JKAP (Jurnal Kebijakan dan Administrasi Publik)
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Kolaborasi Pemerintah, Polisi dan Masyarakat: Pengalaman COP Malioboro
No full textCommunity Oriented Policing (COP) is an effort of monitoring security by stressing on local initiatives, public and private partnership and policing and policing with the community. It is aimed at, establishing and sustaining community-police-government partnership through a problem solving approach responsive to the needs and demands of the community. COP promotes and support organizational strategies to address the causes and to reduce the fear of crime and social disorder. By partnership, COP insist role and paradigm changes of government, police, and community. This paper describe the collaborative effort and their problems among community, police and the local government
Pembagian Kewenangan dalam Pelayanan Publik antara Pemerintah Pusat dan Pemerintah Daerah
No full textThe implementation of new laws on local autonomy in Indonesia has arisen hopes democracy an better services at the local level. However, these no hopes have not materialized as yer due to various barriers. The local stakeholders are not well prepared with the increasing discretionary powers. They tended to abuse their powers and neglected public interests, which resulted in loss qualified public services. Thing are more complicated as central government officials have not ready to share authorities with their local counterparts. Local government budgets are still depended on subsidies from the central government. It is difficult for the local government to carry out autonomous and efficient public services long as the financial issues are not resolved
Model Pengembangan Karir Pegawai Berperspektif Gender dalam Organisasi Publik
No full textHuman resource (HR) is strategic factor for organization including public organization in reaching its purpose. HR as strategic factor thereby must developed with various mechanism and method which can push optimalisation of potency by all officer. Career expansion models in one of mechanism which can be designed by management of organization to push every officer to application at the same time develops its ladder and responsibility. In practical level, human resource potency in this case men and woman in accessing development opportunity of career they well. Construction gender in public organization both for yielded internally (organizational management) and also external reflact situation of social embosoming which certain gender type, especially woman hindered in developing her potency. Condition will affect at organization performance that's not optimal, because HR potency cannot be powered carefully. Therefore, career expansion models based on gender perspective can adopt problems, requirement of men and especially for woman, will become necessary instrument for organization in reaching its purpose effectively
Korupsi APBD: Ekses Negatif Otonomi Daerah (Pentingnya Kebijakan Transparansi Pengelolaan Anggaran dalam APBD)
No full textThis article tries to analyses the negative aspects of the impact of the implementation of decentralisation policy in Indonesia. The author argues that the ill-preparedness of the local governments to carryout the policy such as lack of qualified personnel and lack of control in allocating and disbursing the budget are among other factors which cause. the incident of the so-called korupsi terstruktur (structured corruption
The Capacity Building For Democratic Developmental Local Governance
No full textDesentralisasi dianggap sebagai pilar utama dalam promosi demokrasi di negara berkembang. Akan tetapi, perlu dicatat bahwa yang diharapkan oleh masyarakat bukan semata-mata proses yang demokratis, tetapi juga perdamaian dan peningkatan pendapatan ekonomi mereka. Apa yang perlu dilakukan oleh pemerintah pasca otoriter (atau pasca birokratik politik) di tingkat daerah adalah bukan hanya menciptakan pemerintahan yang demokratis tetapi juga yang developmentalis. Yang diperlukan pemerintah daerah bukan hanya sistem parlisipatoris yang melibatkan kaum bisnis dan masyarakat, tetapi juga suatu pemerintahan yang fungsional yang dapat mencapai tujuan pembangunan ekonomi dan sosial dengan semangat "kepuasan konsumen". Pembangunan kapasitas pemerintah bisa dilalukan dengan tiga lapis, bukan saja melalui perbaikan sumber Jaya manusia, tetapi juga pembentukan organisasi dan sistem yang inovatif. Datum konteks pemberantasan kemiskinan, kebijakan yang diperlukan meliputi pembangunan infrastruktur sosial, mikro-finansial dan juga pertumbuhan ekonomi untuk membuka lapangan kerja bagi
kelompok miskin
Administrasi Publik, Pembangunan dan Kemajemukan Etnis
No full textThe appalling aftermath of massive riots in Indonesia during the crisis has, in a way, reflected the inability of public administration to be an intermediary between the state and the people in a multi-ethnic society. The lack of concern of public administration on the issues of muti-ethnicity is very obvious if one observe the limited number of articles or research on ethnic conflicts and the bureaucratic politics. Most of public administration literatures assumed an ideal society which consist of individuals who can be segregated only based on age, gender, occupation and economic class, without acknowledging race, culture, and religion.
There are two course of actions to be considered to improve the capability of public administration in the process of intermediary and resolving the issue of multi-ethnicity, namely: proportional representation and affirmative action. The first is when the public administrators must consider recruitment process based on ethnic representation in the society. The second is when the public decision makers would have to take affirmative actions to allocate resources and funds to the various target groups given the fact that public policies and programs tend to create gainers and loosers in the society
Dilema Gender dalam Administrasi Publik
No full textThe thesis of this paper is that the images of administrative quality that characterized defenses of administrative power contains dilemmas of gender. The intellectual assumptions, definitions of knowledge, and values that shape administrative thinking, and in turn the conditions of people's live are likely to remain as masculine. In either case, if the structural nature of public administration is still based on the culturally masculine qualities, advancing equal opportunity and action for both women and men, cannot be counted on in and of themselves to change the tenor of public administrative affairs
Memperkokoh Posisi Departemen Kesehatan dalam Sektor Kesehatan Publik
No full textThere have been many dissappointed tendencies that health services are currently biased to the more wealthy groups in the society. Corporatisms, competitions, and the emanation of more profit-oriented health institutions have put aside the public health service for the poor. Unfortunately, even the Department of Health have failed to stand for its fundamental functions in maintaining the public health and protecting the unfortunate people. The Department have been unable to respond the competitive environment and prevent the brain drain of qualified doctors from the public hospitals to the private institutions.
It is suggested that the Department of Health should reorient its mission and tasks by applying strategic management approach. This new approach should also be accompanied with stronger external control of the public through the parliament and other pressure group; 'in the society. The author points out the importance of two elements of the society which would be effective as the control: 1) the researchers, who should be more assertive in contending the inequality of public health services; and 2) the NGO activists, who should be more sensitive and susceptible to various issues in public health. Finally, it is very important that the Department of Health has to comply with the public accountability so that their programmes would be more focused on objective issues of public health
Downizing Corporation: A Short-Gun Approach to Strategic Human Resource Management
No full textArtikel inl tidak bermaksud menawarkan cara untuk melakukan perampingan organisasi (downsizing) tetapi sekadar memberi penjelasan kepada para pemimpin mengenai pentingnya proses perampingan dalam organisasi mereka. Dua pertirnbangan pokok dalam hal ini adalah bagaimana menciptakan persepsi mengenai pentingnya perampingan dan bagaimana melaksanakannya sehingga is akan lebih banyak memberikan manfaat. Ini perlu diingat karena dalam kenyataan para pegawai yang bisa temp bertahan dalam proses yang mereka bend
alcan menjadi penenru masa depan organisasi.
Pengembangan taw kerja yang memiliki kinerja iinggi membutuhkan segenap empati dan daya-pikir agar diperoleh keyakinan dan komitmen pegawai sehingga organisasi mampu melakukan inovasi dalam melaksanakan, mengorganisasi dan memanajemeni orang. Sebagaimana dipaparkan dalam artikel ini, untuk mewujudkan ildim yang penuh dengan kepekaan hubungan antar-pribadi, komunikasi, pemberdayaan dan artikulasi visi dan misi organisasi sernacam itu, para pegawai harus mampu menjawab tantangan-tantangan berat sehingga tercipta pola perilaku yang diperlukan untuk mengejar efektiviras dan efisiens