scholarly journals An Analytical Study of Policy, Politics and Bureaucracy Regarding Meritocracy in the Selection of Head for the Federal Government Institutions

Author(s):  
Dr. Ghulam Nabi ◽  
Dr. Nazir Haider Shah ◽  
Dr. Faheem Ghazanfar

The purpose of this study was to investigate meritocracy in the selection of top positions in the federal government offices from the context of politics, bureaucracy, and selection policies. This research uses the five-point Likert scale, ranging from strongly agree to disagree. The data was collected from the officers working regularly in the different ministries of the federal government through a personally administered survey questionnaire with a 78% response rate. An assortment of key findings was noted among which the most prominent one is the issue of meritocracy which affects the right selection of public servants in the government institutions. Secondly, it was also noted that the recruitment and selection policies are also affecting the effectiveness of right selection. Thirdly, one of the important findings of this study was the political impact on equality of gender-based selection. It has been concluded in this study as highlighted in earlier studies that relevant authorities have to pay attention to balancing gender equality by avoiding political influence. Furthermore, this research suggests conducting further research to analyze other aspects of underlying factors causing gender inequality in the selection of bureau heads.

2019 ◽  
Vol 15 (1) ◽  
pp. 26-50
Author(s):  
Nadirsah Hawari ◽  
Rachma Octariani ◽  
Eva Rosalia ◽  
Sinta Arifka ◽  
Asep Candra

Abstract According to Islamic Shari'a, holding a public office is not a right for an individual, but an obligation for the State. Therefore, the government, both the regional head and all its officials, must select the most suitable and most suitable person for every government job. It should not be made of nepotism by looking at kinship, friendship, or faction from any relationship with the eligibility of someone to hold a position .The existing rulers should appoint officials from the best people (al-ashlah), the Prophet said which means "whoever holds a Muslim's business (meaning being a ruler) then he appoints someone to be an official even though he knows there are more people good for (benefit) of the Muslims, then really he has betrayed Allah and His Messenger "(Ibn Taimiyah). If the head of state or other officials do not find the right person for a certain position, in this situation they must choose the person who is more representative. Representative here means the person who is the most appropriate from the one for each government position. And also in this selection process, the head of state and other officials must know about the standards of eligibility al-quwwah (strength) and al-amanah (trust). Al-Quwwah is the ability and feasibility of a job assignment. Whereas trusteeship is a behavior that focuses on the management process regarding the position or function of a position that is in accordance with Islamic Shari'a with the intention of only devoting to Allah and not based on fear of humans and expecting their self-interest. nominating yourself is required to convey the vision and mission and the state program that will be implemented. In this case, the community or community is very necessary to obtain information on the candidate pairs who nominate themselves, and the campaign that can be used as a means of communicating politics and public education. The leaders, servants of the State, civil servants or the military, judges and so on, are essentially representations of the voices of the people they lead. The leaders are no more than public servants who must devote and dedicate their leadership to the benefit of the people. The leaders are only representatives of the fulfillment of the rights of the people, so that they are obliged to run the government properly.    Abstrak Menurut syariat islam, memegang suatu jabatan-jabatan umum bukanlah hak  bagi individu, melainkan kewajiban atasnya bagi Negara. Oleh sebab itu, pemerintah baik kepala daerah dan seluruh pejabatnya harus menyeleksi orang yang paling cocok dan paling layak bagi setiap pekerjaan pemerintahan.Tidak boleh beerbuat nepotisme dengan memandang kekerabatan, persahabatan, atau golongan dari manapun yang tidak ada hubunngannya dengan kelayakan seseorang untuk memegang suatu jabatan.Para penguasa yang telah ada hendaknya mengangkat para pejabat dari orang orang terbaik (al-ashlah), Nabi bersabda yang artinya“barang siapa memegang suatu urusan kaum muslimin (maksudnya menjadi penguasa) kemudian ia mengangkat seseorang menjadi pejabat padahal ia mengetahui ada orang yang lebih baik bagi (kemaslahatan) kaum muslimin, maka sungguh ia telah mengkhianati Allah dan Rasul-Nya” (Ibnu Taimiyah).Apabila kepala Negara atau para pejabat lainnya tidak menemukan orang yang tepat untuk suatu jabatan tertentu, dalam keadaan ini mereka harus memilih orang yang lebih representative. Representative disini memiliki arti yakni orang yang paling tepat dari yang ada untuk setiap jabatan pemerintahan. Dan juga dalam proses penyeleksian ini, kepala Negara dan pejabat lainnya harus mengetahui tentang standar kelayakan  al-quwwah (kekuatan) dan al-amanah (kepercayaan).Al-Quwwah ialah kemampuan dan kelayakan suatu tugas jabatan. Sedangkan amanah, merupakan perilaku yang dititik beratkan pada proses  pengelolaan perihal jabatan atau fungsi dari suatu jabatan yang sesuai dengan syariat islam dengan niat hanya bertaqwa kepada Allah dan bukan berdasar pada ketakutan kepada manusia dan mengharap pamrih dari mereka.Didalam pelaksanaan kampanye, pasangan calon kandidat yang mencalonkan diri diharuskan untuk menyampaikan visi dan misi serta program kenegaraan yang akan dijalankan. Dalam hal ini, umat atau khalayak masyarakat sangat perlu untuk memperoleh informasi atas pasangan calon kandidat yang mencalonkan diri tersebut, dan kampanyelah yang dapat dijadikan sebagai sarana berkomunikasi politik dan pendidikan masyarakat. Para pemimpin, abdi Negara, pegawai sipil atau militer, hakim dan lain sebagainya, pada hakikatnya merupakan representasi suara rakyat yang mereka pimpin. Para pemimpin tidaklah lebih dari pelayan masyarakat yang harus mengabdikan dan mendedikasikan kepemimpinannya untuk kemaslahatan rakyat. Para pemimpin hanyalah wakil akan pemenuh hak hak umat, sehingga mereka wajib menjalankan roda pemerintahan dengan baik.


2005 ◽  
Vol 25 (1) ◽  
pp. 227-297
Author(s):  
Benoît B. Pelletier

The object of this study is to ascertain the power of the federal and the provincial governments to legislate concerning language in Canada. After a study of the ancillary doctrine as the constitutional basis for the exercise of this power by either level of government, the author studied the constitutional restrictions on its use, and determined the following restrictions : 1. For the federal government and the government of the province of Quebec, only : section 133 of the Constitution Act, 1867 which is also an entrenched provision providing minimum rights. 2. For the province of Manitoba only : section 23 of the Manitoba Act, 1870 which is also an entrenched provision providing minimum rights. 3. For the province of New-Brunswick, only : sections 16(2), 17(2), 18(2), 19(2) and 20(2) of the Constitution Act, 1982. 4. For all provinces, subject to the present inapplicability of section 23(1) a) of the new charter concerning the province of Quebec : section 23 of the Constitution Act, 1982. 5. For all provinces and for the federal government : section 16(3) of the Constitution Act, 1982, section 15(1) which recognizes the right to equality, and 2b) which recognizes the freedom of expression. Finally the author studied the implications of the reasonable limits' provision outlined in section 1 of the new charter, this constituting the only means for our governments to avoid the application of the charter to their legislation.


Author(s):  
Muhammad Isa Daud ◽  
Mufty Mufty

Making the right decision is very important in a management, wrong decision making can be fatal for both companies and individuals Through the Education Office the government seeks to allocate funds to provide scholarships to students who are economically unable to finance their education and provide scholarships to students who have achievements. In order for the implementation of scholarships to be achieved, it must be in accordance with the principle of 3T, namely On target, Right amount and On time. The provision of tuition fee assistance in the form of scholarships is also given to students in universities. Scholarships are given to students who excel and are underprivileged. The selection of scholarship recipients so far is not maximal because of the assessment that seems to favor one student so that students who really deserve it become unable to get. In this research using Weighted Products method to conduct the assessment process and the process implemented into a system, it is expected that with the system of decision-makers can choose students who really deserve. The results showed that Mahasiswa 4 was selected as a scholarship student with a score of 0.237


2021 ◽  
Vol 7 (2) ◽  
pp. 86
Author(s):  
Dwi Lestari ◽  
Wing Wahyu Winarno ◽  
Mei P Kurniawan

Pemanfaatan TIK secara efektif dan efisien telah digunakan untuk meningkatkan pelayanan publik yang diselenggarakan oleh Pemerintah. Pemerintah Daerah DIY telah mengembangkan aplikasi aduan E-Lapor sejak 2018, akan tetapi pengelolaanya aduan yang masuk belum terespon tepat waktu sesuai dengan SOP E-Lapor DIY dimana aduan yang masuk harus direspon paling lambat 5 hari kerja. Sehingga untuk mengetahui hambatan dan kendala dalam pengelolaan E-Lapor DIY diperlukan pengukuran kesiapan faktor-faktor dalam pengelolaan E-Lapor DIY. Suksesnya pengelolaan E-lapor DIY bukan hanya dipengaruhi oleh faktor infrastruktur TIK saja, akan tetapi faktor yang turut mempengaruhi tingkat kesiapan. Telah dikembangkan pada tingkat negara tertentu beberapa model e-readiness yang mengidentifikasi dari faktor-faktor perspektif makro. Sebelum melakukan pengukuran e-readiness terdapat hal yang krusial yang perlu dilakukan yaitu dengan pemilihan model e-readiness yang tepat. Penelitian ini menggunakan pendekatan studi literatur dengan membandingkan beberapa model e-readiness yang telah popular dan sudah sering diadopsi dalam penelitian di Indonesi. Penelitian ini akan menghasilkan sebuah rekomendasi model e-readiness Mutula Brakel yang paling sesuai untuk pengukuran kesiapan dalam pengelolaan aduan melalui aplikasi E-lapor DIY.Kata Kunci— e-lapor, e-readiness, tik, mutula dan brakel Effective and efficient use of ICT has been used to improve public services provided by the Government. The Regional Government of DIY has developed the E-Lapor complaint application since 2018, but the management of complaints that come in yet responded on time in accordance with the E-Lapor DIY procedure where the incoming complaint must be responded to no later than 5 working days. Efforts to determine the obstacles in managing E-Lapor DIY are needed to measure the readiness of the factors in managing E-Lapor DIY. The success of E-Lapor DIY management is not only influenced by ICT infrastructure factors, but also factors that influence the level of readiness. There are several e-readiness models that have been developed by identifying factors from a macro perspective at a particular country level. The selection of the right e-readiness model is an important thing that needs to be done, before measuring e-readiness. This research will compare several popular e-readiness models and are often adopted in research in Indonesia with a literature study approach. This study produces recommendations for the Mutula Brakel e-readiness model that is suitable for measuring readiness in complaint management through the E-Lapor DIY application. Keywords— e-lapor, e-readiness, ICT, mutula dan brakel


2019 ◽  
Vol 13 (1) ◽  
pp. 25-36
Author(s):  
Agus Lubis Fitriansyah ◽  
Heri Supomo

The government through the Ministry of Marine and Fisheries offers assistance of fishing vessel to achieve fisheries production targets. This procurement plan must be supported by the ability and selection of the right shipyard. Beacuse the information of the capability and capacity of fiber shipyards in Indonesia is unclear, so the realization of the procurement of fishing vessel in previous years did not met the planned targets. The purpose of this study was to analyze shipyard capacity to meet the planned procurement of KKP fishing vessels grant in 2019. First classification of fishing vessels is based on the size of each GT, which is 5 GT (type 1), 5-10 GT (type 2), and 20-30 GT (type 3). The second is the minimum shipyard criteria for building fishing boats. Third, an assessment of the shipyard is based on the criteria that have been made. Fourth, shipyard selection was carried out on each WPPN-RI using the load score method. The fifth calculates the number of ships that can be built by the shipyard. The results of the shipyard assessment found that 43% of shipyards have the ability to build type 1 vessels, around 38% of shipyards have the ability to build type 2 vessels, and around 19% of shipyards have the ability to build type 3 vessels. is 1625 units / period. Referring to shipyard capacity, it can be said that the entire shipyard is able to fulfill the plan to procure assistance for KKP fishing vessels in the 2019 budget year.


2017 ◽  
Vol 9 (1) ◽  
pp. 171
Author(s):  
Wojciech Kwiatkowski

First Bank of the United States as a Prototype for the Federal Reserve SystemSummaryThe article describes the history of the First Bank of the United Statesfirst banking- institution, that was charted in XVII-th century North America as an effect of a cooperation of two federal bodies – Congress and the President. Although, the federal government possessed only 20 %, of the shares with federal licences it could conduct its activity on territory of the whole country. Moreover – the Bank is now referred to as the first central bank in the United States because of its national scope and services rendered to the federal government. The Bank helped the government to obtain emergency loans, facilitated the payment of taxes, and served as the receiver and disburser of the public funds. In addition, it issued bank notes and made them fully redeemable in coin. During a 20-years period the Bank achieved a commercial success and maintained a financial stability. However, in 1811 Congress did not renew the charter because the Bank’s constitutionality was questioned.Alexander Hamilton (the first U.S. Secretary of the Treasury), who was [the followerof creation of the bank, already in 1790 assumed that the federal government had the power to charter banks because the Constitution granted the government the right to establish institutions necessary for its operations. Addifferent viewpoint was presented by Thomas Jefferson who favored a more decentralized government and believed that only the states could charter banks under the Constitution. Furthermore – because the Constitution did not expressly grant the power to Congress, he reasoned that federally chartered banks were unconstitutional. Finally in 1819, as a far-reaching decision, the Supreme Court Chief Justice John Marshall followed Hamilton’s reasoning and ruled in case McCulloch vs Maryland that the Second Bank of the United States was constitutional. For U.S. federal government this decision of the Supreme Court was very important about 200 years later – in 1913, when president Wilson, many politicians’ and main U.S. bankers decided to create the Federal Reserve System.


2016 ◽  
Vol 17 (4) ◽  
pp. 25-41
Author(s):  
Małgorzata Smolarek ◽  
Joanna Dzieńdziora

In the modern world the process of recruiting employees is very important for an organisation to function properly. A properly conducted process of recruitment and selection will lead to the employment of the right person at the right post, and the benefits achieved as a result of professional selection of employees will exceed the costs incurred. The process of selecting employees should directly impact the effectiveness of its activity. The aim of the paper is to analyse the process of staff recruitment in integration and welfare institutions. The character of the paper is theoretical and empirical. The theoretical part identifies the process of recruiting and selecting employees. The empirical part presents analysis of a survey results, including with regard to integration and welfare institutions.


2019 ◽  
Vol 23 (02) ◽  
pp. 427-456
Author(s):  
Sanjeev Ganguly ◽  
Satyasiba Das

The unprecedented growth of air traffic during the early years of industrial and economic reform in India led to the government’s decision to open Indian airspace to private and international operators. During this period, inadequate infrastructure and management’s inability to expand had created congestion in most of the airports. The urgent requirements for modernization and expansion with limited funds left the government in the dilemma of selecting the right kind of inter-organizational collaboration. After much deliberation and consideration, the government considered adopting the public-private partnership model. Without any prior experience and executional history, selection of partners was the key challenge before the government. The case summarizes one of the most significant public-private partnership projects in India and provides managerial insights into partner selection and execution challenges of large infrastructural projects typical to many developing countries.


Author(s):  
Salvador Calatayud Giner ◽  
Samuel Garrido

We analyse the management institutions of a community irrigation system in Mediterranean Spain, the Acequia Real (Royal Canal) of the Júcar river, where social inequality among irrigators was high. We look at the changes in the canal's institutions over time. There were two levels of government institutions. Only the elites could participate in the first one, that is, the government of the main canal. Although the local management bodies that governed the successive derivations of the main canal included more people, not every irrigator had the right to be part of them, but there were informal participation mechanisms that allowed everyone to voice.


Author(s):  
Ismiati Nur Istiqomah ◽  
Atika Indah Nur Atsarina

Recruitment and selection of civil servant is an effort of the Government of Indonesia to get a competent civil servants. The 2018 recruitment and selection of civil servant process was using merit system that is conducted online. But in its implementation, there are still many problems found at the Ministries / Institutions and Regional Government levels. This article discusses the issues in the 2018 recruitment and selection of civil servant process, and how ideally the process is supposed to be carried out. The method used in this article is literature review, both from journal articles, news articles, and other data that support research. The findings of the study show that the implementation of the 2018 recruitment and selection of civil servant still leaves some problems. But in this article, authors focuses on problems that are not getting much attention from many parties, such as the lack of attention from government to the needs of employees with future potential, and the subjectivity of the selectors in the interview process. The researcher recommends that the government needs to apply the concept of future potential skills in recruiting prospective civil servants and blind interviews to recruit a competent candidates. This article has limitations because it only uses literature review methods so it is necessary to do an actual research in order to produce research that is closer to the actual reality.


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