Suchergebnisse

Suku Anak Dalam is known as an isolated community in Jambi adhering to animism and dynamism. However, in the last few decades, some of Suku Anak Dalam people have converted to Islam. This article examines the changes in the inheritance system, and factors influencing them. This study uses qualitative analysis with a socio-legal perspective. Data was collected through interviews, observation, and documentation. The result reveals that, in practice, the use of customary inheritance law seems to be more dominant than Islamic inheritance law. Furthermore, the shifting in the inheritance system could be seen in the inheritance distribution methods and inheritance classification. These changes are influenced by the religious conversion, social interaction with incomers and their migrations to other regions. AbstrakSuku Anak Dalam dikenal sebagai kelompok masyarakat terasing di Jambi. Mereka menganut kepercayaan animisme dan dinamisme. Namun, dalam beberapa dekade terakhir, Suku Anak Dalam telah melakukan konversi agama menjadi Islam. Artikel ini mengkaji tentang bentuk pergeseran sistem kewarisan ini serta faktor-faktor yang mempengaruhinya. Penelitian ini menggunakan analisis kualitatif dalam perspektif normatif-sosiologis. Sementara itu, pengumpulan data dilakukan melalui wawancara, observasi, dan dokumentasi. Hasil penelitian ini menunjukkan bahwa dalam praktiknya, berlaku dualisme hukum, yaitu hukum waris Islam dan hukum waris adat. Namun, penggunaan hukum waris adat terlihat lebih dominan dibandingkan hukum waris Islam. Selanjutnya, pergeseran sistem kewarisan, di antaranya terlihat pada proses pewarisan hingga perubahan bentuk dan penggolongan harta waris. Terjadinya pergeseran nilai ini dipengaruhi oleh beberapa faktor, di antaranya: konversi agama, interaksi sosial dengan pendatang, dan migrasi ke wilayah lain.

Basically to build a strong organizational culture takes a long time and gradually, each culture develops written and unwritten expectations about behaviour (rules and norms) that affect members of that culture. However, the organizational culture within the National Police is inseparable from the public's perception and perspective in obtaining information. Therefore, the achievements of Polri's work that have been conveyed to the public so far, both organizational and personal, have contributed to creating a positive or negative framework. In public opinion, it is possible that the ethics and philosophy of Polri as a form of organizational culture are very different from the daily practice of Polri's performance. As the performance of Polri investigators in solving problems, it is always under public scrutiny. As an organization with a clear and systematic hierarchy, PP No. 58 of 2010 concerning Amendment to Government Regulation Number 27 of 1983 concerning Implementation of the Criminal Procedure Code aims to get members of investigators who are able to clearly develop careers who work according to ethics and professionalism so as to improve the performance of investigators in carrying out their duties, functions and authorities. The development of human resources is the basic key to getting competent Polri Investigator personnel. For this reason, the development of competency-based human resources is a compulsory requirement for the National Police Investigating Unit. Thus, the presence of PP No. 58 of 2010 is able to provide more value in services to the community which of course has an impact on positive perceptions in the public.