Suchergebnisse

Although decentralization and autonomy is exercised since Indonesian republic is formed, but they are not developed such as in West Countries, because it is not a panacea for the ill state or especially local government. Theoritically, there are many prerequisites of decentralization and autonomy that should called attention to the civil servants whose governed the local government. Many theoriticians written down about decentralization, included the advantages and disadvantages of it, the prerequisites should be fulfilled to apply it.Decentralization means that there are transfer of authority and responsibility in public function from central government to local government, other semi public agenda and also to the private sector. Also there are opinion about form and type of decentralization. The interesting things is the type of decentralization which divided decentralization into 4 types namely political, administrative, fiscal, economic and market decentralization.The aim of fiscal decentralization is to transfer the source of the financial to local such as the right to own and manage their own properties and the right to manage their human resources. But it is restricted by the upper rules, the well being of the people and should be applied properly.Local government give more attention to how they can earn more revenue than how to used it. Actually many infraction is occurred in the expenditures area. Local government is facing constraint with the fiscal decentralization relating with the source of the revenue. Central government still have right to attract revenue from local government, the effect is the state give balance aid to complete APBD (Anggaran Pendapatan dan Belanja Daerah). So central government still become the importance role in public decentralizationThe expenditure part in APBD is consist of two parts, routine budget and development budget. In reality, both of them is used for the sake of the local government itself. Nowadays the routine budget is bigger than development budget. All of this constraint can be suremount if, the local government has human resources that competent in their tasks. Once again central government didn't give a guide to the local government about the national Employee System, the effect is the local government can use by their own way about how to manage their civil servants.

This research aimed to establish a mechanism of evolution of community protection, identify the support of facilities and infrastructure needed in facilitating the implementation of the tasks and functions of Linmas, especially in disaster management and formulate community protection institutions that are appropriate to the needs and capacities of the regions. The research method is carried out by a qualitative approach that is using focus group discussion (FGD) based on experience and perceptions of the benefits and impacts of the community protection unit's guidance in West Java province. The results show that the community protection institutions are needed in improving the independence of the community in tackling any disaster that is faced by an organization in which at least have the ability and skills in the field: early prevention, peace and orderly of safety fibre, health and psychologist and public and social work. The practical implication of this research is that the local government should empower the community protection unit through the regional work unit or related stakeholders in conducting training and facilitation of training and improving skills so that they can carry out their duties better.

This study discusses the influence of delegation of authority, budget allocation and leadership to the performance of sub-districts in Garut Regency, West Java Province, Indonesia. The study uses a quantitative approach by taking a sample of 286 respondents from a population of 1003 people. Data collection in this study using questionnaires. Data analysis techniques using SEM analysis. The magnitude of the influence of delegation of authority on sub-district performance reached 0.754 determined by the political will of the district head to delegate part of government authority to the sub-district head, the political will of the district head to make the sub-district the center of community service, regional technical institutions' delegation to delegate part of the technical authority that can be carried out by the district head, budget support and personnel to exercise delegated authority. The magnitude of the effect of budget allocations on a sub-district performance that reaches 0.651 is determined by comprehensive and disciplined, flexibility, predictability, honesty, information, transparency, and accountability. The amount of leadership influence on a sub-district performance that reaches 0.655 is determined by the guidance and direction given by the sub-district head, the behavior of the sub-district head's relationship with the sub-district apparatus, and the level of readiness of the sub-district apparatus.

This study aims to analyze how much the influence of leadership, motivation and work culture on the performance of the Poverty Reduction Program in the Administrative City of North Jakarta. The research location is in North Jakarta City, DKI Jakarta Province. The selection of location is based on the assumption that the difference in status has an impact on the leadership under it vertically.The research method uses a quantitative approach with a total population of 1,724,161 people. The sampling technique was proportional stratified random sampling using the Slovin formula, with a total of 95 samples. The data analysis technique in the research that will be carried out is simple linear regression and multiple linear regression to analyze the variables studied. The results of the study prove that leadership has an effect on 14.1%, motivation has an effect on 50.2%, work culture has an effect on 48.8%, leadership, motivation and work culture have an effect on 50.4% of poverty in North Jakarta simultaneously. Recommendations from this research, (1) the importance of transformational leadership supported by managerial progress, education and commitment, (2) the importance of motivation both internally and externally, supported by rewards and punishments, (3) the need for a commitment so that the work culture is stronger so that it will have a positive impact on the implementation of the program to become more optimal, (4) the importance of commitment, management and availability of human resources potential, according to the needs and placements in accordance with their fields.

This research aims, firstly, to analyze the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. Secondly, it purposes to formulate an open selection model of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform. This research used a descriptive research method with a qualitative approach. The analytical tool in this study uses the concept of the selection process from Dresang (2002:192-194), which are: (1) Complete Human Resource Planning and Position Analysis, (2) Identify Necessary Knowledge, Skill, and Abilities, (3) Develop Indicators of Required Knowledge, Skill, and Abilities, (4) Design a Recruitment Plan, (5) Screen Applicants for Minimum Qualification, (6) Construction and Administrative Examination (s), (7) Apply Laws and Rules for Certification and Veterans' Preference Points, (8) Make a Selection, (9) Evaluate Performance During Probationary Period. In order to find a new model or concept of open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform, researcher used the Soft System Methodology (SSM) which is a system based approach through the learning process.The results showed that the open selection of the State Civil Apparatus (ASN) in the Ministry of Administrative And Bureaucratic Reform was good enough, but not yet optimal in the process:(1) Complete Human Resource Planning and Position Analysis,(2) Identify Necessary Knowledge, Skill, and Abilities,(3)Develop Indicators of Required Knowledge, Skill, and Abilities,(4) Construct and Administer Examination(s), (5) Apply Laws and Rules for Certification and Veteran's Preference Points,(6) Make a Selection,(7) Evaluate Performance During Probationary Period. The Ministry of Administrative and Bureaucratic Reform is currently gradually implementing the selection process optimally. Selection process presented by Dresang to be applied to an open selection process in the Ministry of Administrative and Bureaucratic Reform not yet applicable because the principle of "Public Service Neutrality" has not been implemented in Indonesia. Therefore it is necessary to develop in the form of a strict separation between the selection process of the selection process is technically and politically, this strict separation is a new driving factor in providing solutions to create an open selection process in the Ministry of Administrative and Bureaucratic Reform to be optimal.

This study aims to analyze the working of two democratic traditions in the election of head of Neglasari Village in 2015. This aim based on the condition of Neglasari as a unity of law society that has its own tradition in implementing democracy. However, the state determines that liberal democratic tradition is the main traditions that applied in head of village election. The research uses qualitative research and case study as its research strategy. Data collecting is done by interview, observation and documentation. The working of both democratic traditions turns out to provide a positive contribution, to the village democracy to be more qualified because both traditions are supporting each other.

The passage of Act No. 18, 2001 on regional autonomy and followed up with the issuance of Qanun No. 4, 2003 on mukim, and Qanun No. 5, 2003 on gampong and reinforced by UUPA No. 11, 2006 on Acehnese government is a history of social identity of Acehnese society, which has been neglected during the conflict. The regional government has made some breakthroughs and one of the breakthroughs was gampong revitalization through a program called "back to gampong". The study aims to answer the dynamic of revitalization of gampong institution in the middle of special autonomy implementation and the implementation of Qanun gampong in the administration of gampong institution. The study shows that the implementation of program "back to gampong" encourages the strengthening process of gampong institution as well as weakens the institution itself. The development of gampong that focuses on physical aspect has created coordination gap among officials of gampong institution in planning system and financial management. The tug in the mechanism of financial development and management at gampong has created a space for the involvement and influence from gampong elite in gampong governance. Non-uniform honorary allocation for gampong governmental apparatus is one of indicators of weak role and function of gampong cultural institution because the previous inherent communal values have been calculated economically.