scholarly journals HARAPAN MAHATHIR KEPADA PENJAWAT AWAM MALAYSIA BAHARU: ANALISIS UCAPAN TUN DR. MAHATHIR MOHAMAD

2021 ◽  
Vol 4 (2) ◽  
pp. 116-126
Author(s):  
Joyce Lynn-Sze Cheah
Keyword(s):  
Qualitative Analysis ◽  
Prime Minister ◽  
Civil Servant ◽  
Visionary Leadership ◽  
Civil Servants ◽  
First Year ◽  
Leadership Communication ◽  
Public Servants ◽  
The Public ◽  
Analysis Package

Abstract: The purpose of this article is to identify the aspects that Mahathir stressed on his first year of office as the 7th Prime Minister of Malaysia. The focus of this study is from the aspect of visionary leadership, namely the vision formation and vision delivery to civil servants through his speeches. This was done by content analyzing Mahathir's five speeches during the YAB Prime Minister's Monthly Meeting with the Public Servants in the Prime Minister's Department (JPM) from May 2018 to May 2019. Themes from the speech texts were analyzed using the NVivo12 qualitative analysis package. The results showed that there were four themes that are often emphasized in Mahathir's speech, namely civil servant responsibility, national recovery, values and loyalty. This study also showed that the combination of these themes formed by Mahathir has its own thoughts in uplifting the spirit of civil servants to restore the country. Keywords: Leadership communication, Mahathir’s speeches, Visionary leadership     Abstrak: Matlamat artikel ini adalah untuk mengenalpasti aspek-aspek yang ditekankan oleh Mahathir dalam ucapan sepanjang tahun pertama beliau memegang jawatan sebagai Perdana Menteri Malaysia ke-7. Fokus kajian ini adalah dari segi kepimpinan bervisi, iaitu pembentukan dan penyampaian visi Mahathir kepada penjawat awam melalui ucapan beliau. Ini dilakukan dengan menganalisis kandungan lima ucapan Mahathir semasa Perhimpunan Bulanan YAB Perdana Menteri bersama Penjawat Awam di Jabatan Perdana Menteri (JPM) dari bulan Mei 2018 hingga Mei 2019. Tema dalam teks ucapan dianalisis menggunakan pakej analisis kualitatif NVivo12. Hasil kajian menunjukkan terdapat empat tema yang sering ditekankan dalam ucapan Mahathir, iaitu tanggungjawab penjawat awam, pemulihan negara, nilai murni dan kesetiaan. Kajian ini turut memperlihatkan bahawa kombinasi tema ini yang terbentuk daripada Mahathir mempunyai pemikiran tersendiri dalam menaikkan semangat penjawat awam memulihkan negara. Kata kunci: Komunikasi kepimpinan, Kepimpinan bervisi, Ucapan Mahathir

scholarly journals Pemahaman Gender PNS di Lingkungan Dinas Pemberdayaan Perempuan dan Perlindungan Anak Pemerintah Daerah Kabupaten Bengkalis

2020 ◽  
Vol 4 (1) ◽  
pp. 74
Author(s):  
Titin Sumarni
Keyword(s):  
Qualitative Analysis ◽  
Gender Equality ◽  
Child Protection ◽  
Women's Empowerment ◽  
Civil Servant ◽  
Civil Servants ◽  
Women’S Empowerment ◽  
Public Knowledge ◽  
Public Response ◽  
The Public

This article is about the understanding and the implementation of civil servants’ gender understanding in the Department of Women's Empowerment and Child Protection in Bengkalis Regency Government. In addition, it also asks the public response on the implementation of program-based gender conducted by the civil servant. The data obtained through the questionnaires toward 36 respondents and did the interviews to the informants who have been chosen based on various interests. This data was analyzed by descriptive qualitative analysis. The results found that the civil servants’ understanding based on gender in Department of Women's Empowerment and Child Protection of the Bengkalis Regency Government already understands the gender well, so that the programs carried out always consider welfare based on gender equality. In addition, it contributes to the strengthening public knowledge about welfare based on gender equality.

LA FORMACIÓN DE LOS EMPLEADOS PÚBLICOS TRAS EL EBEP: ¿CAMBIO DE PARADIGMA

2010 ◽  
pp. 637-688
Author(s):  
RAFAEL JIMÉNEZ ASENSIO
Keyword(s):  
Human Resources ◽  
Civil Servant ◽  
Civil Servants ◽  
Professional Career ◽  
The Public ◽  
Recursos Humanos ◽  
Selection Policies

La formación de empleados públicos ha sido objeto de una atención marginal. El objeto de este estudio es analizar hasta qué punto la aprobación del EBEP y los instrumentos de innovación de la gestión de personas allí recogidos suponen realmente un cambio de paradigma en la manera de comprender la formación de empleados públicos. La política de formación de empleados públicos tiene un carácter transversal y tiene, asimismo, una naturaleza instrumental. El presente trabajo desarrolla un análisis integral de la formación en el marco del cambio de paradigma que representa el EBEP en la gestión de recursos humanos, poniendo en valor la importancia que la formación tiene para articular políticas selectivas, la carrera profesional o la evaluación del desempeño en el empleo público. Superar el actual «modelo agotado» de formación exige ver la misma como un deber o responsabilidad del empleado público. Enplegatu publikoen prestakuntza baztertu samar egon da. Lan honek, hain zuzen, aztertzen du noraino aldatuko ote duten paradigma, enplegatu publikoen prestakuntza ulertzeko moduan, Enplegatu Publikoaren Oinarrizko Estatutua onartzeak eta han jasotzen diren pertsonen kudeaketa berritzeko tresnek. Enplegatu publikoak prestatzeko politika zeharkakoa izateaz gain, instrumentala ere bada. Azterlan honetan oso-osoan aztertzen da enplegatu publikoen prestakuntza, aipatu estatutuak baliabideen kudeaketari dagokionez dakarren paradigma-aldaketaren ikuspegitik. Halaber, baloratu egiten da prestakuntzak duen garrantzia, hautaketa-politikak, karrera profesionala edo enplegu publikoko lanaren ebaluaketa antolatzeko orduan. Gaur egungo prestakuntza-eredua «agortuta» dago. Beraz, gainditu beharra dago, eta, horretarako, ezinbestekoa da enplegatu publikoaren eginbehar edo erantzukizun moduan hartzea prestakuntza. The civil servants¿ training has been subject of marginal attention. The aim of this study is to analyzse to what extent the passing of the Basic Statute for the Civil Servants and the instruments of innovation for the personal administration therein do really imply a change in the paradigm of understanding the civil servants¿ training. The policy on the civil servant¿s training has a transversal character and also an instrumental nature. This present work develops an integral study on the training within the framework of the change of paradigm which entails the EBEP for the management of human resources, by enhacing the importance training has in order to articulate selection policies, the professional career or the evalutaion of the performance of the public employment. Overcoming the current «outdated model» of training calls for considering it as a duty or responsibility by the civil servant.

scholarly journals O ABSENTEÍSMO DOS SERVIDORES PÚBLICOS ESTADUAIS DE SANTA CATARINA

2020 ◽  
Vol 1 ◽  
pp. 57
Author(s):  
Paula Corrêa ◽  
Paulo Antônio Barros Oliveira
Keyword(s):  
Well Being ◽  
Civil Servant ◽  
Intervention Strategies ◽  
Ecological Research ◽  
Santa Catarina ◽  
Public Servants ◽  
Work Absenteeism ◽  
The Public ◽  
Public Servant ◽  
Means Of Production

Esta pesquisa, quantitativa e de caráter ecológico, explorou um banco de dados oficial Estadual, e verificou uma série de características do perfil dos servidores públicos de Santa Catarina que se afastam do trabalho para licença de tratamento de saúde. Através dela foi possível constatar as principais causas que levam o servidor público ao absenteísmo do trabalho. Desde causas osteomusculares, que frequentemente são encontradas em estudos do gênero, até causas mentais e comportamentais que têm se apresentado cada vez mais corriqueiras no ambiente laboral. O estudo também corrobora com diversos autores citados, que tratam do absenteísmo ao trabalho com forte correlação ao adoecimento do trabalhador da área da saúde. Observa-se que há grande necessidade de haver maior entendimento destes dados visando buscar estratégias de intervenção para que o ambiente laboral do servidor público, seja visto como um universo de bem-estar, realização e evolução profissional e pessoal, e não tão somente como um meio de produção de serviços.Palavras-chave: Absenteísmo. Servidor público. Afastamentos. ABSTRACTThis quantitative and ecological research explored an official state database and was able to verify a series of characteristics in the profile of public servants in Santa Catarina who are out from work for health treatments. Because of this, it was possible to see the main causes that lead the civil servant to work absenteeism. Sometimes from musculoskeletal causes, which are often found in gender studies, others to mental and behavioral causes that have become increasingly often in the workplace environment. The study also meets with several authors cited, which deal with work absenteeism and its strong correlation to the health worker illness. It is observed that there is a wide need for greater understanding of these data in order to seek intervention strategies so that the work environment of the public servant, is seen as a universe of well-being, achievement and professional and personal evolution, and not only as a means of production or services.Keywords: Absenteeism. Public Employee. Absences.

scholarly journals Disaster politics: Cyclone politicking and electioneering in the Kingdom of Tonga

Te Kaharoa ◽  
2014 ◽  
Vol 7 (1) ◽  
Author(s):  
Teena Brown Pulu
Keyword(s):  
Prime Minister ◽  
Local Economy ◽  
Public Servants ◽  
Political Spectacle ◽  
The Public ◽  
Finance Minister ◽  
The Right ◽  
The Masses ◽  
The Cost ◽  
The Impact

Entering the new year of 2014 the Kingdom of Tonga had enough to worry about; a local economy choking to near death and a finance minister sacked and replaced in a political spectacle leaving the public baffled over what went wrong between him and the Prime Minister (Fayle, 2014; Lopeti, 2014c; Fonua, 2014b).  People uttered they looked forward to the end of year election tentatively set for Thursday November 27th.  The 2010 register of around forty thousand voters had increased at the 2014 intake by four thousand, mostly voters who had turned the age of suffrage at twenty one years old.  The chorus call from the masses was simple, vote them out.  Then Cyclone Ian struck on Saturday 11 January 2014 aggravating Tonga’s money shortage. Journalist Pesi Fonua wrote “the impact on the Tongan economy of the cyclone and the salary rise for civil servants at this point of time is a matter of great concern” (Fonua, 2014a).  He was right.  The state and taxpayers could not afford economic recovery from Tonga’s cruellest cyclone, a symptom of climate change, let alone paying for a 5% rise in the cost of living allowance for public servants.  As the national debt distress sore became inflamed the Public Service Association decided it was the right time to fight cabinet for a 22% living allowance rise because 5% was not enough (Lopeti, 2014a).  This essay asks a pointed question.  Leading up to the general election of November 2014, how was cyclone politicking being manoeuvred to sway the way people would vote?

scholarly journals The Public Servants’ Response When Facing Pandemic: The Role of Public Service Motivation, Accountability Pressure, and Emergency Response Capacity

Healthcare ◽  
2021 ◽  
Vol 9 (5) ◽  
pp. 529
Author(s):  
Yong Ye ◽  
Yang Liu ◽  
Xiaojun Zhang
Keyword(s):  
Emergency Response ◽  
Public Service ◽  
Public Service Motivation ◽  
Vital Role ◽  
Civil Servants ◽  
Public Servants ◽  
The Public ◽  
Response Capacity ◽  
Medium Level ◽  
And Control

(1) Background: Public servants are regarded as guardians of the public interest, and their pandemic response played a vital role in controlling the spread of the epidemic. However, there is limited knowledge of the factors that influence public servants’ response (PSR) when facing pandemic prevention and control tasks. (2) Methods: Based on the theory of planned behavior (TPB), models were constructed and a regression method was employed with Chinese civil servant data to investigate how PSR is influenced by public service motivation (PSM), accountability pressure (AP), and emergency response capacity (ERC). (3) Results and discussion: PSM, AP, and ERC all have a positive effect on PSR, with AP having the greatest influence, followed by PSM and ERC. The effects of PSM, AP, and ERC on PSR have group heterogeneity, which had little effect on civil servants with very low levels of PSR and the greatest impact on civil servants with medium-level PSR. Job categories of civil servants also are a factor related to PSR; PSM and AP have the strongest effects on civil servants in professional technology, and ERC has the greatest influence on administrative law enforcement. Moreover, gender, administrative level, and leadership positions also have an impact on PSR. (4) Conclusions: Based on the factors of PSR, we found at least three important aspects that governments need to consider in encouraging PSR when facing a pandemic.

scholarly journals Organizational Behavior in the Central Public Institutions

2019 ◽  
Vol 25 (2) ◽  
pp. 163-168
Author(s):  
Evelyne Ingrid Mitu ◽  
Elena Loredana Comănescu
Keyword(s):  
Human Resources ◽  
Qualitative Analysis ◽  
Organizational Behavior ◽  
Public Service ◽  
System Analysis ◽  
Service System ◽  
Public Institutions ◽  
Civil Servants ◽  
The Public ◽  
The Relationship

Abstract Redefining recruitment systems and evaluating civil servants to take into account a number of general macroeconomic issues. Professionalization of the public function in order to identify future practical solutions to recruitment and evaluation processes is necessary to make a decision on several fundamental aspects of the public service system. Analysis of the relationship between the available human resources and the probable evolution of the quantitative and qualitative analysis of the existing resources as well as the design of future resources.

scholarly journals MOTIVAÇÃO DOS SERVIDORES DA PREVIDÊNCIA DO ESTADO DE SÃO PAULO

2021 ◽  
Vol 9 (207) ◽  
pp. 1-31
Author(s):  
Bruna Serafim Teixeira
Keyword(s):  
Public Service ◽  
Sao Paulo ◽  
Career Progression ◽  
The State ◽  
Civil Servants ◽  
São Paulo ◽  
Motivating Factors ◽  
Public Servants ◽  
The Public ◽  
Ultimate Objective

The motivation for the public service of civil servants is an essential factor for the pursuit of public ends with a view to guaranteeing social welfare, the ultimate objective of the State. In this context, public servants are inserted as guarantors of this purpose, and the motivating factors and those that generate dissatisfaction must be constantly analyzed by the decisionmaking managers of the Administration bodies. Based on the study by Perry (1996), adapted for the Brazilian scenario in an unprecedented study carried out by Moraes (2017), the Public Service Motivation (PSM) scale was used to measure the motivation for the public service of the civil servants of the social security agency of the State of São Paulo, as well as analyzing, by the quantitative method, motivating factors, as well as causes of dissatisfaction, relevant to the provision of public service. It was found that factors such as salary and difficulty in career progression are causes that, in addition to generating dissatisfaction, are capable of affecting motivation, which prevails among civil servants at the beginning of their careers and in technical positions, with less autonomy, responsibility and education level. In this sense, it is necessary to adopt measures capable of supplying or minimizing such effects in order to increase the levels of motivation and satisfaction for the public service, which are able to increase the effectiveness and productivity in the provision of the public service. Measures such as a fairer and more attractive career progression plan, greater autonomy and power to participate in decision-making can favor this scenario.

scholarly journals COMPARISON OF PROFESSIONAL TRAINING OF PUBLIC SERVANTS IN SERBIA AND SELECTED COUNTRIES

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
Igor Vukonjanski
Keyword(s):  
Professional Development ◽  
Public Administration ◽  
Professional Training ◽  
Monitoring And Evaluation ◽  
Civil Servants ◽  
Public Servants ◽  
The Public ◽  
Development Factor ◽  
State Administration ◽  
The Republic

The paper presents the experiences of Serbia and selected European Union countries in the field of professional development of civil servants as one of the most important factors in the reform processes of professionalisation and depolitization of the public sector. The performed comparison showed that the professional development of public servants in the observed countries has certain similarities, but also differences.Similarities relate firstly to the already established general consent to the treatment of this area as an important development factor for each state, then in the organization of management of professional development, as well as the technology of that performance with the accompanying evaluations. It was noted that the professional development of civil servants in the Republic of Serbia is still not being given the necessary attention in higher education, while significant improvements have been made in terms of improving the form of professional development through training and seminars.As for the technology of the observed professional development, it is in Serbia in the stage of constitution, and the expectations are that the latest amendments to the laws will improve this area. The significance of this contribution should be achieved through the work of the National Academy of Public Administration, as newly established centralized institutions entrusted with all expert and related executive and other state administration tasks related to the preparation, organization, monitoring and evaluation of the program of professional development of employees in public administration.

scholarly journals Enhancing the Effectiveness of Training through Information Feedback - The Case of Slovenia's Public Administration

Organizacija ◽  
2009 ◽  
Vol 42 (6) ◽  
pp. 211-221
Author(s):  
Blaž Rodič ◽  
Gozdana Miglič ◽  
Goran Vukovič ◽  
Bruno Završnik ◽  
Robert Leskovar
Keyword(s):  
Public Administration ◽  
Training Evaluation ◽  
Civil Servants ◽  
Information Feedback ◽  
Highly Qualified ◽  
Public Servants ◽  
Sound System ◽  
The Public ◽  
Service Training ◽  
Effectiveness Of Training

Enhancing the Effectiveness of Training through Information Feedback - The Case of Slovenia's Public AdministrationAfter the fall of the Berlin wall, the public administrations in Central and Eastern European countries have had to adapt to an enormous number of changes in a relatively short time. Their civil servants are still facing a constantly changing regulatory framework which needs implementation and enforcement, as well as new demands from the growing private sector and the citizens. These challenges can only be met if the civil servants are highly qualified and constantly updating their qualifications. A sound system of in-service training is therefore crucial to keep the public servants on equal footing with the rapidly changing environment. The research presented in this paper analyzed the practices of training evaluation as an information feedback in a branch of Slovene state administration. We analyzed the attitudes of employees towards evaluation with the assumption that there probably are notable differences between the attitudes of public servants depending on their demographic qualities. The results of the research, that 414 public servants have participated in, show that the position in the hierarchy has the strongest influence on their attitude towards evaluation. Empirical data also show that most of the employees are willing to participate in a continuous and objective training evaluation, but the leading public servants are less involved in the evaluation than expected.

scholarly journals PENGARUH BUDAYA KERJA PEGAWAI NEGERI SIPIL TERHADAP PELAYANAN PUBLIK DI DINAS CATATAN SIPIL DAN KEPENDUDUKAN KOTA PAYAKUMBUH

Humanus ◽  
2014 ◽  
Vol 13 (2) ◽  
pp. 180 ◽  
Author(s):  
Aldri Frinaldi
Keyword(s):  
Public Service ◽  
Civil Servants ◽  
Work Culture ◽  
Public Servants ◽  
The Public ◽  
Civil Registration ◽  
Whole Process ◽  
The Government ◽  
Positive Work Culture ◽  
The Many

The many negative assessments of the work culture of civil servants in public service is an issue that must be addressed by the government and local government. This research was conducted by formulating the problem of how culture influences the work of civil servants in the public service in the Payakumbuh Civil Registry Office in order to analyze the work culture of civil servants in an effort to improve the quality of human resources in public services. This study used a descriptive quantitative approach. The population is all employees in the Payakumbuh’s Department of Population and Civil Registration amounting 30 people based on the data in the month of December 2013. Due to the small number of population in this study, total sampling is applied. The data is collected by spreading questionnaires to all respondents and then returned after some time, whose whole process took place from October to December 2013. The questionnaire was scaled based on Likert scale that is made in a positive statement. The result of the study shows that in general the work culture of civil servants in the Payakumbuh’s Department of Population and Civil Registration are very good, although two indicators are still mediocre. The effort to improve these two indicators are suggested by training programs based on local wisdom and the involvement of stakeholders who are experts in the field by the Payakumbuh administration in building and cultivating a positive work culture based on local wisdom. Keywords: work culture, public servants, public service

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