tag:blogger.com,1999:blog-92118876583308063042024-03-12T19:44:06.376-07:00Fariz Prasetya Kharismawan - Its All About My WritingBacalah, maka anda akan mendapatkan makna didalamnya. Berbagi ilmu dan pengalaman tidaklah sulit, cukup tuangkan dalam kata-kata agar mereka yang membaca bisa mengambil makna terbaiknya. Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.comBlogger9125tag:blogger.com,1999:blog-9211887658330806304.post-88203370272221935352018-09-01T21:31:00.000-07:002018-09-01T21:32:26.618-07:00Jejak Hampa<div style="text-align: right;">
<b><span style="color: blue;">Karya: Ari Pakusmanto</span></b></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Jauh ku memandangpada keheningan</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Sayup kudengar gemuruh angin menerpa dedaunan </span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Bicara sendiri dalam perjalanan panjangku</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Seakan bertanya dimana kaki ini akan berhenti</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> Berulang kali logika menyadarkan</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> Tapi hati berkata lain</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> Kaki ini terus merapak membuka jalak</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;"> Jarak yang tak tahu kemana arah dan tujuan</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Bergumam lagi bibir ini</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Tapi kembali langkah ini tak berhenti</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Terus ia merapak, terus ia melebar</span></div>
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<span style="font-family: "helvetica neue" , "arial" , "helvetica" , sans-serif;">Karena hati berkata, jawabmu ada diujung jalan. </span></div>
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<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgcqDFiypqnOfdlcmaiBHcWGcGxdmMyzTz3pmd5cBRaptaU-m2hPOn0MsWX-MJJ2M5BEfjs2U38bKrlsLQ0dOniuqUVNmtCBpZZqhyphenhyphenNipQi2oLwtR8sAH1g0xK-bd_ZLzss7B82crX9cho/s1600/Capture.PNG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="446" data-original-width="599" height="296" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgcqDFiypqnOfdlcmaiBHcWGcGxdmMyzTz3pmd5cBRaptaU-m2hPOn0MsWX-MJJ2M5BEfjs2U38bKrlsLQ0dOniuqUVNmtCBpZZqhyphenhyphenNipQi2oLwtR8sAH1g0xK-bd_ZLzss7B82crX9cho/s400/Capture.PNG" width="400" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Sebuah puisi karya seorang pujangga, Ari Pakusmanto.</td></tr>
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<br />Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-21172344912015336852018-08-27T03:05:00.001-07:002018-08-27T03:22:28.898-07:00ANALYSIS ON THE IMPACT OF ORGANIZATIONAL CULTURE AND JOB SATISFACTION TOWARDS EMPLOYEE TURNOVER INTENTION – A CASE STUDY IN BANK XYZ<!--[if gte mso 9]><xml>
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<b><i style="mso-bidi-font-style: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Abstract</span></i></b></div>
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"> The purpose of this study is to analyze the impact of organizational culture and job satisfaction towards employee turnover intention. Organizational can be identified as the way of an organization deliver values and beliefs that direct people to behave in an organization. While job satisfaction can be described as the degree to which the employees is satisfied with particular job as a fundamental motivation.</span>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Method used in this study is using quantitative method. Primary data were obtained by distributing printed questionnaires to 70 employees of Bank XYZ Jakarta. Theoretical framework of this study was adopted from secondary data (books, journals, and articles). The result of this study identified the impact of Innovation and Risk Taking, People Orientation, also Team Orientation as the characteristics of organizational culture with Benefit and Compensation, Relation with Co-Worker and Opportunity for Promotion as the characteristics of job satisfaction toward Employee Turnover Intention. The implication of this study is the company can get insight for improving its organizational culture and job satisfaction to reduce the number of employee turnover intention.</span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Introduction</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">The economic competition is rising rapidly in which it generates a reasonable competition between the companies in global market. In the current circumstances, the company are pushed to survive and have a unique advantage to compete with one another. A company needs potential human resources in order to create invaluable values <span style="mso-no-proof: yes;">(Schroeder, 2002)</span>. That significant factor contributing to the success of the company is the existence of human resource. Human resource is a priceless asset, because the company are not able to be a successful organization without the existed of human resource <span style="mso-no-proof: yes;">(Fulmer & Ployhart, 2013)</span>. Even though the company is supported by modern facilities, without the presence of human resource, the company will not able to develop and maintain the performance. Therefore, each company is required to generate high knowledgeable and proficient human resources that can contribute to the company competitiveness. As a priceless asset, the company needs to manage their human resources properly to build a synchronization between demand from the company and needs of employees as an important factor of the company to move forward and remain competitive in the market. </span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">In order to create a high quality employee, the companies are required to provide necessary work environment and proper policy, including norms, values, and regulations, which can be use by the employees as a guideline. Moreover, understanding the whole company can also be preceded by the establishment of organizational culture. Organizational culture is a viewpoint of a company, including the vision and mission that would become a significant strong point for the company to compete with existing competitor, or simply, can be define as a shared though, feeling and behavior of a group <span style="mso-no-proof: yes;">(Christensen & Shu, 1999)</span>. Strong culture determines high settlement between the resources of the company, which aims to provide proper and conventional office behavior guideline for the employee. Therefore, culture is a basic theory that discovered learning to cope with the problem of external adaptation and worked well enough to teach new resources as the correct way to think, perceive, and behave in the company <span style="mso-no-proof: yes;">(Schein, 2003)</span>. Moreover, employees who understand the whole company’s cultures will consider the culture values as the nature of the company. Cultures, values, and beliefs shared by the company will be converted into the employees’ behavior in the workplace. Therefore, good culture will have resulted in the good individual performances, and individual performances will make significant contributions to the company. </span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">In the past period, the impact of organizational culture and job satisfaction towards employee turnover intention have been a remarkable study topic in various fields. In a definition, employee satisfaction is an extent on how happy the employees are satisfied with the jobs in the workplace <span style="mso-no-proof: yes;">(Statt, 2004)</span>. While employee turnover refers to the number of employees who leave the company to seek a new job <span style="mso-no-proof: yes;">(Saeed, et al., 2014)</span>. In additional, employee turnover intention is regularly connected with the existing cultures in an organization. Cultural values can encourage the growth and development on an ongoing basis of company performance and maintain the quality of work life experienced by their employees <span style="mso-no-proof: yes;">(Schermerhorn, et al., 2012)</span>. Moreover, high employee satisfaction, high commitment, and low turnover intention are several parameters that show how well managed a company is in creating the culture. Furthermore, organizational culture has three characteristics that can influence the employee turnover intention, including innovation and risk taking, people orientation and team orientation <span style="mso-no-proof: yes;">(Habib, et al., 2014)</span>.<span style="mso-spacerun: yes;"> </span>The three characteristics of job satisfaction can also influence the employee turnover intention, including benefit and compensation, relationship with co-workers, and opportunity for promotion <span style="mso-no-proof: yes;">(Tasio & Giannouli, 2017)</span>. Therefore, managing organizational culture and job satisfaction can help the company to reduce the employee turnover intention rate as well as maintain the performance and remain competitive in global economy era. </span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">For this reason, this study would deeply analyze the impact of organizational culture and job satisfaction factors towards employee turnover intention in Bank XYZ. Bank XYZ was launched in 1991 formerly known as BDI. In 2012, one of the investment groups industry acquired BDI after taking the share of ownership and the company’s name officially changed into Bank XYZ. Furthermore, Bank XYZ is one of the companies that is engaged in the field of financial and banking institution.<span style="mso-spacerun: yes;"> </span>The vision of Bank XYZ is “To be the most preferred financial institution that focuses on micro, small, and medium businesses and serves the society with trust and professionalism.” While the mission of Bank XYZ is “To empower the community by providing opportunity and support to succeed in the micro, small and medium businesses.”</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">The annual report of Bank XYZ in 2016, described that the employee turnover intention was exceptionally high and should have been a serious concern for the company. In 2014, employee turnover rate reached 28% and in 2015, employee turnover rate decreased to 22%. The situation changed in 2016 since it constantly increased into 29% and became the highest turnover rate in the past three years <span style="mso-no-proof: yes;">(Bank XYZ, 2016)</span>. The turnover rate in Bank XYZ is moderately high compare to Bank Indonesia with 15% turnover rate in 2016 <span style="mso-no-proof: yes;">(Bank Indonesia, 2016)</span>. Therefore, the table below would illustrate the number of employee turnover rate during 2014 to 2015 in Bank XYZ.</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">According to the data given by the table, there is a problem with high employee turnover intention in Bank XYZ which may negatively influenced to the employee productivity because it leads to loss of experienced and trained employees that know the goals of the company and individual roles in achieving those goals. Possible causes of this problem are weak organizational culture and lack of job satisfaction in Bank XYZ. Referring to this problem, a study that investigates the impact of organizational culture and job satisfaction towards employee turnover intention by quantitative method is highly needed to remedy the situation.</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Demonstrably, the purpose of this study is to find the factors of organizational culture and job satisfaction which may influence the employee turnover intention as well as analyze the impact of it towards employee turnover intention. This study expects a number of influences by its accomplishment and progress. For the readers, this study will improve and provide comprehensive knowledge about human resource in the context of organizational culture, employee satisfaction, and employee turnover intention and it can be used as the reference to do advance research. For the related company, this study is expected to be a useful insight for the company in term of the improvement of employee satisfaction and reduce the number of employee turnover intention. Furthermore, this paper will be divided into five sections. 1. Introduction 2. Academic literature about organizational culture, job satisfaction, and turnover intention 3. Data and sequence of methodologies used in this study 4. Finding and analysis 5. As well as the conclusion of the study.</span></div>
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<br /></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Academic Literature</span></b></div>
<div class="MsoListParagraphCxSpLast" style="line-height: 150%; margin-left: .25in; mso-add-space: auto; mso-list: l1 level2 lfo1; text-align: justify; text-indent: -.25in;">
<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">2.1<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Organizational Culture</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">The last decade, companies perceived the rise of organizational culture as an important aspect in the worldwide business. Each company has its own unique characteristic just like what people do, and the unique characteristic of an organization itself known as a culture. In a group of people who decide to work together in an organization, culture is usually invisible but have a powerful force to encourage the behavior of the members of those groups <span style="mso-no-proof: yes;">(Schein, 2003)</span>. While there are many agreements about the existence of organizational culture, it plays some significant roles in determining the behavior of an organization and there are several concepts and definitions about organizational culture itself. according to the study conducted by <span style="mso-no-proof: yes;">Mohelska & Sokolova, (2014)</span> organizational culture definition depends on the business sectors, employee’s characteristic, nature of interaction, until organization’s historical events that shaping the personality of an organization. Mohelska and Sokolova defined the organizational culture as a system of shared meaning, collective thinking, attitudes, feelings, habits, and behavior patterns conducted by members that differentiate an organization from another. That concept also is supported by the study of <span style="mso-no-proof: yes;">Robbins & Judge, (2008) </span>which stated that organizational culture is the way of an organization delivered values and beliefs which direct people to behave in an organization. That shared values is having a strong influence to the people on the organization and dictate how each people should perform on their own jobs. In this study, organizational culture can be defined as shared values and beliefs of business stakeholders (i.e. owners, directors, suppliers, employees, government, and supported staff) established in historical process and transferred by the use of language and symbol that influence how people behave and perform in an organization. </span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Organizational culture influences the employees on setting personal and professional goals, completing tasks, and managing resources in order to achieve the organizational goals. Multiple of methodologies are used in previous studies to define the components and characteristics of organizational culture. Some studies stated that organizational culture affect the way employees intentionally, unintentionally thinking, making a decision also how the employee should perceive, feel, and perform act using the shared values. Therefore, the shared values on the main of organizational culture for this study are being presented under the three principal characteristics, which are innovation and risk taking, people orientation, team orientation.</span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Innovation and Risk Taking</span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Innovation and risk taking is the degree in which each employee is encouraged to be more innovative and brave to take risks (Habib, et al., 2014). Innovation and risk taking have significant influence in organizational culture. Both revealing the organization’s openness to changes and capability to encourage each employee to take a risk. Therefore, when the culture of an organization direct the employees to be innovative and risk taking, employees will be more motivated toward their job, having capability to adapt with new things in market, and will increase employee satisfaction to work with innovative organization <span style="mso-no-proof: yes;">(Martins & Terblanche, 2003)</span>. </span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"> </span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">People Orientation</span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">People orientation is the degree in which organizational culture will affect positively if the decision taken by management supports to the organization as well as the employees (Habib, et al., 2014). An organization has to be people oriented involving organization’s support, collaboration, and respect to the employees. If the company management takes a decision that does not make a good turn of the employees, the organizational culture will be negatively affected. Therefore, the management should facilitate people oriented organizational culture to be felt by its employees and improved the organizational culture cooperation among its employees <span style="mso-no-proof: yes;">(Delobbe, et al., 2001)</span>.</span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Team Orientation</span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Team orientation is the degree in which team performance take precedence rather than individual working, because through the team performance organizational goals can be successfully accomplished (Habib, et al., 2014). Team orientation culture also becomes a significant part of organizational culture to organize work activities around teams. The organization with team-based orientation will have more effective complementary abilities than those that do not. Therefore, establishing team orientation as a culture will provide better outcomes than individual efforts <span style="mso-no-proof: yes;">(Sheridan, 1992)</span>.<span style="mso-spacerun: yes;"> </span></span></div>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="index heading"/>
<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of figures"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="envelope address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="envelope return"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="footnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="line number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="page number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote reference"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="endnote text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="table of authorities"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="macro"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="toa heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 5"/>
<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Closing"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
UnhideWhenUsed="true" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Message Header"/>
<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Salutation"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Date"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">2.2<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Job Satisfaction</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Job Satisfaction is one of the important aspects that contributes to the organizational success. Thus, job satisfaction is a group of employee’s feeling about different job elements. Previously, there are various studies purposed to classify job satisfaction dimensions. In a sense, job satisfaction can be define as the degree to which the employees is satisfied with particular job as a fundamental motivation <span style="mso-no-proof: yes;">(Statt, 2004)</span>. According to <span style="mso-no-proof: yes;">(Calvo-Salguero, et al., 2010)</span> job satisfaction defined as an attitude related with an individuals’ degree of their dislike of their current job. Furthermore, job satisfaction indicates that employees are doing these job with enthusiasm and happiness also becoming a key factor that leads to the employee acknowledgment and feeling of fulfillment. Furthermore, <span style="mso-no-proof: yes;">Armstrong, (2006)</span> specified that job satisfaction is talking about the behavior and feeling of employees towards their job. Positive and promising behavior to particular job point out that employees are satisfied with the job, while negative and unfavorable behavior point out job dissatisfaction.<span style="mso-spacerun: yes;"> </span>Additionally, the study by Christen, et al., (2006) defined that job satisfaction symbolizes the feeling that might appear as a result of employee’s opinion that the jobs are satisfying their psychological needs. Based on the above definitions, job satisfaction can be reflected as one of the core factor in term of efficiency and effectiveness of an organization. Job satisfaction explained that organization also should treat and consider the employee as a primary resource which having their own needs, wants, and desires towards the jobs. When the organizations are able to develop ways to deliver it as important factors, job satisfaction can help to build employee engagement and maintain profitable in the future.<span style="mso-no-proof: yes;"> </span></span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Furthermore, There are two most popular surveys of job satisfaction used for past decade which are Minnesota Satisfaction Questionnaires (MSQ) and Job Descriptive Index (JDI) (Schermerhorn, et al., 2012). MSQ and JDI measures job satisfaction according to chances for improvements, working environment, freedom of judgement, praise for doing a good job, and feeling of achievement. Therefore, this study will determine three main criteria of job satisfaction measurement, which are:</span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Benefit and Compensation</span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Benefit and compensation is one of the main functions of human resource management to provide sufficiency of payment and reward program for the employees </span><span style="mso-no-proof: yes;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">(Tasio & Giannouli, 2017)</span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">. Benefit and compensation is important to attract, preserve, and motivate the employees. Benefits and compensation can be given to the employees in the form of money or another forms that is easily exchangeable to money </span><span style="mso-no-proof: yes;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">(Mabaso & Dlamini, 2017)</span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">.</span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Relationship with Co-Workers</span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Relationship with co-workers performed in an organization is a form of interpersonal communication and respect between the employees (Tasio & Giannouli, 2017). The quality of co-workers relationship represents how well the employees coordinates each others and exposes the communication effectiveness between the employees (Lin & Lin, 2011).</span></div>
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<li><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Opportunity for Promotion </span></li>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Opportunity for promotion is reassignment of employees to a higher rank of significant job (Tasio & Giannouli, 2017). Naturally, the movement of an employee upward in the organizational hierarchy will lead to the enrichment of responsibilities and improvement in compensations. Employees that perceived fairly promotion are intended to have experience career satisfaction, better performance, and subsequently dedicated to the organization (Malik, et al., 2012). </span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">2.3<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Employee Turnover Intention</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Every organization invest some cost on the employees in term of training, retaining and developing to increase the employee performance and efficiency. However, employee turnove is becoming a serious challenge that every organization ever experienced with it. Many organizations are working on planning the turnover approaches for the employee, so the employee in the organization can be employed in possible way. Besides that, reducing the number of turnover can maximize the return of investment that the organization spend for each employees. In this study, employee turnover intention defines as the desire of employee to move across the involvement boundaries of an organzanization (Ponnu & Chuah, 2010). Besides that, employee turnover intention can be define as willingness of the employee to leave the organization and seek for the new opportunities (Saeed, et al., 2014). The study of (Carmeli & Weisberg, 2006)described that employee turnover intention as a withdrawal cognition practice where the employee have a thoughts of quitting the current job, intention to leave the organization, and intention to search for another job.</span><br />
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">2.4<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Framework of the Study</span></b><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"> </span></span><br />
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"> According to the review and definition of the literature above, a hypothized structural model about</span></span><br />
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">the impact of organization culture and job satisfaction towards employee turnover intention<span style="mso-spacerun: yes;"> </span>is shown</span></span><br />
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">in the figure below:</span></span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjJJ3JU6X2a4U5jry4Y7FSUmQoGNQ9P_w4h_ib9GQ6aMKHjVxTi-QcNN8aYclhw28tNkyPrZNhogg0CDVbEOUgSzdvc1M70uxvHltp7S6an1ARqpI6PC3ietqRjpJ7CncsW-WAhP3tXHrY/s1600/Capture.PNG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="318" data-original-width="492" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjJJ3JU6X2a4U5jry4Y7FSUmQoGNQ9P_w4h_ib9GQ6aMKHjVxTi-QcNN8aYclhw28tNkyPrZNhogg0CDVbEOUgSzdvc1M70uxvHltp7S6an1ARqpI6PC3ietqRjpJ7CncsW-WAhP3tXHrY/s1600/Capture.PNG" /></a></span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Data and Methodology</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Research approach used in this study is quantitative approach. Quantitative research is the use of sampling methods in collecting numerical data which can be analyzed by statistical and mathematical manipulation to estimate quantities.<span style="mso-spacerun: yes;"> </span>The purpose of quantitative approach in this research is to categorize variables and hypothesize statistical models to describe the problem is being observed. This research is conducted in Bank XYZ the data were collected from primary and secondary data. Primary data is set of original data that collected directly from the respondents for the first time. There are plenty methods to obtain primary data, including the data from interview, survey, observation, and any other methods. In this research, primary data is collected through survey method by distributing questionnaires to the respondents that are the employees in Bank XYZ. The distribution of questionnaires was conducted in two stages, including pre-test questionnaires to 30 respondents and post-test questionnaires to 70 respondents.</span> <span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">While secondary data is the data that is accessible and has been obtained for other purposes. Secondary data used in this research is collected from book, journal, article, publication, company website, and any other sources that are related to the objectives of this research.</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Furthermore, the population of this study are all the employee of Bank XYZ and the sample of used in this study are 70 respondents which coming from Bank XYZ employees. The sample must represent the whole population and must have a good size to create a good statistical analysis. Therefore, this study will use the central limit theorem to quantify the number of sample used in this study.</span></div>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Bullet 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Number 5"/>
<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Closing"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Signature"/>
<w:LsdException Locked="false" Priority="1" SemiHidden="true"
UnhideWhenUsed="true" Name="Default Paragraph Font"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="List Continue 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Message Header"/>
<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Salutation"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Date"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text First Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Note Heading"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Body Text Indent 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Block Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Hyperlink"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="FollowedHyperlink"/>
<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Document Map"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Plain Text"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="E-mail Signature"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Top of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Bottom of Form"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal (Web)"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Acronym"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Address"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Cite"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Code"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Definition"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Keyboard"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Preformatted"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Sample"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Typewriter"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="HTML Variable"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Normal Table"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="annotation subject"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="No List"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Outline List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Simple 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Classic 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Colorful 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Columns 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Grid 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 4"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 5"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 6"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 7"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table List 8"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table 3D effects 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Contemporary"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Elegant"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Professional"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Subtle 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 1"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 2"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Web 3"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Balloon Text"/>
<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
Name="Table Theme"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
<w:LsdException Locked="false" Priority="1" QFormat="true" Name="No Spacing"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 1"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 1"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 1"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
Name="List Paragraph"/>
<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
Name="Intense Quote"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 1"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 1"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 1"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 1"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 1"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 1"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 1"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 2"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 2"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 2"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 2"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 2"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 2"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 2"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 2"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 2"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 3"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 3"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 3"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 3"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 3"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 3"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 3"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 3"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 3"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 3"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 3"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 3"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 4"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 4"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 4"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 4"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 4"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 4"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 4"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 4"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 4"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 4"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 4"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 4"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 4"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 5"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 5"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 5"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 5"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 5"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 5"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 5"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 5"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 5"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 5"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid Accent 6"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2 Accent 6"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2 Accent 6"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1 Accent 6"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2 Accent 6"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3 Accent 6"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List Accent 6"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
Name="Subtle Emphasis"/>
<w:LsdException Locked="false" Priority="21" QFormat="true"
Name="Intense Emphasis"/>
<w:LsdException Locked="false" Priority="31" QFormat="true"
Name="Subtle Reference"/>
<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 6"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 6"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 6"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 6"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 6"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 6"/>
<w:LsdException Locked="false" Priority="46" Name="List Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="List Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="List Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
Name="List Table 1 Light Accent 1"/>
<w:LsdException Locked="false" Priority="47" Name="List Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="List Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="List Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="List Table 5 Dark Accent 1"/>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">According to this theorem, 70 samples used in this study is larger than 30 and the samples are exceptionally good for central limit theorem to hold. Means, the distribution of sample used in this study is normally distributed. </span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">4.<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Empirical Findings and Analysis</span></b></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">4.1<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Validity and Reliability Test</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Pre-test for 30 respondents are conducted to measures the validity and reliability of all variables in the questionnaires. The result of validity and reliability of this study was shown below.</span></div>
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="35" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
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<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
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<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
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<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
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<w:LsdException Locked="false" Priority="30" QFormat="true"
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 2"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
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<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
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<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
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<w:LsdException Locked="false" Priority="39" SemiHidden="true"
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<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
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<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
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<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Validity and reliability test of each variable confirmed as valid, except for team orientation variable since the KMO result is below 0.5 and Cronbach Alpha is below 0.6. Therefore, the researcher will eliminate Team Orientation variable from the research model. Eliminating Team Orientation variable from the research model does not mean that team orientation is not the characteristic of organizational culture that have significant impacts to the employee turnover intention. Team Orientation variable is not appropriate only for this research object and sample, because Team Orientation variable is confirmed as invalid and unreliable variable. Therefore, five independent variables have significant influences to the dependent variable, including Innovation and Risk Taking (X1), People Orientation (X2) as the independent variables of organizational culture, in line with Benefit and Compensation (X3), Relationship with Co-Worker (X4), also Opportunity for Promotion (X5) as the independent variables of job satisfaction. </span></div>
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<br /></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">4.2<span id="goog_1489284960"></span><span id="goog_1489284961"></span><span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Simultaneous Test (f-test)</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">F-test analysis is one of the analysis that need to be done during multiple regression process to examine whether there is significant relationship between the whole independent variables to the dependent variable. Below is attached the ANOVA Table that show the result of simultaneous test used in this study. </span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">According to the result of multiple linear regression shows that significant value of research model is 0.006 or less than 0.05. Significant value of 0.006 which less than 0.05 indicates that simultaneously there is influence of each independent variable (IRT, PO, BC, RCW, and OP) towards the employee turnover intention. In addition, ANOVA table shows f-statistic value is 3.58 with the f-table is 2.37 at the significant level of α=0.05. Means, H0 is rejected and collectively there is linear relationship between independent variable with the dependent variable.</span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">4.3<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Partial Test (t-test)</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">T-test is an analysis to assess whether there is significant influence of single independent variable to the dependent variable. In this study, </span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">t-test is conducted to examine the relationship between dependent variable (ETI) and its independent variables (IRT, PO, BC, RCW, and OP) partially by using 95% confidence level and 2.000 t-table value. The description of t-test calculation is described by Coefficients Table of Multiple Linear Regression below.</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">According to the result above, it can conclude that the most significant variable that influence employee turnover intention is Benefit and compensation with significant value of 0.013 which less than 0.05. Benefit and compensation also has negative influence towards employee turnover intention in which an increase in benefit and compensation will reduce the number of employee turnover intention. This finding is consistent with the previous study by Tasio and Giannouli, (2017) stated that better benefit and compensation given to the employees lead to increase in job satisfaction and decrease employee turnover intention. The cause of significant influence on benefit and compensation variable as a characteristic of job satisfaction is that the employees are satisfied to the benefit and compensation given by Bank XYZ. Means, the employee will not intend to leave the company that will cause lower employee turnover intention. The elements that make the employees are satisfied with benefit and compensation and intended to stay with the company in this research are present salary, welfare facilities, medical facilities, and chances for salary increases.</span></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Furthermore, the result shows that innovation and risk taking has negative influence towards employee turnover intention. This result is consistent with the previous study by Habib, et al., (2014) stated that innovation and risk taking will negatively impact to the employee turnover intention. However, the result shows that innovation and risk taking is not significant since the significant value is greater than 0.05. Means, the employees are not encouraging to be more innovative and management is not supporting the employee to bravely taking a risk. The possible reason is that most of the respondents involved in this research are coming from finance and accounting division. In this division, there is a strict guideline for work and the employee are required to work with less innovative financial constraint. This reason is consistent with the previous study by <span style="mso-no-proof: yes;">(Tysiac, 2013)</span> <span style="mso-spacerun: yes;"> </span>stated that it is difficult to assess whether innovative system would increase efficiency in finance and accounting division because it takes time to learn the new innovative system. Therefore, innovation and risk taking will not give any significant influence to reduce the number of employee turnover in Bank XYZ.</span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Additionally, the result shows people orientation is not significant and has positive influence towards employee turnover intention. This result is contradictory with the previous study by Habib, et al., (2014) stated that people will negatively impact to the employee turnover intention. However, the study by <span style="mso-no-proof: yes;">Leóna & Morales, (2016)</span> stated that people orientation might has positive impact to the turnover since it was simultaneously associated with an increased number of uncertified absences on the part of workers who saw themselves as more employable. Means, people orientation might increase uncertified absenteeism within the employee who get overload job that leads to increase the number of employee turnover intention in Bank XYZ. </span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Moreover, the result of relationship with co-worker is not significant and has positive influence towards employee turnover intention. This result is inconsistent with previous study by Tasio and Giannouli, (2017) described that relationship with co-worker should have negative influence towards turnover intention since relationship with co-workers help the employees to build strong association with senior, colleagues, and also the organization. Otherwise, the study by <span style="mso-no-proof: yes;">Brunetto, et al., (2013)</span> stated that relationship with co-workers is consequently having positive impact on turnover intention since the occurrence of frictional relationship between the employees may result in greater dissatisfaction and increase the tendency of seeking elsewhere for employment. Therefore, conflicting relationships with the co-workers may be a curse to the long-term association of the employee and leads to higher turnover in Bank XYZ.</span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Lastly, the result shows that opportunity for promotion has negative influence towards employee turnover intention. This result is consistent with the previous study by Tasio and Giannouli, (2017) stated that opportunity and promotion has negative impact to the emloyee turnover intention. However, the result shows that opportunity for promotion is not significant since the significant value is greater than 0.05. Means, Bank XYZ did not provide the employee with sufficient promotion to the higher level of significant job. This result is consistent with the study by <span style="mso-no-proof: yes;">Nel, et al., (2011)</span> stated that employee turnover in banking sector tend to be higher because lack of career advancement and promotional opportunities. Conversely, Bank XYZ have implemented Management Development Program that preparing the future leader for the company and provide better career advancement and promotional opportunities for the employee. Unfortunately, Management Development Program are limited for 20 employees each year from the total employees working in Bank XYZ. Therefore, opportunity for promotion will has not significant influence to reduce the number of employee turnover in Bank XYZ.</span></div>
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<br /></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;"><span style="mso-list: Ignore;">5.<span style="font: 7.0pt "Times New Roman";"> </span></span></span></b><b style="mso-bidi-font-weight: normal;"><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Conclusion</span></b></div>
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<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">Based on the research objectives, the purpose of this research is to analyze the impact of organizational culture and job satisfaction towards employee turnover intention. Organizational culture defines as the shared values of an organization that shown under the three characteristics, including innovation and risk taking and people orientation, and team orientation. Job satisfaction is the degree in which the employee of an organization is happy which particular job and represented by <span style="mso-no-proof: yes;">three characteristics, including benefit and compesation, relationship with co-workers, also opportunity for promotion. While employee turnover intention defines as willingness of the employee to leave the organization and looking for new job opportunities. </span></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">From the finding, it can be concluded </span><span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">that f-statistic is greater than f-table (3.58 > 2.37) shows that there is linear relationship between dependent variable with the dependent variable. Furthermore, the significant value of the research model is 0.006 indicates that simultaneously there is significant influence of each independent variable, which are innovation and risk taking with people orientation as characteristics of organizational culture along with benefit and compensation, relationship with co-workers, also opportunity for promotion as characteristics of job satisfaction, toward employee turnover intention as dependent variable. In other words, there is linear relationship between dependent variable with the dependent variable. Furthermore, team orientation was not included in the research equation model, because this variable is not either valid or reliable.</span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify; text-indent: .25in;">
<span style="font-family: "times new roman" , serif; font-size: 12.0pt; line-height: 150%;">According to the result, it also concluded that partially benefit and compensation as a characteristic of job satisfaction is the only independent variable that has significant influence toward employee turnover in Bank XYZ. Whereas, another independent variables, which are innovation and risk taking with people orientation as characteristics of organizational culture accompanied by relationship with co-workers and opportunity for promotion as characteristics of job satisfaction, partially have no significant influences toward employee turnover intention in Bank XYZ. The surprising factors of the research finding are people orientation and relationship with co-workers has positive influence towards the employee turnover intention where the two variables should have a negative correlation. Although people orientation and relationship with co-workers is not significant, positive correlation indicates that an increase in those variables lead to increase number of employee turnover intention.</span><br />
<br />
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<span style="mso-no-proof: yes;">Schroeder, H. (2002). The Importance of Human Resource Management in Strategic Sustainability: AnArt and Science Perspective. <i>Journal of Environmental Sustainability</i>, 1-9.</span></div>
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<span style="mso-no-proof: yes;">Sheridan. (1992). Organizational culture and employee retention. <i>Academy of Management Journal, Vol. 35, No. 5</i>, 1036–1056.</span></div>
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<span style="mso-no-proof: yes;">Statt, D. (2004). <i>The Routledge Dictionary of Business Management, Third edition.</i> Detroit: Routledge Publishing.</span></div>
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<span style="mso-no-proof: yes;">Tasio, T., & Giannouli, V. (2017). Job Descriptive Index (JDI): Reliability and validity study in Greece. <i>Journal of Assessment Psychology, Vol. 7, No. 1</i>, 31-61.</span></div>
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<span style="mso-no-proof: yes;">Tysiac. (2013). How finance and accounting can boost innovation. <i>Journal of Accountancy</i>, 111-120.</span></div>
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<br />Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-36403398713857812742018-08-23T07:35:00.001-07:002018-08-23T07:45:28.305-07:0018th Asian Games Jakarta Palembang 2018. Waktunya Indonesia Unjuk Gigi di Kancah Asia. <br />
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<span style="font-size: 12.0pt; line-height: 107%;">Asian Games merupakan salah satu pagelaran olahraga terbesar yang diikuti oleh berbagai negara dari seluruh penjuru Asia. Setelah Asian Games edisi ke-17 berakhir, Komite Olimpiade Asia (Olympic Council of Asia) mengesahkan bahwa Indonesia akan menjadi tuan rumah Asian Games edisi ke-18 yang akan diselenggarakan mulai 18 Agustus – 2 September 2018 di Jakarta dan Palembang. Ini adalah kali kedua bagi Indonesia untuk menjadi tuan rumah Asian Games dimana sebelumnya Indonesia juga pernah menyelenggarakan Asian Games edisi ke-4 pada tahun 1962 di Jakarta. Pada masa itu, bapak proklamator Republik Indonesia, Ir. Soekarno, secara resmi membuka Asian Games 1962 di stadion kebanggan bangsa Indonesia Gelora Bung Karno.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Senada dengan terpilihnya Indonesia sebagai tuan rumah Asian Games, pemerintah Republik Indonesia langsung membuat komite resmi bernama Indonesia Asian Games 2018 Organizing Committee (INASGOC) yang langsung di pimpin oleh Erick Thohir. Sebagai panitia pelaksana, INASGOC akan bertanggung jawab untuk menyusun, menyiapkan, dan menjalakan pagelaran Asian Games 2018 dimana INASGOC akan bertanggung jawab secara langsung kepada Bapak Joko Widodo sebagai Presiden Republik Indonesia. Dalam menjalankan tugasnya, INASGOC akan bekerja sama dan dibantu oleh beberapa pemerintah daerah, seperti PEMKOD DKI Jakarta, Sumatera Selatan, Jawa Barat, dan Banten dimana keempat provinsi tersebut akan menjadi venue penyelenggaran Asian Games 2018 Indonesia. Selain itu, INASGOC juga merekrut relawan dari seluruh golongan masyarakat Indonesia untuk membantu menyukseskan jalannya acara Asian Games 2018, dari mulai pre-event, main event, hingga closing event. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Asian Games 2018 akan menampilkan setidaknya 42 cabang olahraga yang terdiri dari 28 cabang olahraga olimpiade permanen (seperti akuatik, atletik, bulu tangkis, bola basket, berkuda, golf, bela diri, bola voli, sepak bola, dan masih banyak yang lainnya), 5 cabang olahraga tambahan yang juga akan diselenggarakan di olimpiade Tokyo 2020, serta cabang olahraga non-olimpiade lainnya. Pada penyelenggaran Asian Games edisi ke-18 di Jakarta dan Palembang, akan diadakan pertandingan olah raga cabang eSport dan polo kano untuk pertama kalinya. Berdasarkan hasil persetujuan Federasi eSports Asia, Asian Games 2018 akan mempertandingakan 6 cabang olah raga eSports seperti, Pro Evolution Soccer 2018 (PES 2018), Arena of Valor (AoV), League of Leagends, Clash Royale, Starcraft II, dan Heartstone</span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Indonesia merupakan negara yang penuh dengan keberagaman suku, budaya, dan bahasa yang melebur menjadi satu dalam Bhinneka Tunggal Ika. Makna yang terkandung dalam Bhinneka Tunggal Ika juga direalisasikan dalam penyelenggaraan Asian Games 2018 di Jakarta dan Palembang dimana pemerintah Republik Indonesia mengusung tema “Energy of Asia”. Dengan nilai yang tercantum dalam Bhinneka Tunggal Ika, Indonesia secara bangga memperkenal Bhin Bhin, Atung, dan Kaka sebagai 3 maskot yang akan menghiasi jalannya Asian Games edisi ke-18 di Indonesia. Perlu kalian tahu juga, ketiga maskot itu tidak asal dipilih hanya karena hewan lucu dan menggemaskan, tetapi melambangkan keberagaman budaya dan warisan Republik Indonesia serta menggambarkan energi dan nilai-nilai yang tersirat pada penyelenggaran Asian Games. Senada dengan statement diatas, Bapak Imam Nahrawi, Menteri Pemuda dan Olah Raga, menyampaikan harapan agar seluruh elemen masyarakat Indonesia mampu menunjukan jati diri Indonesia memalui penyelenggaran Asian Games 2018. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">"<i style="mso-bidi-font-style: normal;">Logo atau identitas Asian Games 2018 itu menggambarkan energi yang kuat dalam merefleksikan dan mempromosikan Indonesia ke dunia. Serupa saat menjadi tuan rumah Asian Games 1962, maka dengan logo baru ini, Indonesia sebagai tuan rumah siap menunjukkan jadi diri kepada dunia melalui penyelenggaraan dan prestasi yang sukses</i>," tutur Imam Nahrawi dalam konfrensi pers beberapa waktu yang lalu.</span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Maka dari itu, mari kita berkenalan lebih jauh lagi bersama Bhin Bhin, Atung dan Kaka sebagai Maskot 18<sup>th</sup> Asian Games Jakarta Palembang 2018.</span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;"> </span></span></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-size: 12.0pt; line-height: 107%;">Bhin Bhin</span><span style="font-size: 12.0pt; line-height: 107%;"></span><span style="font-size: 12.0pt; line-height: 107%; mso-no-proof: yes;"></span><span style="font-size: 12.0pt; line-height: 107%;"></span>
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<span style="font-size: 12.0pt; line-height: 107%;">Bhin Bhin merupakan Burung berwarna kuning yang lucu dan menggemaskan dimana maskot ini merepresentasikan keindahan burung cendrawasih atau dalam Bahasa latin dikenal sebagai Paradisaea Apoda. Burung ini banyak tersebar di daerah dataran rendah pulau Irian Jaya, Papua dan menggunakan pakaian bermotif batik asmat yang merupakan pakaian adat dari Papua. Tidak hanya melambangkan keindahan, Bhin Bhin juga merupakan burung yang pintar sehingga Bhin Bhin dipilih untuk merepresentasikan ‘<i style="mso-bidi-font-style: normal;">Strategy’</i> di Asian Games 2018. </span><br />
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<span style="font-size: 12.0pt; line-height: 107%;">Atung merupakan sebuah Rusa Bawean atau Hyelaphus Kuhlii yang saat ini hanya dapat di temukan di Pulau Bawean di tengah Laut Jawa Gersik, Jawa Timur. Seperti hal nya Bhin Bhin, Atung juga mengenakan pakaian yang cukup unik, yakni kain sarung bermotif tumpal yang merupakan pakaian adat dari Jakarta. Tidak hanya terlihat manja, atung juga ditunjuk sebagai maskot yang merepresentasikan <i style="mso-bidi-font-style: normal;">‘Speed’</i> di Asian Games 2018. </span><br />
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<span style="font-size: 12.0pt; line-height: 107%;"></span><span style="font-size: 12.0pt; line-height: 107%;"></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><span style="font-size: 12.0pt; line-height: 107%;">Kaka</span><br />
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<span style="font-size: 12.0pt; line-height: 107%;">Maskot terakhir adalah kaka yang merupakan badak bercula satu (Rhinoceros Sondaicus) yang hanya dapat di temukan di ujung kulon, Jawa Barat. Seperti kedua teman maskotnya, kaka juga menggunakan pakaian adat khas Palembang berupa scarf bermotif bunga-bunga. Dengan perawakan tubuh yang besar dan kekar, Kaka ditunjuk sebagai maskot yang merepresentasikan <i style="mso-bidi-font-style: normal;">‘Power’</i> di Asian Games 2018<b>.</b></span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Dalam rincian sejarahnya, Asian Games pertama kali di gelar pada tahun 1951 di New Dehli India. Di tahun yang sama, Indonesia juga ikut serta dalam ajang Asian Games India untuk yang pertama kalinya dan sejak saat itu Indonesia tidak pernah absen mengikuti ajang olah raga terbesar di Benua Asia. Selama penyelenggaraan Asian Games berlangsung, Indonesia sudah dua kali mencicipi nuansa sebagai negara tuan rumah, yakni pada 4<sup>th</sup> Asian Games Jakarta 1962 dna 18<sup>th</sup> Asian Games Jakarta Palembang 2018. Dalam hal ini, Indonesia masih kalah oleh negara tetangga, Thailand, yang sudah berhasil menyelenggarakan Asian Games di 4 edisi berbeda, yakni pada tahun 1966, 1970, 1978, dan 1998.<span style="mso-spacerun: yes;"> </span></span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Dalam sejarahnya, negara kepuluanan terbesar ini pernah meraih hasil yang gemilang maupun kegagalan yang sangat mengecewakan selama mengikuti Asian Games dari tahun ke tahun. Kegemilangan Indonesia terjadi pada tahun 1962 dimana Indonesia berhasil menjadi runner-up di rumah sendiri dengan raihan 77 medali yang terdiri dari 21 medali emas, 26 medali perak, dan 30 medali perunggu. Disisi yang lain, Asian Games 2006 di Doha, Qatar, merupakan mimpi buruk bagi Indonesia dimana negara kita hanya mampu bertengger di peringkat 17 dengan raihan 20 medali yakni 2 medali emas, 4 medali perak, dan 14 medali perunggu. Berikut prestasi Indonesia dari tahun ke tahun selama keikutsertaannya di Asian Games. </span></div>
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<li><span style="font-family: "wingdings"; font-size: 12.0pt; line-height: 107%;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><b style="mso-bidi-font-weight: normal;"><span style="font-size: 12.0pt; line-height: 107%;">Pengalaman Sebagai Team Welcoming Ceremony 18<sup>th</sup> Asian Games Jakarta Palembang 2018.</span></b></li>
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<span style="font-size: 12.0pt; line-height: 107%;">Nah, udah sedikit ada gambaran kan tentang sejarahnya Asian Games dan Indonesia sebagai salah satu negara yang aktif mengukuti pagelaran olah raga tersebut? kalau gitu sekarang giliran gw nih mau cerita pengalaman pribadi yang sangat berkesan dan mungkin ga bisa gw dapetin lagi seumur hidup jadi bagian dari Team Welcoming Ceremony Asian Games 2018 <span style="mso-spacerun: yes;"> </span>di Wisma Atlet Kemayoran, Jakarta.<span style="mso-spacerun: yes;"> </span>Apa sih itu Welcoming Ceremony Asian Games? Jadi, Welcomin Ceremony itu merupakan bagian dari penyambutan National Olympic Committee (NOC) yang baru hadir di Indonesia, terutama yang hadir di Wisma Atlet Kemayoran. Dalam rangkaian acaranya, Welcoming Ceremony hanya akan berlangsung selama kurang lebih 15 menit di setiap sesinya. Dalam 1 sesi, akan ada NOC dari berbagai negara di Asia dan selama acara Welcoming Ceremony setiap bendera NOC akan dikibarkan bergantian beriringan dengan lagu kebangsaan negara masing-masing. Welcoming Ceremony akan di pimpin oleh Major Athlete Village (atau yang lebih sering disapa Major AV), Ibu Yuni Kartika. Sedangakan setiap NOC diwajibkan untuk mengirimkan 20 contingen dan 1 orang NOC President atau Chief de Mission (CdM). Dalam rangkaiannya, Major AV akan menyampaikan <i style="mso-bidi-font-style: normal;">special thanks</i> kepada NOC President disertai dengan serah terima plakat yang diberikan dari Indonesia kepada NOC maupun sebaliknya. Setidaknya, begitulah rangkaian acara Welcoming Ceremony yang kemarin diselenggarakan selama 3 hari pada tanggal 15, 16, dan 18 Agustus 2018. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Kok gw bisa jadi bagian dari Team Welcoming Ceremony sih? Well, gw daftar jadi panitia ini bukan melalui INASGOC sih, tapi melalui pihak ketiga yaitu Exponent Media Visi. Kebetulan gw baru lulus jadi sarjana nih, jadi gw piker sambil nunggu wisuda ada baiknya ngisi waktu kosong dengan ikut menjadi panitia di sebuah event. Awalnya gw Cuma mau daftar di event-event kecil sih macam expo atau pameran-pameran gitu. Pas gw lagi buka-buka browser, gw liat kalau Exponent lagi jadi orang buat bantu menjalankan Welcoming Ceremony Asian Games. Jelas sangat tertarik dong gw apalagi eventnya sekelas Asian Games iya ga sih? Ya udah, akhirnya gw lamar lah kirim CV, berkas, formulir dan sebagainya. Seminggu kemudian, gw dipanggil ke kantor Exponent buat interview dan memastikan kalau gw bisa komitmen jadi bagian Team Welcoming Ceremony.</span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Singkat cerita, gw keterima masuk menjadi bagian dari Team Welcoming Ceremony. Awalnya juga gw masih bingung sih bakalan kerja apa sih team ini nantinya? Tepat pada tanggal 4 Agustus 2018, semua Team diundang dating kembali ke kantor Exponent untuk briefing singkat mengenai alur kerjanya nanti dilapangan. Keesokan harinya, semua Team dan staff produksi melakukan General Rehearsal langsung di Wisma Atlet Kemayoran. Di General Rehearsal semua staff yang bertugas bener-bener melakukan run through dari awal memulai acara, latihan menaikan bendera dan memutar lagu kebangsaan setiap NOC, menghapal rute-rute yang akan di pakai, sampai penutupan acara Welcoming Ceremony. Kesibukan ini berlangsung penuh dalam satu hari, karena kedepaannya tidak akan ada lagi persiapan langsung dilapangan.</span></div>
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Team Welcoming Ceremony Setelah General Rehearsal Berakhir</div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Tiba ditanggal 15, gw udah bangun dari pagi buta karena harus kumpul di Wisma Atlet Kemayoran jam 7 pagi dan ngejar perjalanan dari tempat tinggal gw yang lumayan jauh. Setibanya di lokasi, gw langsung nyari panitia Exponent yang bertugas membagikan ID card, karena ID card ini berfungsi untuk keluar masuk Wisma Atelt selama Asian Games 2018 berlangsung. Jadi buat kalian yang ga punya akses, jangan coba-coba buat masuk sembarangannya karena penjagaannya ketat banget banyak BRIMOB dengan persenjataan lengkap dan mesin keamanan X-Ray. Terus, Team Welcoming Ceremony langsung mengadakan briefing demi kelancaraan aktivitas hari pertama dan melakukan sarapan bersama. Biasa ya teman kebiasaan orang Indonesia, harus sarapan dulu sebelum memulai aktivitas biar ada tenaganya</span><span style="font-family: "wingdings"; font-size: 12.0pt; line-height: 107%;"><span style="mso-char-type: symbol; mso-symbol-font-family: Wingdings;"></span></span><span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">.</span></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Di hari pertama, Team Welcoming Ceremony belum begitu banyak bekerja, karena hanya 4 NOC yang dijadwalkan mengikuti Welcoming Ceremony dan kebetulan gw kebagian buat mengarahkan NOC Bahrain. Hal pertama yang gw lakuin adalah mencari official PIC dari INASGOC yang bertanggung jawab membantu NOC Bahrain. Pada saat itu semua PIC INASGOC sudah berkumpul dekat tenda Team Welcoming Ceremony dan gw Cuma perlu menanyakan siapa diantara mereka yang memegang NOC Bahrain. Pas udah ketemu, gw dan PIC INASGOC mendatangi tower wisma atlet dimana NOC tinggal, mengumpulkan perwakilan NOC yang akan mengikuti acara, dan membawa mereka ke holding room yang sudah disediakan. Setiap NOC akan menunggu sekita 5-10 menit di holding room karena panitia pelaksana harus memastikan bahwa bendera yang akan dikibarkan dan lagu kebangsaan sudah benar. Setelah ada aba-aba dari venue utama, gw langsung ngajak perwakilan NOC berbaris dan jalan menuju amphitheater. Tugas kita sebagai Team Welcoming Ceremony hanya mengantarkan NOC masuk ke Amphitheater, menjemput mereka di pintu keluar, dan mengantarkan mereka ke photo booth dimana NOC akan berfoto bersama di stand yang sudah disediakan. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Singkat cerita, kerjaan hari pertama udah kelar. Gw dan beberapa teman yang bertugas memutuskan untuk menginap di Wisma Atlet selama satu malam. Disini gw mau sedikit review tentang fasilitas yang disediakan di Wisma Atlet dan semoga review ini bisa menjadi perbaikan di masa yang akan datang. Pertama kali gw sampe dikamar, terdapat 2 buah sofa serta meja di bagian depan ruangan. Terus di setiap ruangan terdapat 1 kamar tidur yang cukup luas dengan 2 single bed dan 1 kamar tidur yang pas-pasan dengan 1single bed. Buat gw, ruangan ini terlalu kecil jika digunakan untuk acara sebesar Asian Games. Pas gw coba rebahan di kasurnya, keras banget ga ada empuk-empuknya sama sekali. Gw ga tau memang cuma kamar diruangan gw aja yang kasurnya keras atau semua kamar di Wisma Atlet kaya gitu jenis kasurnya. Tapi kalua memang semuanya seperti itu, waduh ga kebayang deh atlet yang abis bertanding pasti ga bisa tidur dengan nyaman. Masuk ke kamar mandi, ukurannya standart bgt hanya ada shower, toilet, dan westafel. Untuk fasilitas yang diberikan, bener-bener Cuma ada AC dan lemari disetiap kamar tidur. Ga ada TV, Kulkas, ataupun dispenser karena disetiap kamar sudah disediakan beberapa minuman kemasan dalam gelas. Usut punya usut, beberapa NOC memberikan complain terkait fasilitas yang di berikan dari pemerintah Republik Indonesia. Di sisi baiknya, seluruh area Wisma Atlet sudah dilengkapi dengan Wi-Fi 5G yang sudah dipersiapkan pemerintah Indonesia untuk menyambut Asian Games 2018. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Udah ya review ruangannya, gw mau lanjut lagi cerita aktivitas di hari kedua dan ketiga. Well guys, hari kedua bener-bener hari yang melelahkan karena kita akan menyambut 36 NOC dari seluruh penjuru Asia. Di hari kedua. Gw ditugaskan untuk mengarahkan NOC Sinagpura, Thailand, Brunei Darussalam, Macau China, dan Jepang. Sedangkan dihari ketiga lebih renggang karena hanya 5 NOC yang akan mengikuti Welcoming Ceremony. Kegiatannya kurang lebih sama dengan hari pertama mungkin perbedaannya cuma da di ketepatan waktu karena kita harus menjalankannya sesuai jadwal yang ada di rundown. hari kedua bener-bener pagel badan gw semuanya, tapi ga tau kenapa happy aja gtu ketemu orang-orang asing dan gw sok kenal aja tanya-tanya tentang negara dan kesiapan mereka menghadapi kompetisi Asian Games. yang paling berkesan, gw ketemu sama satu atlet angkat besi Brunei Darussalam, dan gw lupa namanya siapa, dimana dia memberikan kenang-kenangan pin bendera negaranya dengan tulisan 18<sup>th</sup> Asian Games Jakarta Palembang 2018. Pastinya, ini pin bakal gw simpen selamanya karena belum tentu gw bakal dapet hal yang sama lagi kedepannya. Jadi, itulah cerita yang mungkin sedikit ada faedahnya dari pengalaman gw selama menjadi Team Welcoming Ceremony. Well, disini gw ga mencari bayaran yang tinggi, karena pada dasarnya niat gw adalah mencari pengalaman berharga dan berkontribusi terhadap negara ini dimana gw membantu berkontribusi mensukseskan bagian kecil dari Asian Games 2018 di Indonesia. </span></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Sebagai penutup, gw bakal share sedikit foto-foto gw selama bertugas di Wisma Atlet Kemayoran.</span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjv1rQ2ivPnMJcRAL9BG3gIgDzFIhN7HyPW7j1o8fB0UrJViWbGMGKxR_rfk1JAovxzJgG9Qm2F09rayFJiMcFj6CrJt-foe0fBVFPfppAWQsZ2D5x0t_XJdvmczgM8ib53JdN0jlv3gro/s1600/20180816_105813.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1200" data-original-width="1600" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjv1rQ2ivPnMJcRAL9BG3gIgDzFIhN7HyPW7j1o8fB0UrJViWbGMGKxR_rfk1JAovxzJgG9Qm2F09rayFJiMcFj6CrJt-foe0fBVFPfppAWQsZ2D5x0t_XJdvmczgM8ib53JdN0jlv3gro/s400/20180816_105813.jpg" width="400" /></a></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"> </span>Foto Bersama Dengan Beberapa Contingen Atlet Dari NOC Thailand</div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5ZwJb7PGKMYT0UIHv_qVMU-4pZ2lcpkzDzf7BaupvQieJw4VKR5uPu63HlZ7HyC1IVEnNr281Yfefidhnnd-dYn7Jf3fnaLvzfUnmNJvUoP8MeS2SWmqtoGshMLcaJ5xfBq6MBdE9BRg/s1600/20180818_100619.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1600" data-original-width="1200" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi5ZwJb7PGKMYT0UIHv_qVMU-4pZ2lcpkzDzf7BaupvQieJw4VKR5uPu63HlZ7HyC1IVEnNr281Yfefidhnnd-dYn7Jf3fnaLvzfUnmNJvUoP8MeS2SWmqtoGshMLcaJ5xfBq6MBdE9BRg/s320/20180818_100619.jpg" width="240" /></a></div>
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<span style="font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;"> </span>Foto Bersama Mba Yuni Kartika Legenda Bulu Tangkis Indonesia yang Kini Menjabat Sebagai Major Athlete Villege Kemayoran</div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3KISj2Y8923nT4FEAZeUkGIz0AVcHcJ0nMAMmOe51iSXYByuyjgymH3pWL7GCQTeb0FlhyXE5iA3qpCl4I72OL-oF_635VIGcZ-3DjBpiBoL-8NKOC-C8-rE8tRyGXqgxoWffCWhaBkU/s1600/IMG-20180816-WA0000.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="960" data-original-width="1280" height="300" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEj3KISj2Y8923nT4FEAZeUkGIz0AVcHcJ0nMAMmOe51iSXYByuyjgymH3pWL7GCQTeb0FlhyXE5iA3qpCl4I72OL-oF_635VIGcZ-3DjBpiBoL-8NKOC-C8-rE8tRyGXqgxoWffCWhaBkU/s400/IMG-20180816-WA0000.jpg" width="400" /></a></div>
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Team Welcoming Ceremony Setelah Seluruh Kegiatan Berakhir</div>
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Thank you guys, semoga kedepannya akan ada cerita-cerita menarik lagi yang bisa dishare. See you on the next post everyone.</h2>
Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-50369661384283129862018-03-12T23:23:00.001-07:002018-03-12T23:23:30.395-07:00Major Accounting Scandal – A Case Study at WorldCom<div style="text-align: justify;">
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="10" QFormat="true" Name="Title"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="1" SemiHidden="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="11" QFormat="true" Name="Subtitle"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="22" QFormat="true" Name="Strong"/>
<w:LsdException Locked="false" Priority="20" QFormat="true" Name="Emphasis"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" Priority="39" Name="Table Grid"/>
<w:LsdException Locked="false" SemiHidden="true" UnhideWhenUsed="true"
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<w:LsdException Locked="false" SemiHidden="true" Name="Placeholder Text"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading"/>
<w:LsdException Locked="false" Priority="61" Name="Light List"/>
<w:LsdException Locked="false" Priority="62" Name="Light Grid"/>
<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1"/>
<w:LsdException Locked="false" Priority="64" Name="Medium Shading 2"/>
<w:LsdException Locked="false" Priority="65" Name="Medium List 1"/>
<w:LsdException Locked="false" Priority="66" Name="Medium List 2"/>
<w:LsdException Locked="false" Priority="67" Name="Medium Grid 1"/>
<w:LsdException Locked="false" Priority="68" Name="Medium Grid 2"/>
<w:LsdException Locked="false" Priority="69" Name="Medium Grid 3"/>
<w:LsdException Locked="false" Priority="70" Name="Dark List"/>
<w:LsdException Locked="false" Priority="71" Name="Colorful Shading"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 1"/>
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<w:LsdException Locked="false" Priority="65" Name="Medium List 1 Accent 1"/>
<w:LsdException Locked="false" SemiHidden="true" Name="Revision"/>
<w:LsdException Locked="false" Priority="34" QFormat="true"
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<w:LsdException Locked="false" Priority="29" QFormat="true" Name="Quote"/>
<w:LsdException Locked="false" Priority="30" QFormat="true"
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<w:LsdException Locked="false" Priority="61" Name="Light List Accent 2"/>
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<w:LsdException Locked="false" Priority="61" Name="Light List Accent 3"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 4"/>
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<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 5"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 5"/>
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<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 5"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 5"/>
<w:LsdException Locked="false" Priority="60" Name="Light Shading Accent 6"/>
<w:LsdException Locked="false" Priority="61" Name="Light List Accent 6"/>
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<w:LsdException Locked="false" Priority="63" Name="Medium Shading 1 Accent 6"/>
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<w:LsdException Locked="false" Priority="71" Name="Colorful Shading Accent 6"/>
<w:LsdException Locked="false" Priority="72" Name="Colorful List Accent 6"/>
<w:LsdException Locked="false" Priority="73" Name="Colorful Grid Accent 6"/>
<w:LsdException Locked="false" Priority="19" QFormat="true"
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<w:LsdException Locked="false" Priority="21" QFormat="true"
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<w:LsdException Locked="false" Priority="31" QFormat="true"
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<w:LsdException Locked="false" Priority="32" QFormat="true"
Name="Intense Reference"/>
<w:LsdException Locked="false" Priority="33" QFormat="true" Name="Book Title"/>
<w:LsdException Locked="false" Priority="37" SemiHidden="true"
UnhideWhenUsed="true" Name="Bibliography"/>
<w:LsdException Locked="false" Priority="39" SemiHidden="true"
UnhideWhenUsed="true" QFormat="true" Name="TOC Heading"/>
<w:LsdException Locked="false" Priority="41" Name="Plain Table 1"/>
<w:LsdException Locked="false" Priority="42" Name="Plain Table 2"/>
<w:LsdException Locked="false" Priority="43" Name="Plain Table 3"/>
<w:LsdException Locked="false" Priority="44" Name="Plain Table 4"/>
<w:LsdException Locked="false" Priority="45" Name="Plain Table 5"/>
<w:LsdException Locked="false" Priority="40" Name="Grid Table Light"/>
<w:LsdException Locked="false" Priority="46" Name="Grid Table 1 Light"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark"/>
<w:LsdException Locked="false" Priority="51" Name="Grid Table 6 Colorful"/>
<w:LsdException Locked="false" Priority="52" Name="Grid Table 7 Colorful"/>
<w:LsdException Locked="false" Priority="46"
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<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 1"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 1"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 1"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 1"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 1"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 2"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 2"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 2"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 2"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 2"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 2"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 3"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 3"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 3"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 3"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 3"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 3"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 4"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 4"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 4"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 4"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 4"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 4"/>
<w:LsdException Locked="false" Priority="46"
Name="Grid Table 1 Light Accent 5"/>
<w:LsdException Locked="false" Priority="47" Name="Grid Table 2 Accent 5"/>
<w:LsdException Locked="false" Priority="48" Name="Grid Table 3 Accent 5"/>
<w:LsdException Locked="false" Priority="49" Name="Grid Table 4 Accent 5"/>
<w:LsdException Locked="false" Priority="50" Name="Grid Table 5 Dark Accent 5"/>
<w:LsdException Locked="false" Priority="51"
Name="Grid Table 6 Colorful Accent 5"/>
<w:LsdException Locked="false" Priority="52"
Name="Grid Table 7 Colorful Accent 5"/>
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<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">Accounting can be describe as a language of business
because accounting can help the users understand to the published financial
report of a company in a simply comparable approach. In a simple definitions,
accounting are consists of planning, preserving, and reviewing the accounting
reports based on daily transactions of a company in order to appropriately
understand about its financial position. There are some users, both internal
and external users who will use the accounting records as a source of
information entity. Each company have to deliver the actual depiction of
financial position and release all important financial information they are
obligated to. Its align with the objective of financial reporting as stated on
Objective 2 of FASB Concept Statement no. 8: Conceptual Framework for Financial
Reporting to provide financial information about the reporting object that is
beneficial to potential and existing investors, creditors, and other lenders in
making a decision about providing resource to the entity. The decisions are
consist of selling, buying, or holding the equity and debt instrument as well
as delivering loans and credits <span style="mso-no-proof: yes;">(Financial Accounting Foundation, 2010)</span>. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">In the last period, there are some cases related with
accounting fraud and scandal, remarkably the cases of Enron and Bernie Madoff
scandals. Moreover, there are more accounting scandal in the following periods,
such as Tyco International Ltd., Adelphia Communication, and WorldCom. Each of
these cases are caused sufferers for both the company and people who involved
in the company. Accounting scandals also can cause in the bankruptcy for the
company, loss of livelihood for the employees, overwhelming lawsuits, and break
down the legal authority of the highest offenders. Therefore, it will be
important to learn and understand how previous accounting scandals was executed
and how those scandals are concealed for so long in order to avoid the same
accounting scandals happening in the future. So, this paper will be discuss
more about accounting scandal with a case study at WorldCom which consisted of
fraudulent financial accounting. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">In 1983, WorldCom was founded when entrepreneurs,
Murray Waldron and William Rector, planned to make a long-distance telephone
service provider known as Long Distance Discount Service (LDDS). In 1984, his
company started to operate their business as a long distance reseller on a
napkin in a coffee shop at Hattiesburg. The early investor of LDDS Company,
Bernard Ebbers, was appointed as CEO of the company.<span style="mso-spacerun: yes;"> </span>Through major acquisitions and mergers, the
company was speedily growing during 1990s. In 1995, the company name was
changed into WorldCom after acquired William Telecommunication Group Inc. with
the amount of $2.5 billion. In 1998, WorldCom have accomplished the largest
merger by purchasing MCI Communication Inc. with the amount of $40 billion and
ultimately expanded the Long distance telephone service to offer wider range of
telecommunication services <span style="mso-no-proof: yes;">(Fox News, 2005)</span>. After that, WorldCom have become the
second largest long distance telephone service company in United State and
projected to be the largest telecommunication service company in the world. Through
acquisitions and mergers strategy, the WorldCom company growth was magnificent
and had taken place to make the company become more competitive. At the highest
position of the company’s success, the stock of WorldCom was trading above $64
per share. However, WorldCom also became the biggest bankruptcy in U.S history
at the same time when disgraced of financial accounting scandals in the early
21<sup>st</sup> century was finally disclosed <span style="mso-no-proof: yes;">(Ferrell & Ferrell, 2011)</span>. </span></div>
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjh8ENbslDf4kPPddGMe1eSvePp7BYpw8WeOt38rFtfXSuPOQWM5SrMg9dhxBMiiAF7QTrtM-TayyfjOjIPwTWAagITrLIwTvTv9YtfHoPjO6d0R0p_RRhqOP6vTu-Do0hpD2nVI-sTK4w/s1600/worldcom.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="262" data-original-width="340" height="246" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjh8ENbslDf4kPPddGMe1eSvePp7BYpw8WeOt38rFtfXSuPOQWM5SrMg9dhxBMiiAF7QTrtM-TayyfjOjIPwTWAagITrLIwTvTv9YtfHoPjO6d0R0p_RRhqOP6vTu-Do0hpD2nVI-sTK4w/s320/worldcom.jpg" width="320" /></a></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;"> </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">During the internal audit in the early 2002, it was
revealed that WorldCom has made some transfers that is not necessary
acknowledged according to U.S General Accepted Accounting Principle (U.S GAAP).
Therefore, Securities and Exchanges Commission (SEC) is asked for WorldCom to
provide proven documentation related with those uncovered transfers.
Unfortunately for all shareholders and the employees, WorldCom used disgraces
accounting practice and inappropriately recorded $3.8 billion in capital
expenditure in which increased the cash flow and profits of the company over
the four quarters in 2001 and first quarter in 2002 <span style="mso-no-proof: yes;">(CNNMoney, 2012)</span>. $3.8 billion had been recorded as
capitals assets of the company in the balance sheet instead of recorded as
capital expenditure on the income statement. Therefore, increased of WorldCom’s
cash flow was recorded of $3.055 billion over the four questers in 2011 and
$797 million in the first quarter in 2002 had to be diminished form the
reported books for that period. Furthermore, disgraced accounting scandals of
WorldCom included huge number of controversial loan by the company with the
total amount around $408 million to cover margin calls on loan that were
secured by company stock <span style="mso-no-proof: yes;">(Ferrell & Ferrell, 2011)</span>. Those number of
loan consisted of $341 million loan to the CEO of the company, Bernie Ebbers,
which recorded as the biggest personal loan of public company to its CEO <span style="mso-no-proof: yes;">(Patra, 2011)</span>. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">This inappropriate recording allowed the company to
hide the actual net losses for several years because capital expenses can be
deducted over a longer period of time. WorldCom also spread out cost for
several years by decreasing the book value of acquired company assets which
resulted in an exaggeration of company’s cash flows and net income. Furthermore,
WorldCom also devalued the account receivables unsettled to the acquired
companies. In addition, this kind of accounting practice by WorldCom made it
look like the company’s financial condition is good and increasing in every
quarter. The accountants are able to adjust the value of capital expenditures
and capital assets as long as WorldCom are sustained to acquire new companies.
On the other side, investors unacquainted to the fraudulent accounting records
and continued to buy the stock of WorldCom that boosted the stock price to $64
per share. However, the financial condition of WorldCom was already in chaos
even before the disgrace accounting practice were released. A determined
acquisitions spree and weakening revenues rates had made the company fall
deeper in debt. WorldCom had to use the expanding value of their stock to
finance the acquisition of other company. But, the acquisition of those
company, exclusively MCI Communication Group Inc., have made the company’s
stock so attractive to investors to invest money on WorldCom Company. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">Likewise, the internal problem in WorldCom, which less
of competitive strategy, weak internal control, and forceful culture that
wanted to generate high returns is the reasons why the company did major
accounting scandal. Though, the most influential element that help WorldCom to
do the accounting scandals is about motivation. The top management of WorldCom
had their personal financial motivations to dishonestly report accounting and
financial statement to blow up the financial position of the company. Top
management of WorldCom want to create the company look good in term of income
records without purely followed if the actual losses had been recorded as well.
The WorldCom’s top management had three element of compensation plans, which
are base salary, annual incentive compensation, and long term incentive
compensation. First, base salary was agreed by the top management and was
constructed according to the responsibility level of the position as well as
paying levels of similar executive position in equivalent company. For annual
incentive compensation, the main components in defining the amount of award
consist of the financial performance of the company in term of the whole
industry and economic environment. Commonly, it proven by the individual growth
of the company as mostly restrained by the revenue or other performance
achievement. It means, the top management in WorldCom is falsely showing good
financial performance, because top management will be immolated enormous amount
of personal compensation. Therefore. It was very strong motivation for top
management to fraudulently commit in showing false financial performance. For
long term incentive compensation, the committee assumes that long term
incentive compensation in the form of stock decisions is the best way of
creating executive compensation according to the growths of shareholder value.
WorldCom’s stock decision strategies arrange for the means in which executive
managements can make an investment in common stock that will support the
economic interest as well as shareholder interest. In regarding to the long
term incentive compensation, the company committed to do major accounting
scandal because it will give the benefits where the stock price of the company
will tremendously increase as well as increased in the profits. Means, the
personal wealth of the top management would have been increased too and top
management who hold the share of the company have a possibility to sell their
shares during the periods of earning manipulation <span style="mso-no-proof: yes;">(Kennedy, 2012)</span>. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">Eventually, the Securities and Exchange Commission
(SEC) filled fraud charge against WorldCom and required the company release
actual financial position in order to reaffirm the company financial statement
for its 2001 and the first quarter of 2002. Scoot Sullivan, the CFO of
WorldCom, have been organized the financial statement document for 2001 and
early 2002. While audit committee and Arthur Andersen, firms outside auditors,
have been deliberated the financial audit for the whole four quarter in 2001. Andersen
had evaluated the WorldCom accounting practice to conclude whether there were
sufficient control to avoid records errors in the company’s financial
statement. As a result, Andersen proven that the process line cost accruals,
equipment accounts, and capitalization of assets in property recorded by the
WorldCom was effective. Furthermore, Anderson have been responded to particular
questions by the committee also specified that the company’s auditors had no
difference with top management in which it was contented with the fraud
financial position occupied by WorldCom. Therefore, WorldCom have been
confessed to violate the rule of General Accepted Accounting Practice (GAAP)
and falsely adjusted the earning of the company with the amount of $11 billion
starting from 1999 until 2002.<span style="mso-spacerun: yes;"> </span>Some
experts assessed that the total value of the major accounting fraud is $79.5
billion in relation to all of WorldCom financial records for those counted
periods. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">Instantaneously, the WorldCom stock price have
significantly dropped after the SEC admitted the company for the accounting
scandals charge. The stock price of WorldCom lately been trading around $15 per
share, but it going even worse when the stock price feel to $0.2 after the
succeeding reports of the major accounting scandals charge <span style="mso-no-proof: yes;">(CBSNews, 2009)</span>.<span style="mso-spacerun: yes;">
</span>The impact of major accounting scandal done by WorldCom not only
affected the investors who lost their investment, but also affected the
employees who worked for the company. Several days after admitted doing
accounting fraudulent, WorldCom fired around 17.000 employees. This strategy
was estimated to save the expenses spent by company to pay employee’s salary
around $900 million annually <span style="mso-no-proof: yes;">(Pandey & Verma, 2005)</span>. Within a month
after SEC filled fraud charge to the company, WorldCom have officially
confirmed Chapter 11 of bankruptcy on July 21, 2002 because WorldCom unable to
pay $7.7 billion debt in cash. WorldCom have recorded $107 billion assets and
$41 billion debt in its bankruptcy filing. WorldCom bankruptcy filing certified
the company to pay current salary of the employees, maintain the ownership of
company assets, continue to provide its service for the customers and gain a
little opportunity to reorganize the company. Consequently, WorldCom as a large
telecommunication service provider have lost their credibility in consort with
lost faith from many larger corporate clients. Nevertheless, WorldCom was
capable to positively reorganize the company and rebuild the company from
bankruptcy under the name of MCI. This development of new company plans took
just about two years after the bankruptcy, as did not take place until April,
2004 <span style="mso-no-proof: yes;">(Fox News, 2005)</span>. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">After the fraud charge, several top management of
WorldCom were accused for the accounting scandals that had emerged. 1n April
2002, the CEO of WorldCom, Bernard Ebbers, have been resigned from his position
during the SEC’s investigation due the involvement of Ebbers in the $408
billion of controversial loan being investigated. Scott Sullivan, CFO of
WorldCom, was fired and David Myers, vice president of WorldCom, was resign
from his positon before SEC filed WorldCom with fraud charge. It’s because both
of them were directed on a major accounting scandals in WorldCom. In 2003, SEC
filed the charge for Bernard Ebbers due to a violation of securities regulation
by giving the investors with fabricated WorldCom’s financial information. As a
result, Ebbers was charged for 25 years in prison for his major accounting
scandals. While in 2004, Scott Sullivan was admitted guilty by SEC for the
charges of fraudulent, conspiracy, and making incorrect financial statement
about WorldCom. As charged by the SEC because of his falsified, Scott Sullivan
have been agreed for a lifetime sanction which make him unable to return as a
top officer in a publicly traded company forever<span style="mso-no-proof: yes;"><span style="mso-spacerun: yes;"> </span>(Fox News,
2005)</span>.
</span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">Moreover, WorldCom accounting scandals have possibly
impacted changes to the accounting regulation. Therefore, Sarbanes-Oxley Act
(SOX Act) was implemented as an approach to ensure the reliability and accuracy
of accounting information disclosed by publicly traded company. The aim of SOX
Act is to manage and control the auditing and accounting occupations. In term
of WorldCom case, the company caused some investors who invest in WorldCom lost
their money by falsely exaggerating its financial statement that resulted in
investors losing confidence to the securities market. Following to WorldCom
case, SOX Act presented the new financial and reporting requirements which is
executive certification of financial reports. SOX Act was expected to heighten
punishment major accounting scandal for US publicly traded company and
reconstruct the market confidence towards investor’s intention to invest stock
capital <span style="mso-no-proof: yes;">(Nabukeera, 2010)</span>. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">In Conclusion, WorldCom as a largest telecommunication
company in the world have been succeed through acquisitions and mergers
strategy with the stock price of $64 per share at the highest position. However,
SEC was acknowledged the company with fraudulent charges due some transfers
that is not necessary acknowledged according to U.S GAAP. This scandal happen
due to lack of internal control and top management motivation to raise up the
financial position of the company. As a result of fraudulent charges, WorldCom
stock price was felt down to the lowest value, fired most of the employees, and
the worst thing is the company declared their bankruptcy. Thus, Sarbanes-Oxley
Act was introduced as a possibly changes in accounting regulation impacted by
WorldCom scandals. This regulation purposed to ensure the reliability and
accuracy of accounting information disclosed by publicly traded company. </span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<span style="font-family: "Times New Roman",serif; font-size: 12.0pt; line-height: 200%; mso-bidi-font-size: 11.0pt;">As other traded company can learn from WorldCom case,
the writer want to give a recommendation to prevent accounting scandals in the
future. The company have to create strong control environment encompasses
procuring management to demonstrate ethical behavior in reporting financial
statement. A strong control environment was developed through complying written
set of rules and regulations. Those rules and regulations will manage the moral
behavior of any stakeholder of the company to prevent fraudulent, since there
will be some written punishment stated on it for those who dare to violate.
Also, the company have to develop strong internal control to ensure the
integrity of its accounting records. Internal control program have to monitored
regularly to ensure the effective in disclosing financial statement as well as avoid
the company of doing fraudulent in the future <span style="mso-no-proof: yes;">(James, 2018)</span>.
</span></div>
<div class="MsoNormal" style="line-height: 200%; text-align: justify;">
<br /></div>
<h1 style="text-align: justify;">
References<span style="color: windowtext; font-size: 11.0pt; line-height: 107%; mso-ascii-font-family: Calibri; mso-ascii-theme-font: minor-latin; mso-bidi-font-family: "Times New Roman"; mso-bidi-theme-font: minor-bidi; mso-fareast-font-family: Calibri; mso-fareast-theme-font: minor-latin; mso-hansi-font-family: Calibri; mso-hansi-theme-font: minor-latin;"></span></h1>
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Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-79306536397442830122017-06-22T04:45:00.005-07:002017-06-22T04:46:32.906-07:00Conflict in Middle East Region, Qatar vs Saudi Arabia <!--[if gte mso 9]><xml>
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<br />
<div class="MsoListParagraph" style="line-height: 150%; margin-left: .75in; mso-add-space: auto; mso-list: l0 level1 lfo1; text-align: justify; text-indent: -.25in;">
<span style="font-family: "symbol"; mso-bidi-font-family: Symbol; mso-fareast-font-family: Symbol;"><span style="mso-list: Ignore;"><span style="font: 7.0pt "Times New Roman";"></span></span></span><b style="mso-bidi-font-weight: normal;"><i style="mso-bidi-font-style: normal;"><span style="font-family: "arial" , "sans-serif";"><span style="font-size: small;"><span style="font-family: "verdana" , sans-serif;"><span style="color: blue;">Introduction</span></span></span>
</span></i></b></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">Recently, diplomatic
problem raise up between Arabian countries where Saudi Arabia and their three
biggest alliances, Bahrain, Egypt, and Uni Emirate Arab (UEA), has confirmed
that they were breaking diplomatic relationship with Qatar. The problem was
caused by Qatar’s state run news when they published a fake article stated that
Qatar is helping the biggest radical Islamic group in the world, ISIS, and
Qatar.’ ruling emir was quoted praising Israel and Iran. As a result, Saudi
Arabia and its alliances hang up the air, sea, and land travel from and to
Qatar. A longstanding war between Saudi Arabia and Qatar has exploded more than
diplomatic warfare, but also threatening US led fight against ISIS and setting
off instability in Gulf region where countries such Yemen, Libya, and Maldives
also joined Saudi Arabia to diplomatically boycott Qatar <span style="mso-no-proof: yes;">(Aleem, 2017)</span>.
</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">As a richest oil and gas
country, Qatar will feel the pain because Uni Emirate Arab block the trade and
travel in and out of Qatar where Qatar also relies on their neighbors for its
trading activities. A lot of ship transporting food to Doha stopped in UEA’s
big cities such as Dubai and Abu Dhabi and it still remain uncertain what will
be the effect from the UEA’s bans on their movements. The tension between those
countries are not recently happening, nevertheless both countries have been
raised into extraordinary level of breaking off diplomatic relationship and
travel blockade. This conflicts also sketched Qatar’s determination on pursuing
their independent policy, containing agreements with Iran, where the country is
competing against Saudi Arabia for Influence in the region <span style="mso-no-proof: yes;">(Venkataramakrishnan, 2017)</span>.<span style="mso-spacerun: yes;"> </span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
<div class="MsoListParagraph" style="line-height: 150%; margin-left: 0.75in; text-align: justify; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: "verdana" , sans-serif;"><span style="color: blue;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span><b><i>Objective
of The Paper</i></b></span></span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">Qatar’s agency have been
hacked by unauthorized hackers where stated that Qatar is financially help
biggest radical Islamic group in the world in running terrorism activities.
When the news published and came into Saudi Arabia, UEA and its alliances
decided to suspend Qatar from any kind of travel activities and break the
diplomatic relationship among them. Therefore, this paper will entirely discuss
about the detail conflict itself, parties being involved directly and
indirectly to the conflict, how does the countries negotiate to find the
solution for the problem, as well as the conclusion and recommendation to
overcome the Middle East region’s conflict. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
<div class="MsoListParagraph" style="line-height: 150%; margin-left: 0.75in; text-align: justify; text-indent: -0.25in;">
<span style="color: blue;"><span style="font-size: small;"><span style="font-family: "verdana" , sans-serif;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span><b><i>Analysis
and Literature Review</i></b></span></span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">As stated in the
introduction part, the parties being involved directly in Middle East region’s
conflict are Saudi Arabia and its alliances against Qatar. Saudi Arabia is the
party who decided to break diplomatic ties with Qatar because of fake issues
stated that Qatar royal family have intentionally supporting terrorist and
backing Iran when a whole Arabian countries united against it. On the other
side, Qatar is the party who feel the pain due to Saudi Arabia’s suspension on every
travel routes and Gulf States are turning away from Qatar. Moreover, there is
the biggest indirectly party who involve in this conflict which is United State
of America and their president, Donald Trump. White House have informed that
Trump was hoping to scale back recent situation in Gulf region and hoping both
parties come together to bring Gulf states in right track. Trump also decided
to do his first international trip to Riyadh, Saudi Arabia, to show his support
on Arabian countries against terrorism. In his speech, Trump underlined that
Arabian countries must certify that Terrorist have no reserve on their land <span style="mso-no-proof: yes;">(Hodali, 2017)</span>. However, what Trump
doing in Riyadh was make the troublesome dual role for Qatar for US in its
fight against Terrorism in Middle East because Qatar was becoming complicated
challenges for US itself. On one side, US know Qatar is a potential source of
support in funding radical group considers as terrorists associations, such as
ISIS. On the other side, it also help the Pentagon to control bases in
territory to serve as intermediary among US and Islamic groups across regions.
This means that US are willing to work with Qatar out of a belief that
positives overshadowed by clear negatives, including unofficial support of US
for militant and radical activities in Middle East region <span style="mso-no-proof: yes;">(Aleem, 2017)</span>.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">On the basis of
negotiation, Qatar was try to negotiate with Arabian countries to cut off the
suspension on Qatar. Qatar are trying to negotiate by discovered a concrete
evidences to influence Saudi Arabia and its alliances that Qatar are not
supporting Islamic Radical Group in Middle East. For instance, Qatar supported
Muslim brotherhood in Egypt during Arab spring ultimately came a cropper when
brotherhood government was collapsed by the military soon after the revolution.
As many point out, it is not Qatar’s support for radical Islamic groups that
has infuriated Saudi Arabia. It is the fact that Qatar does not support the
same things as them led to the recent conflict <span style="mso-no-proof: yes;">(Venkataramakrishnan, 2017)</span>. As a huge natural
gas reserve, Qatar try to negotiate Saudi Arabia to cut off the bans because
Qatar cannot operate independently without Saudi Arabia. The location of Qatar
is comprehensively dependence on crossing its border with Saudi Arabia. As a
result of suspension was sent Qatar into panic situation because Qatar stock
was falling down and local residents rushed to local markets to stock up on
supplies <span style="mso-no-proof: yes;">(Cooper, 2017)</span>. As the consequences faced by Qatar,
the right negotiation can be the best solution to calm down the tension among
both countries and make strong diplomatic relationship between Saudi Arabia and
Qatar as before.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">Furthermore, cultural
approach will slightly help to overcome the conflict among both parties. As
largest country in Gulf state, Saudi Arabia has advocated common regional
policies under its cultural leadership. Nevertheless, rapid development of oil
and gas in Qatar has allow the country leftover the capital to create their own
global influence. It means that in term of cultural relationship, both
countries are demanded each other to influence other countries in Arab region.
Moreover, Qatar ambitious development has included opening its society into
global cultural, educational, and business influences. Qatar also have been
chosen as a host country for 2022 World Cup. Qatar also has emphasized its
intention to work with global partner, included Saudi Arabia, which can be
beneficial not only for Qatar itself but also for surrounding Gulf region.
Therefore, Qatar has intended cultural foreign policy to resolve the conflict by
mediating among Islamic groups and Arab Government. While some view have
criticized those policy, Qatar could argue that this mediating strategy through
cultural policy is the best solution to overcome conflict because inhibiting
Islamic political opposition has not worked <span style="mso-no-proof: yes;">(Mednicoff, 2017)</span>. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">Based on the given
evidences above, I am quite sure that will be the winner party in this
negotiation because the measures of Arab nation to cut off diplomatic ties with
Qatar was unjustified. Arab nations justified their decision based on
allegation and claims only where fake news published that Qatar was supporting
Islamic radical groups without basis in fact. Moreover, cutting of diplomatic
ties and suspending borders is not best solution to resolve the conflict,
whereas, it can cause instability problem. Therefore, Qatar use their power to
negotiate and sit together to address the differences among Arab countries,
because Qatar also aimed in helping Gulf Cooperation Council stay united <span style="mso-no-proof: yes;">(Al Jazeera Media Network, 2017)</span>. As the biggest
country in Gulf region, Saudi Arabia has their power to influence Arab
countries with their regional policies under its leaderships. However, Qatar
can still win the negotiation in this conflict, because the rapid development
of massive oil wealth. Qatar have improves their nations as a biggest country
in exploring oil and gas, which allow the country to excess capital to
establish their own global influence. Therefore, Qatar can influence their
power to humiliate the regional influenced policy of Saudi Arabia leadership <span style="mso-no-proof: yes;">(Mednicoff, 2017)</span>. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">Moreover, the conflict
between Qatar and Saudi Arabia can be solved with the help of third party as a
mediator. As a neutral country, UEA believe that Indonesia as a best mediator
to help intercede d the diplomatic country between Qatar and Saudi Arabia. Furthermore,
UEA believe that Indonesia is a very kind country and having a good
relationship with all countries in the world. Indonesian Ministry of Foreign
Affairs have contacted by the UEA minister and given some message for
Indonesia. UEA minister stated that Indonesia will be the best mediator during
the negotiation between Qatar and Saudi Arabia because Indonesia have equal
position in term of external politic and will give the best contribution for
creating peace in the world. This means, Third party will play significant
roles during the negotiation of both conflicted parties. Third party will
listen to the problems, gathering all the best alternatives offered by both
conflicted parties, and try to figure out the win-win solution where both
conflicted parties can resolve the problem and feel happy with the solution <span style="mso-no-proof: yes;">(Hanggoro, 2017)</span>.</span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
<div class="MsoListParagraph" style="line-height: 150%; margin-left: 0.75in; text-align: justify; text-indent: -0.25in;">
<span style="font-size: small;"><span style="font-family: "verdana" , sans-serif;"><span style="color: blue;"><span style="font-feature-settings: normal; font-kerning: auto; font-language-override: normal; font-size-adjust: none; font-stretch: normal; font-style: normal; font-synthesis: weight style; font-variant: normal; font-weight: normal; line-height: normal;"></span><b><i>Conclusion
and Recommendation</i></b></span></span></span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">In conclusion, the
beginning of Middle East conflict started when Saudi Arabia, as large country
in Gulf Region, influenced other by using regional policies under its
leadership which created a high tension among the Arab countries. Then, there
is an unauthorized news stated that Qatar, as a richest country, supporting and
financing the Islamic radical groups such as ISIS. Spontaneously, Saudi Arabia
get angered because they were fighting against those radical groups and try to
influence other Arab countries to break off diplomatic ties by suspending Qatar
from land, sea, and air travel. As a result, Qatar will feel the pain because
the country is not able to operate their trading activities and start causing
the decreasing in Qatar’s stock. Then, Qatar try to sit together with Saudi
Arabia in term of negotiation to overcome the problem and find the win-win
solution. So, negotiation is expected to re-improve diplomatic relationship
between Qatar and Saudi Arabia as usual. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">At last, I would like to
recommend that Qatar and Saudi Arabia should use Best Alternative to a
Negotiated Agreement (BATNA) during the negotiation process. BATNA is critical
in the negotiation process because both Qatar and Saudi Arabia cannot make a
wise choice to accept negotiated covenant without knowing the alternatives. On
the other term, if Qatar offered agreement is better than Saudi Arabia’s BATNA,
means Saudi Arabia have to accept the agreement deals. However, if Qatar
offered agreement that are not even better than Saudi Arabia BATNA, means Saudi
Arabia have to reopen the negotiation for Qatar to improve the agreement <span style="mso-no-proof: yes;">(Spangler, 2012)</span>. As my
recommendation, I expected that BATNA will help the negotiation process to
solve the conflict and re-improve the diplomatic ties among both countries. </span></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
<h1 style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif";">References</span><span style="font-family: "arial" , "sans-serif"; font-size: 11.0pt; line-height: 150%;"></span></h1>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif";"><span style="mso-no-proof: yes;">Al
Jazeera Media Network. (2017, June 5). <i>Saudi Arabia, UAE, Egypt, Bahrain
cut ties to Qatar.</i> Retrieved from
http://www.aljazeera.com/news/2017/06/saudi-arabia-uae-egypt-bahrain-cut-ties-qatar-170605031700062.html </span></span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Aleem, Z. (2017, June 6). <i>Saudi Arabia’s diplomatic war
with Qatar, explained.</i> Retrieved from Vox:
https://www.vox.com/world/2017/6/6/15739606/saudi-arabia-ties-qatar-trump</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Cooper, L. (2017, June 08). <i>Understanding The Diplomatic
Crisis Between Saudi Arabia And Qatar.</i> Retrieved from
http://www.huffingtonpost.com.au/2017/06/08/understanding-the-diplomatic-crisis-between-saudi-arabia-and-qat_a_22130233/</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Hanggoro, M. A. (2017, June 15 ). <i>UEA minta Indonesia
bantu penyelesaian konflik Qatar-Liga Arab.</i> Retrieved from merdeka.com:
https://www.merdeka.com/dunia/uea-minta-indonesia-bantu-penyelesaian-konflik-qatar-liga-arab.html</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Hodali, D. (2017, June 6). <i>Saudi Arabia vs. Qatar vs.
Iran.</i> Retrieved from http://www.dw.com/en/saudi-arabia-vs-qatar-vs-iran/a-39137531</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Mednicoff, D. (2017, June 7). <i>Why have other Gulf states
cut ties with Qatar?</i> Retrieved from
http://theconversation.com/why-have-other-gulf-states-cut-ties-with-qatar-78906</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Spangler, B. (2012, July). <i>Best Alternative to a
Negotiated Agreement (BATNA).</i> Retrieved from
http://www.beyondintractability.org/essay/batna</span></div>
<div class="MsoBibliography" style="line-height: 150%; margin-left: .5in; text-align: justify; text-indent: -.5in;">
<span style="font-family: "arial" , "sans-serif"; mso-no-proof: yes;">Venkataramakrishnan, R. (2017, June 05). <i>How a ‘fake’
speech led to unprecedented tensions between Qatar and Saudi Arabia.</i>
Retrieved from Scroll.in: https://scroll.in/article/839681/how-a-fake-speech-led-to-unprecedented-tensions-between-qatar-and-saudi-arabia</span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; margin-left: .25in; text-align: justify;">
<br /></div>
Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-88977462358081961612017-02-10T09:49:00.001-08:002017-02-10T09:50:47.913-08:00Leadership "Learning from The Expert"<div align="center" class="MsoNormal" style="line-height: 150%; text-align: center;">
<span style="font-family: "arial" , "sans-serif"; font-size: 14.0pt; line-height: 150%;"><span style="color: red;">The Great Leader of Vietnam – Ho Chi Minh<o:p></o:p></span></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;">Nguyen
Tat Than or well known as Ho Chi Minh is popular Vietnamese Communist Leader. In
1945-1969, Ho Chi Minh was became the first president of Democratic Republic of
Vietnam and he was a principal leader who lead Vietnam people to struggle
against French colonial rule after the tragedy of World War II. He has dedicated
himself to fight for the national freedom, happiness, and wealth of the
Vietnamese. It is indubitable that Ho Chi Minh was one of the important
contributors in the improvement of Vietnamese politics. He was devoted as
communist and nationalist who has highest goal to achieve a united and independent
country of Vietnam nation after periods of oppression and occupation. Moreover,
there are some Ho’s actions that made Ho Chi Minh respected as a leaders such
as; Ho Chi Minh inspired nationalist and communist worldwide while exasperating
the United State, played the leading role in ending French Occupation in
Vietnam, and Led Vietnamese force fighting and defeating United State army in
Vietnam War. Besides that, there are some leadership skills that can be a
direction for 21<sup>st</sup> century are also shown.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;"><br /></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;">Owning
the main motives and traits is a requirement for any individual to become a
great leader and Ho Chi Minh is one of the example of it. He has a motive that
moves a person to actions. This motive gained from his father because Uncle Ho’s
father was became a strong nationalist who understood that Vietnam belong to Vietnamese.
Ho also has the same main motives like his father and through this motive ho
gained people respect and loyalty which his leadership demanded. He also was eager
to admit the challenges he faced as a leader, either by choice or situation. He
shown his confidence that he could work well with other people and bring
together a team to solve any problems might lie ahead without exception. Ho’s
self-confidence are more probably to be conclusive, which help him to extended Vietnamese
confidence in his decision. This is very critical for the effective
implementation of a decision, and through his self-confidence Ho Chi Minh was
successfully got victory from United State in Vietnam War. Ho Chi Minh also
understand that an effective leader must be flexible to face the hasty
challenges and vigorous changes. He believe that a leader without flexibility
may become a set in their ways, Vietnam will be isolated with fixed ideas and
are not able to adapt with changes.<o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;"><br /></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;">Moreover,
Ho is kind of charismatic leader shown from his greatest influence during
communications, particularly when he delivering his inspirational speech to
motivate people in Vietnam. He has high level of power and emotional impact on
his audience. Ho Chi Minh nurture around his charismatic cult because he inspire
Vietnamese with his political charisma and projects the image of humble, simple
and obsessive leader who puts a great touch of understanding in everything he
does. In addition, Ho Chi Minh also was prove the Myths of leadership stated
that leader are born, not made. He is as intellectual and excellent person that
have a lot of knowledge about politics, society and so on, also his experience can
intellectually motivate people in Vietnam to be aware and understand of the
country issues. <o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<br /></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;">In my
point of view, Ho’s leadership is very mysterious. On one side, he motivated on
how his followers expresses the goal of independence that can make his followers
can take actions to accomplish it means. His leadership also can be considered as
the worldwide due to his experience of learning in all around the world with
the combination of most of his follower that usually poor farmer with slight or
even no education at all. Ho Chi Minh also play significant roles in guiding
Vietnam politics today as principle of Vietnamese government and formally promotes
it as a country ideology. Moreover, He also had become charismatic leader not
only in Vietnam, but also internationally. He has big reputation as nationalist
hero but the charismatic cult has make him famous as a simple living old leader
who show great wisdom in anything he did. Simply to say that Ho Chi Minh is an
effective leader who has big leadership motivation and the desire to influence
others. <o:p></o:p></span></div>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiD3drBGrr3OsMy2n3hQj7h0riXA3NRxW6YIUa3E7bdSOpzyhSYvYbxOnVtrVWSb17EzCR3KfnPQtgnsyu0iRE-xI-1LWfBGbU6pcBzsCmbgEmQAlG9NmHbMWNepgFfDfRyVBNPdq0yMos/s1600/chi.jpeg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="174" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiD3drBGrr3OsMy2n3hQj7h0riXA3NRxW6YIUa3E7bdSOpzyhSYvYbxOnVtrVWSb17EzCR3KfnPQtgnsyu0iRE-xI-1LWfBGbU6pcBzsCmbgEmQAlG9NmHbMWNepgFfDfRyVBNPdq0yMos/s320/chi.jpeg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Great Leader is Inspiring and Motivating His Followers to move and Take action for Their Country</td></tr>
</tbody></table>
<div class="MsoNormal" style="line-height: 150%; text-align: justify;">
<span style="font-family: "arial" , "sans-serif"; font-size: 12.0pt; line-height: 150%;"><br /></span></div>
Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-73950550341044779372017-02-06T05:12:00.000-08:002017-02-06T05:12:20.354-08:00"Quotes of the Day From Leadership Class"<blockquote class="tr_bq" style="text-align: center;">
<span style="color: blue; font-size: small;">" Good Leadership, Good Company's Culture, Good Company's Performance."</span></blockquote>
<blockquote class="tr_bq">
<span style="color: red; font-family: Courier New, Courier, monospace;"><b><i><div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi0lvsKA6jxXaxdT2zfA8KKXPMf6laD4SJ5aIXuWs73GtVEQijgtoL2A2xqrbom9h_MJ5MI6URspglmAuzjxGzXIx6j90OiXGIhdnLXA-0IpVE0yDxhUJ7sY7ok2-xGjDPmmj5owUkcNfA/s1600/Sunset_2007-1.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="227" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi0lvsKA6jxXaxdT2zfA8KKXPMf6laD4SJ5aIXuWs73GtVEQijgtoL2A2xqrbom9h_MJ5MI6URspglmAuzjxGzXIx6j90OiXGIhdnLXA-0IpVE0yDxhUJ7sY7ok2-xGjDPmmj5owUkcNfA/s320/Sunset_2007-1.jpg" width="320" /></a></div>
<blockquote class="tr_bq" style="text-align: center;">
<span style="color: red; font-family: Courier New, Courier, monospace;"><b><i>"Remain </i></b></span><b><i>Silent doesn't means you doing nothing"</i></b></blockquote>
</i></b></span></blockquote>
Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-27386057487541331592017-01-31T00:20:00.000-08:002017-01-31T00:20:06.214-08:00Success in Early Career – Changing Your Mindset<h4 style="text-align: center;">
<b><span style="font-size: 16.0pt; line-height: 107%;">HI Friends!!</span></b></h4>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12.0pt; line-height: 107%;">Senang banget nih akhirnya aku bisa bergabung sebagai
menteenya Mba Maya dan bisa ikut aktif nulis berbagai macam kegiatan seminarnya
beliau. Belum genap seminggu aku dinyatakan syah sebagai tim penulis blog
pribadi Mba Maya. Selain bisa mengikuti seminar Mba Maya secara gratis,
bergabung menjadi menteenya Mba maya juga memberikan aku banyak pengalaman yang
baru, memperluas gagasan, dan membuka ruang komunikasi yang lebih luas lagi.
Eits sebelum cerita lebih jauh lagi, bro and sis pasti udah tau dong siapa itu
Mba Maya? Apa? Masih ada yang ga tau siapa orang kece yang dari tadi aku bahas?
Oh My God come on, coba deh kamu kepoin aja website pribadinya mba maya di <b><i><a href="http://mayaarvini.com/profile/">sini</a></i></b> ye guys. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<br />
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12.0pt; line-height: 107%;">Alright, kita langsung sharing nih apa aja pengalaman
inspiratif yang aku dapet di acara workshopnya mba maya. Singkat cerita nih, 16
Januari 2017, aku langsung diajak ikut ke acara seminar Management Trainee
Induction 2017 yang ketiga dengan tema My First Job yang diadakan oleh Danone
Indonesia di Cyber 2 Tower. sebelumnya, Mba Maya juga pernah menjadi pembicara
di Workshopnya Danone tahun 2015 dan 2016, jadi bisa dibilang ini adalah kali ketiga
Mba Maya membagi wejangan inspiratif kepada para MT(Management Trainee). Seru abis deh seminarnya. Apalagi nih ya, aku
bisa ketemu sama puluhan orang luar biasa yang lolos sebagai MTnya Danone.
Menurut informasi sih teman-teman, 56 orang MT yang beruntung dapet ilmu dari workshopnya
Mba Maya ini telah lolos berbagai macam seleksi dan berhasil mengeliminasi
kurang lebih 27.000 orang. WOW! Luar biasa keren pastinya. <o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12.0pt; line-height: 107%;"><br /></span></div>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjpMDsri1O7ZxWuSFIau9JxwzrU7p_AaWSE9d7kpcrYFu2C3eLSTi5fwx6_Uqgtcx0ghVi0OqvQ58ermGEWN7pDRfQlaQ6x6rG1q3LBFJ_pBxUgTZY0jLkhV0rOmTIsTDS8rsqqaXqm5NY/s1600/FullSizeRender+%25282%2529.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjpMDsri1O7ZxWuSFIau9JxwzrU7p_AaWSE9d7kpcrYFu2C3eLSTi5fwx6_Uqgtcx0ghVi0OqvQ58ermGEWN7pDRfQlaQ6x6rG1q3LBFJ_pBxUgTZY0jLkhV0rOmTIsTDS8rsqqaXqm5NY/s320/FullSizeRender+%25282%2529.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><div align="center" class="MsoCaption">
<span style="font-size: 10.0pt; mso-bidi-font-size: 9.0pt;">Ini foto sebelum aku, Mba
Maya, and team sebelum workshop dimulai. Guess, anak baru yang mana coba?<o:p></o:p></span></div>
</td></tr>
</tbody></table>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12pt;"><br /></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-size: 12pt;">Workshop dimulai sekitar jam 4 sore di Danone office Jakarta,
dan ini juga pertama kalinya aku dateng ke kantor hebat sekelas Danone. Baru
masuk kantornya aja nih guys, WEH, bener-bener keren. Banyak banget
gambar-gambar di dinding yang mungkin emang sengaja ditempel di berbagai sudut
buat mendtimulus ide-ide kreatif para karyawannya. Sekitar 50 MT yang lagi ikut
training udah pada siap diruangan nih dan mereka pada pake slyer biru di
lehernya sebagai tanda pengenal masing-masing. Mereka terlihat serius dan
antusias dalam mengikuti cerita demi cerita inspiratif dari Mba Maya. Terus,
cerita inspiratif yang kaya gimana ya yang dibahas Mba Maya di Workshop kali
ini? Don’t worry, Guys! I have written carefully all the contents of the
workshop. So, let’s take a look on it!</span></div>
<div align="center" class="MsoNormal" style="text-align: center;">
<span style="font-family: "AR CHRISTY"; font-size: 14.0pt; line-height: 107%; mso-bidi-font-size: 12.0pt;">Working With End Objective.<o:p></o:p></span></div>
<div class="MsoNormal" style="tab-stops: 339.0pt; text-align: justify;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%;">Di
dalam setiap pekerjaan yang kita lakukan, tujuan akhir adalah salah satu hal
terpenting yang harus kita capai. Setiap perusahaan tentunya sudah menciptakan
suatu sistem yang mana akan membantu karyawan mencapai tujuan tersebut. Nah,
mereka yang baru mendapatkan pekerjaan pertamanya tentu harus berusaha extra
untuk bisa memenuhi tujuannya dalam bekerja. Tapi itu semua ga sesulit yang
kita bayangkan kok. Agar tujuan akhir yang kita harapkan tercapai, penting
banget buat yang namanya bikin S.M.A.R.T (Specific, Measurable, Attainable,
Relevant, Time bound). Anyway, di workshop kali ini juga Mba Maya kasih
alternatif lain untuk mencapai tujuan akhir dalam bekerja.<o:p></o:p></span></div>
<div class="MsoListParagraph" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-fareast-font-family: "Times New Roman";"><br /></span></div>
<div class="MsoListParagraph" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-fareast-font-family: "Times New Roman";">1.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "Estrangelo Edessa"; font-size: 12.0pt; line-height: 107%;">Do Your
Home Work<o:p></o:p></span></div>
<div class="MsoNormal" style="text-align: justify;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%;">Setiap
perusahaan, apalagi peusahaan sekelas Danone, pasti memiliki tingkat tuntutan
kerja yang tinggi. Banyak kemungkinan kita bakal kerja lebih dari jam
operational kerja lainnya. Ketemu klien di minggu akhir, bawa pulang bahan presentasi
esok hari, sampe menyusun pointer sampe larut malam adalah hal normal yang
bakal terjadi kalau kita sudah masuk dan berkecimpung di dunia kerja. Penting
banget nih bagi mereka yang baru bekerja untuk segara beradaptasi dengan
situasi kaya gini dan bisa menyelesaikan tugas-tugas dengan baik. Kalau kamu
menganggap pekerjaan rumah diluar kantor adalah beban dan mungkin akan menyita
waktu pribadimu, coba pikir ulang prioritas dan jenjang karir masa depan kamu. Menyelasaikan
perkerjaan rumah dengan baik dapat membantu kamu untuk menyerap banyk sumber
informasi untuk menambah wawasan tentang dunia kerja. Karena pada dasarnya,
tuntutan perusahaan yang tinggi akan setimpal dengan bayaran yang akan
diterima. <o:p></o:p></span></div>
<div class="MsoListParagraph" style="text-align: center; text-indent: -0.25in;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-fareast-font-family: "Times New Roman";">2.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "Estrangelo Edessa"; font-size: 12.0pt; line-height: 107%;">Learn
Fast<o:p></o:p></span></div>
<div class="MsoNormal" style="tab-stops: 339.0pt; text-align: justify;">
<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%;">Dalam
hal ini, adaptasi adalah hal yang mungkin dapat membantu kelancaran dalam
bekerja. Sangat penting bagi mereka yang baru mendapatkan pekerjaan pertamanya
untuk beradaptasi secara cepat baik dengan suasana pekerjaan, rekan kerja,
sampai budaya dan system yang berlaku di perusahaan. Dalam hal beradaptasi,
keterbukaan dan kemampuan interpersonal adalah factor yang akan membantu
mempercepat proses adaptasi. Factor lain yang dapat mempengaruhi kecepatan
dalam beradapatsi adalah kecepatan belajar dalam bekerja. Untuk bisa mengikuti
jalannya pekerjaan dalam sebuah perusahaan, setiap pekerja harus cermat
mengamati kondisi sekitar dan cepat belajar dengan lingkungan sekitar
perusahaan. Jadi penting banget nih ya buat diinget, hari-hari pertamamu
dikantor selesaikan setiap tugas dengan baik dan berusahalah untuk mempelari
bagaimana rekan kerja bekerja dan bersosialisasi satu sama lain. Karena hal ini
akan memberimu gambaran tentang bagaimana sistem dan budaya di perusahaanmu
bekerja. <o:p></o:p></span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-fareast-font-family: "Times New Roman";">3.<span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-numeric: normal; line-height: normal;"> </span></span><!--[endif]--><span style="font-family: "Estrangelo Edessa"; font-size: 12.0pt; line-height: 107%;">Know
What Expected</span><span style="font-size: 12.0pt; line-height: 107%;"><o:p></o:p></span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Apapun pekerjaan yang kamu lakukan,
kuasai bidang pekerjaanmu secara mendalam bukan hanya dari apa yang kamu
dapatkan dari pekerjaan di kantor, tetapi juga diluar jam kerja. Penting juga
untuk mempelajari ekspekasi perusahaan kepada setiap karyawannya, karena hal
ini pula yang akan menunjang jenjang kerja kamu di dalam sebuah perusahaan.
Kedengarannya sih ribet gimana gitu ya, tapi yakin deh saat kamu terjun
didalamnya, kamu pasti akan merasakan sesuatu yang menyenangkan untuk
mengeluarkan yang terbaik untuk mencapai ekspektasi perusahaan. Intinya,
kerjakan apa saja yang ada dalam batas kemampuanmu untuk memastikan agar apa
yang sudah kamu lakukan adalah yang terbaik yang dapat mencapai ekspektasi
perusahaan meskipun hal tersebut dilakukan diluar jam kerja dan diluar job desk
kamu sebagai karyawan. Menyenangkan!<o:p></o:p></span></div>
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Mba Maya lagi
berbagi cerita inspiratif di depan puluhan MT Danone. Keren!<o:p></o:p></div>
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<span style="font-stretch: normal; font-variant-numeric: normal; line-height: normal;"><span style="font-family: Times New Roman, serif;">4.</span></span><span style="font-family: "Times New Roman"; font-size: 7pt; font-stretch: normal; font-variant-numeric: normal; line-height: normal;"> </span><!--[endif]-->Manage Your Boss<o:p></o:p></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Dalam
hal ini, interpersonal skill kamu lagi-lagi berperan penting di lingkungan
kerja, terutama saat berhadapan sama boss. Sebagai karyawan, kamu tidak bisa
memilih siapa atasan yang sesuai dengan keinginan kamu. Gimana pun karakter
boss kamu di kantor, kamu herus bisa menyesuaikan diri dengan yang namanya bos,
karena bagaimapun bos adalah orang yang memegang peranan penting dalam
keberlangsungkan karirmu. Tenang aja, tidak semua boss se-killer yang kamu
bayangkan kok. Tak perlu khawatir berlebihan, sampe ga bisa tidur semalaman,
memikirkan cara untuk menghadapi boss kamu dikantor. Kamu Cuma harus mengasah
kemampuan interpersonalmu agar mampu berkomunikasi dan beradaptasi dengan siapa
saja. As simple as that.<o:p></o:p></span></div>
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<span style="font-family: "AR CHRISTY"; font-size: 14.0pt; line-height: 107%; mso-bidi-font-family: "Times New Roman"; mso-bidi-font-size: 11.0pt;">Define Your Success <o:p></o:p></span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Ada
pepatah yang mengatakan bahwa, “meraih sukses tak segampang membalikkan telapak
tangan”. Bener banget tuh guys. Setiap orang mungkin punya definisi suksesnya
masing-masing. Ada yang mendefinisikan suskes kalau sudah punya kepribadian
(mobil pribadi, rumah pribadi), sudah punya tabungan di atas 1M di akun
banknya, atau ada juga yang mendefinisikan sukses dengan hidup yang pas-pasan
(pas butuh mobil ada, pas mau travelling ke luar negri ada). Yang pasti jalan
menuju kesuksesan tersebut bukanlah jalan yang mudah. Coba saja kamu lihat para
pendaki gunung yang hendak mencapai puncak. Mereka harus melewati jalan yang
curam dan berliku yang membuat pendakian terasa semakin sulit. Ditambah lagi
dengan godaan untuk menyerah ditengah jelan karena mungkin mereka mulai merasa
lelah atau mulai merasa nyaman di tmepat peristirahatan dan melupakan tujuan
akhir dari pendakian. <o:p></o:p></span></div>
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<span style="font-family: "Times New Roman","serif"; font-size: 12.0pt; line-height: 107%; mso-bidi-font-size: 11.0pt;">Begitu
juga sama halnya saat kamu nanti mulai bekerja secara professional di sebuah
perusahaan. Perjalanan menuju puncak karir tidak mungkin didapatkan dengan
instant. Akan ada banyak rintangan yang harus kamu lalui dalam bekerja, tetapi
saat kamu meraih kesuksesan yang kamu harapkan, kamu akan merasakan sesuatu
yang tak dapat tergantikan oleh apapun karena mau telah meraihnya dengan
keringat usahamu setiap hari. Intinya, kamu harus menjalani pekerjaanmu dengan
integritas tinggi dan jujur tanpa pernah kehilangan keyakinan dan jati diri.
Dan satu hal yang tidak boleh kamu lupakan adalah bersyukur. Kesuksesan yang
kalian dapat tidak sepenuhnya berasal dari usaha mu sendiri. Ada peran Tuhan,
orang tua, kerabat, dan orang lain yang mengispirasi dalam meraih kesuksesan.
Dengan bersyukur, semua kesuksesan yang kita dapatkan akan terasa lebih nikmat
dan mengingatkan bahwa semua kesuksesan yang kamu raih tidak dapat kamu nikmati
sendirian<o:p></o:p></span></div>
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<span style="font-family: "AR CHRISTY"; font-size: 14.0pt; line-height: 107%; mso-bidi-font-size: 12.0pt;">FIRST JOB! Why?<o:p></o:p></span></div>
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<span style="font-size: 12.0pt; line-height: 107%;">Semua mahasiswa yang baru lulus kuliah pasti dong ya mau
banget yang namanya langsung dapet pekerjaan yang tetap. Nah, ada banyak
perubahan yang mungkin dialami oleh banyak mahasiswa yang baru lulus kuliah dan
mendapatkan perkerjaan pertamanya. Yang pertama banget nih, pasti terjadi
perubahan di masalah waktu. Ya, yang biasanya dimasa kuliah masih banyak waktu
buat kongkow-kongkow bareng teman di café atau kantin kampus, mungkin akan
sedikit berkurang setelah mereka masuk ke dunia kerja dimana mereka harus masuk
kerja jam 8 pagi dan pulang jam 4 sore. Terus lagi nih, pasti terjadi perubahan
yang cukup signifikan di masalah tanggung jawab, yang mungkin waktu kuliah cuma
kutu-kutu (kuliah tugas – kuliah tugas), saat kerja mungkin akan lebih banyak
projek, ketemu client, dan meeting yang tingkat tanggung jawabnya lebih besar.
Dan yang paling penting nih, bagi mereka yang baru pertama dapet kerjaan, pasti
banget ngerasain perubahan di financial mereka terutama masalah “UANG”. Yang
dulunya waktu kuliah masih sering minta uang jajan sama mamah papah, udah ga
bakalan lagi tuh kejadian kalau udah bekerja dan terima gaji apalagi gaji
pertama kerja. Tapi inget ya guys, First Job bisa jadi batu pijakan pertama kamu
menempuh hidup baru yang lebih menantang. (udah kaya orang nikahan aja ya).
Biasanya, mereka bakal butuh 3 tahun untuk beradaptasi dengan First Job
masing-masing. Tahun pertama pastilah tahun-tahunnya mereka yang baru
mendapatkan pekerjaan pertamanya belajar tentang apa tugas mereka diperusahan.
Tahun kedua adalah tahun dimana mereka mulai memberikan kontribusi nyata
terhadap perusahaannya, kaya meningkatkan penjualan perusahaan atau mungkin
mengurangi biaya produksi tanpa mengurangi mutu dan kualitas barang. Dan tahun
ketiga ini nih yang bisa dibilang paling krusial, dimana mereka bakal ambil
keputusan untuk tetap bekerja di perusahaan tersebut dan maintain their
performance consistency atau mereka memutuskan untuk pindah mencari perusahaan
yang lebih sesuai. Yang pasti nih ya, “Dream job is not literally exist in
world, but you are the one who create your own dream job”. Ini adalah salah
satu dari sekian kalimat keren dari seminarnya Mba Maya yang satu ini. Kalimat yang sangat menginspirasi banget kan? Wajarlah,
Mba Maya yang memulai karir pertamanya di IBM pasti udah banyak banget punya
pengalaman-pengalaman yang luar biasa. Terakhir nih ya, kata-kata dari Mba Maya
yang paling buat saya berkesan di seminar My First Job, “First job are like
your first girlfriend or boyfriend. You can hate them, but you can’t never
forget them. <o:p></o:p></span></div>
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Ga lupa foto lagi
setelah acara bareng Mba Maya and team.<span style="font-size: 12.0pt;"><o:p></o:p></span></div>
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Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0tag:blogger.com,1999:blog-9211887658330806304.post-42566443658542668332017-01-17T18:10:00.001-08:002017-01-17T18:10:08.900-08:00ABOUT ME<h4 style="text-align: justify;">
Hi..</h4>
<h4 style="text-align: justify;">
My name is Fariz Prasetya Kharismawan. Right now, i am still studying in one of the university in Indonesia. I make this blog for the first time with the purposes to share my writing about everything happen in my life. Nice to be a new blogger. </h4>
<h4 style="text-align: justify;">
have a good day</h4>
Kha'Farizhttp://www.blogger.com/profile/17772693131263256798noreply@blogger.com0