegoro Surabaya's marketing management which includes Controllable Factors or controlled factors, and Service Quality or service quality on consumer satisfaction shopping at Giant Diponegoro Surabaya. Thus, the results of this research can at least be used as additional information for management in marketing their products in accordance with consumer desires. With the t-test tool, among the Controllable Factors or controllable factors, Service Quality or service quality is the one that influences the most. are Controllable actors with a percentage of 44.3%, while Service Quality is 37%. After conducting this research, the advice that can be contributed to companies is that company leaders must pay attention to variables with smaller percentages, because in developed countries they are already at the Service Quality stage. which also influences purchasing decisions.

The EU’s Sustainable Product Initiative: Enhancing the Readiness of the Furniture Business in Ukraine

This study has been inspired by a set of new rules which are expected to be implemented within the EU’s Ecodesign for Sustainable Products Regulation (ESPR). Considering the possible market risks for the Ukrainian furniture industry, and that includes both exporters and non-exporters (within the context of the harmonisation of the rules), this research sought to capture and understand the readiness of companies as regards the changes on the EU market, along with those companies’ sentiments and ability to cope with the upcoming inherent challenges. The survey of furniture producers presented in this paper is one of the first devoted to the problem of Ukrainian producers’ adaptability to the ESPR, made all the more challenging due to the burden of the ongoing war. This study has brought to light rather positive industry sentiments regarding furniture production volume and the competitive position of companies within the furniture industry, but there is also a lack of company awareness of the full range of ESPR measures and tools, hence there is a risk of underestimating those measures and tools’ possible impact along with the risk of a delayed response. Environmental sustainability values should be given higher priority than they are currently in companies’ current marketing strategies, and the effectiveness of supply chain management practices will inevitably have to be questioned by company leaders. Possible adaptation measures aimed at circularity are not sufficiently perceived, while attention is focused more on the use of materials, energy, and environmental pollution.

Pengaruh Beban Kerja dan Stres Kerja dengan Efikasi Diri pada Karyawan PT Mitra Intimarga Bekasi

Human resource management is very important for companies in managing, organizing and utilizing employees so that they can function productively to achieve company goals. Labor or employees are very important human resources in a company, because without employees the company cannot run well. Employees are the main capital for the company. As, employee capital needs to be managed to remain productive. Therefore, company leaders must be able to encourage them to remain productive in carrying out their respective duties, by continuously increasing the morale of their employees. So that the company can maintain employee loyalty in order to achieve company goals.

The Effect of Earnings Smoothing and Earnings Informativeness on Firm Value with Managerial Ability as a Moderating Variable

This study's goal is to find out how earnings informability and income smoothing affect firm value, with managerial ability as a moderating variable. A quantitative method was used, and financial statements that were listed on the Indonesia Stock Exchange served as the source of the data. The sample population comprised 255 companies within the Consumer Non-Cyclicals and Consumer Cyclicals sectors, with a 4-year study period from 2017 to 2020. In addition, a total of 154 companies were selected based on the inclusion criteria, and 616 observations were carried out. This study used data from an emerging market country, namely Indonesia, which was known as the most promising investment destination. The results showed that earnings smoothing did not affect firm value, while earnings informativeness had a significant effect. The relationship between income smoothing and firm value was unaffected by managerial skill, even though it increased the correlation between earning informativeness and firm value. In line with these findings, company leaders must choose managers with high skills in financial management. These skills can greatly influence the impact of earnings informativeness on firm value.

PRJAH PROGRESSIVE RESEARCH JOURNAL OF ARTS & HUMANITIES www.prjah.org An International Open Access, Peer-reviewed, Refereed Journal Impact of Work life Conflict, Social Relationship and Job Performance towards Work place Stress

In the present organizational scenario, workplace stress has become a massive challenge due to its connection with psychological, physical, and emotional strain. Considering the importance of such an important aspect, this paper examines the factors that affect workplace stress in the private banking sectors of Sindh Province, Pakistan. This is a quantitative study and utilized cross-sectional data collected from the front-line managers, employing a survey questionnaire. The researchers utilized 280 valid samples to conclude the study. Using the SPSS version 27.0 for Windows, the study's results reveal a significant positive effect of work-life conflict and social relationships on the workplace stress. On the other hand, the study found a negative impact of job performance on workplace stress among the line managers of private sector banks in Sindh, Pakistan. These findings can help company leaders develop and implement quality-of-life strategies and other measures to decrease workplace stress and improve the quality of life of employees and their families, thereby creating social change. The study outcomes would help settle the organizational conflicts that push employees towards deep pressure and stress. Finally, scientific research can play an essential role in the stability of Pakistan's economy by supporting the financial sector. The study may be a robust layout of decreasing pressure and stress among the employees of different sectors.