scholarly journals Pengembangan Kapasitas Pegawai untuk Mewujudkan Good Governance pada Kantor Dinas Kepemudaan dan Olahraga Kota Palembang

2019 ◽  
Vol 2 (1) ◽  
pp. 8-16
Author(s):  
Dian Novita Fajar Sari
Keyword(s):  
Capacity Building ◽  
Good Governance ◽  
Public Organization ◽  
Early Step ◽  
Public Servants ◽  
Employment Agency ◽  
Administrative Service ◽  
Collective Commitment ◽  
Work Contract ◽  
Local Employment

Abstract: Capacity Building of Public Servants to Attain Good Governance (Study at The Office of youth and sports services Kota Palembang). The realization of good governance needs professional and competent public servants. Early step that shall be taken by local government is capacity building of public servants in every public organization in the local. One public organization that is Local Employment Agency of Palembang city. Result of research indicates that capacity building of public servants at Local Employment Agency of Palembang City in general has been quite well. Employee transparency for information openness is not working optimally. Employee responsiveness to administrative service is adequate. Employee equality in delivering service is sufficient. Capacity building of public servants must be supported by enthusiastic leadership which drives employee and collective commitment based on work contract and employee agreement. Employee must be made understood through socialization, internal session or even internal regulation.    

scholarly journals Pengembangan Kapasitas Pegawai untuk Mewujudkan Good Governance pada Kantor Badan Kepegawaian dan Pengembangan Sumber Daya Manusia (BKPSDM) Kota Palembang

2019 ◽  
Vol 2 (1) ◽  
pp. 29-38
Author(s):  
Yofitri Heny Wahyuli
Keyword(s):  
Capacity Building ◽  
Human Resource Development ◽  
Good Governance ◽  
Public Organization ◽  
Public Servants ◽  
Employment Agency ◽  
Administrative Service ◽  
Collective Commitment ◽  
Work Contract ◽  
Local Employment

Abstract: Capacity Building of Public Servants to Attain Good Governance (Study at The Office of Personel agency and human resource development (BKPSDM) Kota Palembang). The realization of good governance needs professional and competent public servants. Early step that shall be taken by local government is capacity building of public servants in every public organization in the local. One public organization that is Local Employment Agency of Palembang city. Result of research indicates that capacity building of public servants at Local Employment Agency of Palembang City in general has been quite well. Employee transparency for information openness is not working optimally. Employee responsiveness to administrative service is adequate. Employee equality in delivering service is sufficient. Capacity building of public servants must be supported by enthusiastic leadership which drives employee and collective commitment based on work contract and employee agreement. Employee must be made understood through socialization, internal session or even internal regulation.  

scholarly journals Civil Servants Performance Analysis of Education, Youth And Sports Department in Bantul District 2017

2019 ◽  
Vol 3 (1) ◽  
pp. 35
Author(s):  
Surya Jaya Abadi ◽  
Muhammad Eko Atmojo ◽  
Helen Dian Fridayani
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Good Governance ◽  
Health Workers ◽  
Civil Servants ◽  
Public Servants ◽  
Organization Management ◽  
Institutional Aspects ◽  
Bureaucratic Reform ◽  
And Training

Bureaucratic reform is an effort to reform and change fundamentally in a system of governance that involves institutional aspects (organization), management (business process) and human resources apparatus to realize good governance. In Law No. 5 of 2014 concerning the State Civil Apparatus where has a function as the executor of public policy and public servants. The lack of civil servants within the Bantul Regency Government, such as teachers, health workers and technical personnel, are caused by the presence of retired employees and the enactment of the civil servants candidate (CPNS) moratorium policy which causes the workload (ABK) figures of an organization and employees to be heavier than before which can affect public service quality. The method used in this study is descriptive qualitative. The results showed that the performance of civil servants in the Education, Youth and Sports department was very good, besides that the arrangement of work plans was also in accordance with the standards of the organization. However, there are some obstacles, especially in the timeliness of completing assignments, and the ideas or initiatives of civil servants in delivering ideas are still lacking. Meanwhile, the factors that influence civil servants performance in carrying out their tasks are lack of human resources, the presence of seniority and the lack of awareness of ASN about the importance of implementing education and training.

LEADERSHIP AND SOCIAL INFLUENCE: ASSESSING THE FUTURE-READY HUMAN SKILLS TOWARDS THE EFFECTIVENESS OF GOOD GOVERNANCE PRACTICES

2021 ◽  
Vol 7 (2) ◽  
pp. 35-38
Author(s):  
Zawiyah Mahmood ◽  
Shathees Baskaran
Keyword(s):  
Social Influence ◽  
Good Governance ◽  
Leadership Traits ◽  
Public Servants ◽  
Effective Leaders ◽  
The Social ◽  
Governance Practices ◽  
Public Organisation ◽  
Human Skills ◽  
Influence Process

Leadership and social influence have been hotly debated as among the top 21st-century skills. Previous research on leadership and social influence has focused mostly on leadership traits and characteristics, while little research has examined the social influence process by which public servants become effective leaders. The purpose of this paper is to develop an initial review from a public service perspective to outline the skill that contributes to the development as a future-ready human skill by public servants. This conceptual paper relies on prior research and existing theory to focus on the developmental processes that lead to acquiring the leadership and social influence skill as future-ready human skills. Additionally, leadership and social influence skills could contribute to particular behaviours to the effectiveness of good governance practices. Based on the literature review, it is assumed that there is a positive relationship between leadership and social influence and the effectiveness of good governance practices. Most importantly, this paper addresses how the skill is unique and most realistically developed in a public organisation.

scholarly journals IMPLEMENTASI GOOD GOVERNANCE SEBAGAI UPAYA PENCEGAHAN PENYAKIT BIROKRASI DALAM PELAYANAN PUBLIK (STUDI KASUS KASUS PELAYANAN ADMINISTRASI KEPENDUDUKAN DI KANTOR KECAMATAN MEDAN HELVETIA

2021 ◽  
Vol 29 (2) ◽  
pp. 24
Author(s):  
Pangeran Teguh Anugrah ◽  
Abdul Kadir ◽  
Pin Pin
Keyword(s):  
Human Resources ◽  
Public Service ◽  
Public Services ◽  
Good Governance ◽  
Secondary Data ◽  
Primary Data ◽  
Organizational Relationships ◽  
Public Servants ◽  
The Public ◽  
The Government

District is part of the government organization that is closest to dealing directly with the community and spearheading the success of regional development, especially in Medan, where the District will be seen directly in planning and controlling development and services, and a reflection of good governance in Medan. The objectives of this study are as follows: (i) to describe the Good Governance implementation in the District, especially in the District of Medan Helvetia, (ii) to analyze the factors that support and inhibit the implementation in the District, especially in the District of Medan Helvetia.The form of descriptive research using a qualitative approach, this research was conducted in the District of Medan Helvetia. The informants consisted of key informants, namely the Head of District and their apparatus as many as 4 people who were determined purposively and the Main informant namely the community who were taken accidentally as many as 20 people at the time of the study. Primary data comes from interviews and secondary data from literature studies and other written documents. After the data and information needed has been collected, the researcher then sifts through the data and information into the research indicators that have been determined. After the data and information are grouped, the researcher then presents the data and analyzes the data qualitatively.Research Results: The good governance implementation in Medan Helvetia District Office refers to the Decree of the District of Medan Helvetia number 138/19-17/SK-MH/IX/2015 on Standard Operating Procedures (SOP) in Medan Helvetia District Environment. In general, the implementation analysis as follows: (i) Standards and Policy Objectives: public servants have attempted to achieve the public service goals they have set, (ii) Resources: human resources and support resources or facilities, researchers see still shortcomings, (iii) Inter-Organizational Relations: inter-organizational relationships implemented in Medan Helvetia  District are good, (iv) Characteristics of the Implementing Agent: the characteristics of the existing implementing agent can already be applied by the implementor of public services in both the public service in Medan Helvetia district, (v) Social, Political, and Economic Conditions: on the variable social, economic and political conditions, the implementors of public services in providing public services do not discriminate between each other, (vi) Implementor Disposition: the attitude given by the implementor of public services is friendly and courteous when providing public services. Supporting factors are cooperation with stakeholders, commitment of the head district (Camat), and the economic potential of the region and opportunities of private CSR, while the Inhibitor Factors are Lack of community participation, lack of human resources apparatus, lack of funds and some damaged road and drainage infrastructure.

scholarly journals PUBLIC ADMINISTRATION AND THE CHALLENGE OF NATIONAL DEVELOPMENT IN NIGERIA: CHALLENGES AND PROSPECTS

2020 ◽  
Vol 7 (1) ◽  
pp. 39-45
Author(s):  
Dominic Shimawua ◽  
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Large Scale ◽  
Good Governance ◽  
National Development ◽  
Capacity Utilization ◽  
Poor Performance ◽  
Public Servants ◽  
The Public ◽  
High Crime

Contemporary Nigeria is plagued with the problems of widespread poverty, large-scale unemployment, technological backwardness, low capacity utilization, inadequate and decayed social and physicalinfrastructure, high incidence of diseases, high crime rate, among others. These disturbing socio-economicindicators in Nigeria are among the worst in the world. Ironically, these unpleasant indicators exist side-byside the country’s great national wealth and potentials, with an enviable stock of human resources whopossess knowledge, expertise and skills especially in the public service. Unfortunately, it appears these knowledgeable public servants are unable to serve as catalysts in the development of the nation. This situation makes the Nigerian case paradoxical. The objective of this study therefore is to identify the challenges preventing Nigerian public administration from playing its catalyzing role in the development of the country as well as to proffer possible solutions. One of the findings is that bribery and corruption are a bane of Nigerian public administration. In fact, they constitute a serious impediment to national development. The paper recommends, inter alia, the empowering of the anti-corruption institutions and introduction of information and communication technology in public governance. The paper submits that the label of poor performance and absence of excellence in the public service has the tendency to undermine development and good governance in Nigeria.

scholarly journals The role of mental revolution training on the improvement of civil servant professionalism in public services in DKI Jakarta Provincial Government

1970 ◽  
Vol 1 (1) ◽  
pp. 30-38
Author(s):  
Budi Sukmajadi
Keyword(s):  
Public Service ◽  
Public Services ◽  
Civil Servant ◽  
Provincial Government ◽  
Public Servants ◽  
Training Material ◽  
Government Regulations ◽  
Employee Discipline ◽  
Administrative Service

The responsibility of State Civil Servant (ASN) has been clearly stated in the ASN Law. Furthermore, it is also regulated in Government Regulations concerning Employee Discipline. Nonetheless, there is still negative stigma in the implementation and the community judgement, such as laziness in work, money orientation in completing administrative service tasks, misunderstanding of the main duties and functions of the employees, breaking the regulation and looking for shortcuts to achieve goals in gaining positions and even worse, performing corruption. This paper discusses the idea of the role of mental revolution training to become more productive and professional ASN. The mental revolution training is a concrete step in shaping the mental of professional public servants. The subjects of public service mental revolution training material refers to how an ASN should have perspective, way of thinking and working thus that it is likely expected that the training could improve the professionalism of ASN as public servants.

scholarly journals Local government and good governance: The case of Samoa

1970 ◽  
pp. 7-21
Author(s):  
Desmond Uelese Amosa
Keyword(s):  
Local Government ◽  
Capacity Building ◽  
Millennium Development Goals ◽  
Good Governance ◽  
Positive Development ◽  
Cultural Measures ◽  
Building Process ◽  
Governance Practices ◽  
Development Goals ◽  
The Many

Samoa is one of the many small developing countries that are now joining the international call to strengthen local government in a global effort to advance this institution as a recognized force for positive development, especially with respect to the achievement of Millennium Development Goals (MDGs). Part of the process includes the introduction of good governance practices through capacity building in order for local government to become proficient in managing resources and to be efficient and effective in service delivery. Accountability and transparency are central to the capacity building process. This paper finds that these central principles of good governance are neither novel nor foreign to the cultural and social practices of local government in Samoa. Hence, it is argued that any attempt to build the capacity of local government in Samoa should involve enhancing and embracing those established cultural measures that underpin accountability and transparency

The Importance of International Environmental Enforcement Networks - INECE as an example

elni Review ◽  
2005 ◽  
pp. 3-7
Author(s):  
Jo J.A. Gerardu ◽  
Durwood Zaelke
Keyword(s):  
Sustainable Development ◽  
Capacity Building ◽  
Rule Of Law ◽  
Good Governance ◽  
Global Scale ◽  
Environmental Compliance ◽  
International Network ◽  
Environmental Laws ◽  
Environmental Enforcement ◽  
The Rule Of Law

There is a need for improved enforcement of environmental laws on a global scale. This is a fundamental component of promoting the rule of law and good governance to achieve sustainable development. The International Network for Environmental Compliance and Enforcement (INECE) is a trans-governmental network that fosters capacity building, education, and enforcement co-operation in furtherance of these goals. This article presents some of the results of more than 15 years of INECE activities.

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