Policies for the Development of Civil Servant Performance in the Regional Government of Bone Regency
(1) Sekolah Tinggi Ilmu Administrasi Puangrimaggalatung
(2) Sekolah Tinggi Ilmu Administrasi Puangrimaggalatung
(3) Sekolah Tinggi Ilmu Administrasi Puangrimaggalatung
(4) Sekolah Tinggi Ilmu Administrasi Puangrimaggalatung
(5) Sekolah Tinggi Ilmu Administrasi Puangrimaggalatung
(6) Universitas Muhammadiyah Bone
(*) Corresponding Author
DOI: https://doi.org/10.26858/jiap.v11i1.23209
Abstract
Globalization poses positive impacts such as advances in science and technology, facilitating the flow of information, communication, and distribution of goods and services. The negative impact of globalization is in the form of a threat to the nation's culture, the fading national identity, the dissolution of national borders, and the threat of other organizations. The impact of globalization is becoming an increasingly big and serious threat, especially when the organization lacks strong discipline. The purpose of this study is to find out how the performance of State Civil Apparatus, organizational culture concept framework, and efforts to improve the performance of Civil State Apparatus. The issue of Civil Servant performance will be accomplished and fulfilled if several factors influence it. One of the factors in question is organizational culture. Organizational culture is a philosophy, ideology, values, assumptions, beliefs, expectations, attitudes, and norms that are shared and binding in a particular community. Specifically in the culture within the organization will be determined by the conditions of the teamwork, leaders, and characteristics of the organization and the applicable administration process. Efforts to maintain the positive atmosphere of organizational culture will be able to improve employee performance, in other words, the better the organizational culture the higher the high level of performance, otherwise the worse the existing organizational culture the lower level of employee performance becomes low
Full Text:
PDFReferences
Aeni, S., Wahyuni, S., Onasis, A., Awaluddin, M., & Siraj, M. L. (2020). Human Resource Development for Farmers and Extension Officers in Supporting Farming Business Management in Bone Regency. Jurnal Ad’ministrare, 7(2), 355–362.
Arhas, S. H., & Suprianto, S. (2019). The Effectiveness of 6M Implementation at Artebo MSME. Jurnal Ad’ministrare, 6(2), 249–256.
Ayu, A., Niswaty, R., Darwis, M., & Arhas, S. H. (2019). Applying the Principles of Good Governance in the Efforts of Guiding Out-of-School Children at Social Service Offices Takalar Regency. Jurnal Office, 5(2), 51–58.
Berry, L. L., Parasuraman, A., & Zeithaml, V. A. (1988). The service-quality puzzle. Business Horizons, 31(5), 35–43.
Bogataj, D., Bogataj, M., & Drobne, S. (2019). Interactions between flows of human resources in functional regions and flows of inventories in dynamic processes of global supply chains. International Journal of Production Economics, 209, 215–225. https://doi.org/https://doi.org/10.1016/j.ijpe.2017.10.018
Denison, D. R. (1990). Corporate culture and organizational effectiveness. John Wiley & Sons.
Drucker, P. (2012). Management. In Management. https://doi.org/10.4324/9780080939063
Escribano, G., Paredes-Gazquez, J., & San-Martín, E. (2020). The European Union and the good governance of energy resources: Practicing what it preaches? Energy Policy, 147, 111884. https://doi.org/https://doi.org/10.1016/j.enpol.2020.111884
Hayton, J. C., & McEvoy, G. M. (2005). Innovations in teaching in human resources and industrial relations: Editors’ introduction to the special issue. Human Resource Management Review, 15(3), 183–186. https://doi.org/https://doi.org/10.1016/j.hrmr.2005.11.001
Long, X., Yu, H., Sun, M., Wang, X.-C., Klemeš, J. J., Xie, W., Wang, C., Li, W., & Wang, Y. (2020). Sustainability evaluation based on the Three-dimensional Ecological Footprint and Human Development Index: A case study on the four island regions in China. Journal of Environmental Management, 265, 110509. https://doi.org/https://doi.org/10.1016/j.jenvman.2020.110509
Maciá Pérez, F., Berna Martinez, J. V., & Lorenzo Fonseca, I. (2021). Strategic IT alignment Projects. Towards Good Governance. Computer Standards & Interfaces, 76, 103514. https://doi.org/https://doi.org/10.1016/j.csi.2021.103514
Mikhaylov, F., Julia, K., & Eldar, S. (2014). Current Tendencies of the Development of Service of Human Resources Management. Procedia - Social and Behavioral Sciences, 150, 330–335. https://doi.org/https://doi.org/10.1016/j.sbspro.2014.09.072
Omri, A., & Ben Mabrouk, N. (2020). Good governance for sustainable development goals: Getting ahead of the pack or falling behind? Environmental Impact Assessment Review, 83, 106388. https://doi.org/https://doi.org/10.1016/j.eiar.2020.106388
Robbins, S. P., & Coulter, M. (2012). Management. In Pearson.
Robins, stephen. p. (2014). Teori Budaya Organisasi. In Perilaku Organisasi.
Sari, W. P. I., Jamaluddin, J., Saleh, S., & Arhas, S. H. (2020). Influence of Compensation on Work Performance in the District Office of Bissappu, Bantaeng Regency. Jurnal Ad’ministrare, 6(2), 105–114.
Sarman, H., Akib, H., & Niswaty, R. (2015). Pengaruh Pengawasan Terhadap Disiplin Kerja Pegawai pada Kantor Kecamatan Ujung Kota Parepare. Jurnal Office, 1(2), 115–122.
Seers, D. (1969). The meaning of development (Vol. 44). Institute of Development Studies at the University of Sussex.
Takada, E., Saito, S., Sakamoto, F., Suzuki, S., Shibata, Y., Yoneda, T., Minoda, A., Tenzo, H., Iwata, N., Nakamura, I., Yajima, K., & Nakahira, K. T. (2019). Development and Improvement of Human Resource Development in Nuclear Engineering for National College Students in Japan. Procedia Computer Science, 159, 2580–2588. https://doi.org/https://doi.org/10.1016/j.procs.2019.09.258
Zhang, Y. E., & Nesbit, P. L. (2018). Talent Development in China: Human resource managers’ perception of the Value of the MBA. The International Journal of Management Education, 16(3), 380–393. https://doi.org/https://doi.org/10.1016/j.ijme.2018.06.001
Article Metrics
Abstract view : 213 times | PDF view : 41 timesRefbacks
- There are currently no refbacks.
Copyright (c) 2021 M. Awaluddin A., Andi Cahaya, Irmawati Irmawati, Anita Syam, Mashuri Mashuri, Maria Herlinda
This work is licensed under a Creative Commons Attribution 4.0 International License.
Diterbitkan oleh:
Program Studi Ilmu Administrasi Publik
Program Pascasarjana Universitas Negeri Makassar
JIAP Index By:
This work is licensed under a Creative Commons Attribution 4.0 International License.