This study investigated the land cover changes, carbon storage dynamics and their underlying socioeconomic processes before and after a community forest permit in Bleberan village, Gunungkidul, Indonesia, during 1999-2018. We used a combination of the forest canopy density model, carbon conversion and socioeconomic related data to analyze land cover classes in the periods of 1999-2003, 2003-2009, and 2009-2018, representing the phases of several years before community forestry permit, initial phase of community forestry establishment and several years after community forestry permit, respectively. Results showed that at baseline (1999), where illegal logging was started on the ground, the condition of the 40 ha investigated area was dominated by non-forest in the form of open land by 54% with an amounted carbon storage of 1352.62 ton. In the phase of before community forestry permit (1999-2003), when there was continuous illegal logging, the open land rise quickly achieved to 83%, with only 312.09 ton of carbon storage remaining. In the initial phase of community forestry establishment (2003-2009), when the government issued a legalization of community forest, the mixed dryland agriculture shifted to dominate the area by 55%, with the carbon storage being increased to 1840.94 ton. The last phase, several years after community forestry permit (2009-2018), which characterized by active engagement of the community in forest rehabilitation, the area was altered to fully stocked teak plantation forest by 82%, with a carbon storage enhancement of 3379.16 ton or two times higher than that at baseline. Such results are important for the forest community authority and related stakeholder for designing appropriate forest-related policies and supporting REDD þ implementation.

The eruption of Mount Kelud that occurred on February 13, 2014, ejected a huge plume of ash and sand exceeding 26 km into the air which moved west over the island. The elements content in volcanic ash is important information for further study such as the possibility to utilize the ash. In this study, the volcanic ashes collected from four affected areas in Java were analyzed using neutron activation analysis (NAA) with HPGe detector and X-ray fluorescence. Method validation was applied using the standard reference material SRM NIST 2711a Montana Soil with recovery and accuracy in a good agreement for all elements. The analysis results of volcanic ashes showed a wide range of elements, major elements Al, Ca, Fe, K, Mg, Mn, Na, Si and Ti, trace elements As, Cd, Cu, Co, Cr, V, Zn, Hf, Th and U, and rare earth elements were identified. The results showed heavy metals As, Cd, Cu, Co, Cr, and Pb were ranged 3.23–4.42, 17.63–24.09, 49.26–77.10, 10.86–16.03, 11.19–17.79 and 31.4–42.7 mg/kg, respectively, while rare earth elements such as Ce, Eu, La, and Sm were 9.84–18.43, 0.73–1.02, 2.25–5.66 and 1.34–2.63 mg/kg respectively. Comparison with other volcanic ashes from Indonesia such as Merapi and Sinabung and world volcanic ashes were applied. The results of the characteristic of elements in Kelud volcanic ash would be valuable information as reference data for their potential utilization.

ABSTRAK Salah satu keberhasilan suatu organisasi adalah terwujudnya sasaran, tujuan, visi dan misi organisasi sesuai dengan perencanaan strategi organisasi. Kinerja yang baik akan terlihat pada hasil yang berkualitas. Budaya organisasi yang sesuai dan etos kerja yang baik akan sangat membantu dalam meningkatkan kualitas kinerja menjadi lebih baik. Penelitian ini dilaksanakan pada pegawai di Pendidikan Agama Islam (PAIS) dengan tujuan untuk mengetahui pendorong etos kerja pegawai  serta budaya organisasi tanpa kehadiran pemimpin tetap. Metode yang digunakan dalam penelitian ini adalah metode kualitatif deskriptif. Hasil dari penelitian ini adalah meskipun pada seksi PAIS tidak memiliki pimpinan tetap, namun  pelayanan dapat berjalan dengan baik tanpa ada hambatan. Etos kerja dan budaya organisasi menjadi salah satu pendorong dalam meningkatkan kualitas kinerja pegawai. Etos kerja dalam seksi Pendidikan Agama Islam Kemenag Kabupaten Gresik ini adalah bekerja secara maksimal, melaksanakan tugas dan tanggung jawabnya sebagai pekerja yang mampu memberikan kontribusi serta melakukan pekerjaan dengan sepenuh hati dan menjauhi tindakan tercela. Faktor yang mempengaruhi etos kerja di PAIS diantaranya ialah adanya budaya organisasi. Pada seksi Pendidikan Agama Islam (PAIS) berpijak pada lima nilai budaya kerja yang ada di kementerian agama, yaitu (1)Integritas, (2)Profesionalitas, (3)Inovasi, (4) Tanggung jawab, (5)Keteladanan. Kata Kunci : Etos Kerja, Budaya Organisasi   ABSTRACT One of the successes of an organization is the realization of the goals, objectives, vision and mission of the organization in accordance with the organization's strategic planning. Good performance will be seen in quality results. An appropriate organizational culture and good work ethic will greatly help in improving the quality of performance for the better. This research was conducted on employees at Islamic Religious Education (PAIS) with the aim of knowing the drivers of employee work ethics and organizational culture without the presence of permanent leaders. The method used in this research is descriptive qualitative method. The result of this research is that although the PAIS section does not have permanent leadership, the service can run well without any obstacles. Work ethic and organizational culture are one of the drivers in improving the quality of employee performance. The work ethic in the Islamic Religious Education section of the Ministry of Religion of Gresik Regency is to work optimally, carry out their duties and responsibilities as workers who are able to contribute and do work wholeheartedly and avoid despicable actions. The factors that influence work ethic at PAIS include the presence of organizational culture. The Islamic Religious Education (PAIS) section is based on five cultural values ​​in the ministry of religion, namely (1) Integrity, (2) Professionalism, (3) Innovation, (4) Responsibility, (5) Exemplary. Keywords: Work Ethic, Organizational Culture