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The biggest challenge faced by all organizations, both profit and non-profit, is their attempt to deal with a rapidly changing and complex environment. In standing at the threshold of the 21st Century, a century that will be characterized by competition, it is dominated by those with advanced technological capability, high productivity, modern and efficient transport and communication infrastructure. It will bring the competition that will necessitate highly skilled personnel imbued with initiative. But many organizations are not focusing on employees areas, especially on their weakness. It cannot be denied that any sophisticated owned infrastructure will not operate at its optimum efficiency without quality human resources. Increasing professionalism and responsibility by recruiting quality human resources is at the core of everything. In public organization or government, civil servants should rank highest priority in development because they are at the core of the organization, supporting the system. But in fact, a problem faced by almost all public organizations, regarding civil servants, is the ongoing absence of conducive conditions which would enable continual professional development. Issues relating to civil servants have existed for a long time, but they still make interesting discussion. There are early indications of various problems indicating that governance implementation is not yet clean and respectable. So how do we challenge this situation and realize harmony? Organizations that have discovered that individuals who practice personal mastery are holistic thinkers, can approach difficult situations proactively and solve problems creatively. Here is one of the ways to bring harmony into reality: by personal mastery. The way to develop personal mastery is by starting to fully understand strengths, talents and purpose in life of every personKeywords: Personal, Mastery, Governance

One of the programs in Communication Information Technology in the government field is the implementation of E-Government. During this digital era, efforts to implement e-government are being actively carried out by public or government bureaucracy to improve services to the public and governance. Pidie district government has begun implementing e-government, one of which is through Pidie District Head Regulation No. 53 of 2018 concerning the Implementation of e-Perfomance in Pidie District Government Unit in which it is a part of e-government. Pidie Government through Pidie Regency Personnel and Human Resources Development Agency (BKPSDM) has begun to socialize e-government implementation by disseminating e-performance applications to the civil servantin Pidie District Apparatus Work Unit. This research was conducted to see the relationship between e-government implementation and the performance of the Civil servantin the Pidie District Government. This research used a combination method approach using sequential explanatory design. The data collection technique used in this study was the distribution of questionnaires to 22 Civil servant (ASN) in the Central Government Office of Pidie District, the Regional Secretariat of Pidie District, an office directly related to employment, namely BKPSDM. The sampling of this research is purposive sampling which is a non-random sampling or nonprobability sampling. Processing data using Partial least square (PLS) analysis which is a multivariate Structural Equation Modeling (SEM) data analysis method. In the PLS analysis method there are three stages of evaluation, first evaluating the outer model, second evaluating the inner model, and finally testing the hypothesis. The results of the final evaluation of hypothesis testing can be concluded that the implementation of E-Government has a significant relationship with improving the state civil apparatuses performance of the Pidie District Government with a contribution of 79.7%.

To implement the governance tasks, professional, responsible, honest, and fair civil servants are needed. It can be attained through a training which is implemented based on the system of working performance and career that focuses on the system of working performance. Therefore, the appraisal of working performance is carried out to evaluate the performance of civil servants for providing guidance to the officials in the evaluation of unit and organization performance. This study aims to make intelligent agens design, so that the working units and governmental organizations can do evaluation based on the self-evaluation of their employees' working performance. It refers to the government regulation number 46 year 2011, that the appraisal of the civil servants' working performance consists of Employee's Work Goal (EWG) and Work Behavior (WB) with the percentages for each are 60% and 40%. The intelligent agens that can be formed from this case consist of 1) Agen-evaluator who provides the feed back of working performance progress, 2) Agen-work planner who contributes in providing recommendation of jobs which are apropriate with the civil servants whose working performance is still low, and 3) Agen-record-of-performance who contribute in recording the performance of Civil Servants.

This study research views relation between incentives and enhancement of unit's performance budget which is managed by human resources in DKI Jakarta Provincial Government. In this research using 62,568 data which is classified by 1,738 unit from 2017 – 2019 related to realization of budget and human resources. By using Difference in Difference method in this research find that after implementing policy in delayed of incentives, it has a positive impact on realization budget of 12.75% in units affected by the policy with a significance level of 1%. In addition, the implementation the policy if the unit can not achieve the target for two (2) concecutive months has a positive effects of 7.10% with significance level of 1%. This study recommends that the policy can be implemented if government concern in gender, education, and employee attendance in each unit, so the unit can achieve the target. The findings research support the literature that policy which is includes the punishment has positive effects in improving performance unit and motivating employee performance.

This study aims to investigate the position of the DGT's Civil Servant Investigator in relation to their duty to enforce taxation criminal. The law enforcement of taxation criminal in Indonesia is involving several institution like Civil Servant Investigator (Directorate General of Taxes Institution), Police Investigator (Indonesian Police Institution), and Attorney Investigator (Attorney Institution). This involving, which lately leads to the position and authority problem of each institution. This study will be focused on the position of civil servant investigator of Directorate General of Tax and its relation with other party like Supervisory Coordinator which occupied by police investigator, and also other investigator from another institution. The method which is used in this study is normative juridical approach with analytical descriptive specification. Based on that method, then the researcher will compare between the position of DGT's Civil Servant Investigator 'in legislation' and 'in its practice' through library study and field research. The researcher carry out this research based on the researcher's consideration about the importance of state income from the taxation sector, so that the unlawful act that detrimental from the taxpayer and any related party of it can be eradicated immediately. The results shows that the position of the DGT Civil Servant Investigator in the framework of eradicating taxation criminal was emphasized as the primary investigator. This position is based on Law No. 16 of 2009 as lex specialis derogat legi generalis against Law No. 8 of 1981. Based on this position, there some friction that occurs between the DGT Civil Servant Investigator and other officer from another institution. For example, the DGT Civil Servant Investigator of the West Sumatra-Jambi Regional Office, which was designated as a suspect by the Police investigator, and the Mobile 8 tax restitution was handled by the Attorney Investigator. One of the factors that causing the friction is the difference in ...

Population Administration Service Effectiveness is the main point that states the success or failure of an organization in implementing a program. Population and Civil Registration Office of Jembrana Regency is a public institution that organizes public services in the Population and Civil Registration field. The aim of this study is to investigate the effectiveness of civil administration service at Population and Civil Registration field of Jembrana Regency. In this study, researchers only took five of thirteen services in the Jembrana District Dukcapil, including the making of Family Cards (KK), Identity Cards Electronics (E-KTP), Marriage Certificate, Birth Certificate and Death Deed. This study is designed by using descriptive qualitative approach and technique of collecting the data used interview and observation. The results show that from the five factors in relizing the effectiveness of civil administration as stated by H.A.S had a high effectiveness progress and however it needs more improvement in order to make every document administration effectively and punctuality.

Central Lampung Civil Service Police have carried out raids to enforce control. When the Central Lampung Civil Service Police enforced control, the traders could be disciplined, but when the Central Lampung Civil Service Police did not control them, the trade around Awning Baru started to flourish again.To control the New Awnings, the Central Lampung Civil Service Police already have a clear working mechanism, namely Central Lampung Regional Regulation Number 05 of 2010 concerning Public Order, Cleanliness and Beauty of Central Lampung, which regulates the prohibition of using public roads or sidewalks or on terraces. in front of shops / market buildings facing public roads for street vendors or other businesses, except at places determined / appointed by the Regent.In addition, the Decree of the Central Lampung Regent Number 7 of 2010 concerning the Arrangement and Empowerment of Street Vendors, can also be used as a working mechanism for the Central Lampung Civil Service Police to create and maintain a clean, beautiful, orderly, safe and comfortable environment in controlling the New Awnings.But so far the Central Lampung Civil Service Police are still difficult to control the Bandar Jaya Plaza New Awnings, although there are mechanisms that can be used to control the Bandar Jaya Plaza New Awnings such as the Central Lampung Regional Regulation Number 05 of 2010 and the Regent's Decree Central Lampung Number 7 of 2010.Based on this background, the researchers formulated the problem, namely: Is the working mechanism of the Civil Service Police in controlling the Bandar Jaya Plaza New Awnings in 2015 in accordance with the Regional Regulations? The purpose of this study: To determine the working mechanism of the Civil Service Police in controlling the new Awning Bandar Jaya Plaza 2015.Based on the results of the research that has been carried out, the researchers concluded that: 1) The Central Lampung Civil Service Police Unit in controlling the Bandar Jaya Plaza New Awnings has been equipped with an assignment letter to carry out the Bandar Jaya Plaza Regional Regulation Number 05 of 2010 concerning Public Order, Cleanliness. and the beauty of Central Lampung and the Decree of the Regent of Central Lampung Number: 48 / KPTS / D.II / 2014 concerning the Formation of the Transfer and Arrangement Team as well as the Security and Order Team for Street Vendors (PKL) from the Bandar Jaya Plaza Market to the New Awning. 2) To relocate traders from Pasar Bandar Jaya Plaza to Awning Baru, the Central Lampung Civil Service Police Unit has previously carried out a socialization which was carried out by giving out circulars to traders and carrying out communication and using megaphone loudspeakers. 3) The members of the Central Lampung Civil Service Police Unit before carrying out the control of the New Awnings are already equipped with expertise related to market control and can be applied in market control so that there is no significant disturbance in controlling the New Awnings because members of the Central Lampung Civil Service Police Unit act accordingly. with procedures and instructions from the leadership in controlling the New Awnings.