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All Journal Jurnal Ilmu Sosial dan Ilmu Politik BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik
Agus Wahyuadianto, Agus
Pusat Kajian dan Pendidikan dan Pelatihan Aparatur I LAN
Economics, Econometrics & Finance Education Law, Crime, Criminology & Criminal Justice Social Sciences

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Evaluation Study of the Implementation of Flexible Working Arrangement in Public Sector Organization during Covid-19 Pandemic Tasrin, krismiyati; Wahyuadianto, Agus; Pratiwi, Pratiwi; Masrully, Masrully
BISNIS & BIROKRASI: Jurnal Ilmu Administrasi dan Organisasi Vol. 28, No. 3
Publisher : UI Scholars Hub

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The studies of Flexible Working Arrangement (FWA) have increased significantly in 2020. However, most studies are focused on the benefits and risks of FWA in general or particular jobs. The model of FWA implementation in different characteristics of jobs to improve performances are still insufficiently researched. Using a case study with qualitative and quasi-statistic data, this study investigates the Indonesian public sector in implementing FWA policy. Investigating Indonesia allows the researchers to describe how FWA in a mandated leading training institute promotes performances in different types of jobs. This study finds that each department endured unique circumstances. The Research Department could apply for full FWA due to employees’ high work autonomy, sufficient work equipment, adequate individual competency, compatibility for virtual communication, and high satisfaction while working at home. The Training Department had a similar level of readiness even though many of its staff preferred work at the office. Meanwhile, the Competency Assessment Department was bound to categorize tasks based on their possibility to be accomplished at home or office before applying FWA, due to its transition toward the e-assessment system. Finally, the Administration Department needed extra effort before applying FWA, which included out-of-office work-objects accessibility for its employees, paid special attention to competency gap among employees particularly IT skills, and overcame limited work equipment at home. Above all, organizations are required to focus on performance management notably in tasks distribution, work supervision, feedback, and maintenance of trust between employees and the management team.
Continuities of Public Service Innovations (PSIs) in Indonesia's Local Governments' Health Services: Whose Initiative Has a Higher Success Rate? Pratiwi, Pratiwi; Amalia, Shafiera; Wahyuadianto, Agus; Masrully, Masrully; Setya Nugroho, Candra
JSP (Jurnal Ilmu Sosial dan ilmu Poltik) Vol 27, No 3 (2024): March
Publisher : Faculty of Social and Political Sciences, Universitas Gadjah Mada

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.22146/jsp.78742

Abstract

Public Service Innovations (PSIs) have improved public services and increased public values. However, previous studies have shown that public servants saw PSIs as risky interventions because of the perceived uncertain outcomes, lack of support and recognition, opposition against incumbent culture, and negative public scrutiny in case of failure. These perceived risks have led to risk-averse behaviour in public service and incremental or discontinued innovations. Earlier studies on PSIs’ continuity have focused on leadership, engagement, collaborations, and organisational cultures in developed countries. However, the mechanism of engagements, collaborations, organisational culture, and leadership types remains unclear. This study aims to investigate the characteristics of sustainable PSIs in Indonesia and how authorities are exercised. In doing so, 11 PSIs in Indonesian health services—facilitated by staff or leaders—are compared and contrasted. The findings indicate that staff-initiated PSIs are prompted by community needs, use routine visits as a collaboration mechanism, and engage more stakeholders. The shortcoming is that the staff-initiated PSIs need more formal team assignments. The advantage is that they strengthen social capital and decrease community health problems. On the other hand, PSIs that were initiated by formal leaders are stimulated by formal antecedents, such as low achievement of development targets. Leaders-initiated PSIs also use capacity development programs to collaborate and increase the achievement of development targets. A novel finding to add to previous studies is that collaborating with other existing programs contributes to PSIs’ continuity. The managerial implication of this study is to stimulate front-liners in initiating PSIs.
Penyalahgunaan Kekuasaan di Dalam Organisasi Kerja Wahyuadianto, Agus
Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik Vol 11, No 3 (2008)
Publisher : Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31845/jwk.v11i3.364

Abstract

Power abuse is a misuse of power which is granted to person. If it was informal usually will not make huge effect, but if it was a power is given by government then the destruction effect will broader because it is connected with more people. We can take Attorney Urip Tri gunawan who senteced 20 years and imprisoned and Rp 500 million penalties, for taking bribery worth US$ 6,000 for Bantuan Likuiditas Bank Indonesia II case. He used his power as the investigator chieff for that case to win the accused. This action can be categorised as organisational politic as well. Because he tried to fulfil his personal aims, even though they were contradicted with his organisation aims, in this case General Attoney. Organisational politic happens in every organisation in various intensity. But it gives more negative effects than the positive ones. Therefore it thas to be controlled from destroy organisation performance and keep the organisational misbehaviour called, workplace psychopath. This term refer to psychopathic activity inside organisation which destroy personnel psychologically.
Pedoman Praktis Penyusunan Kamus Kompetensi Teknis Aparatur Sipil Negara Wahyuadianto, Agus; Saputro, Hendra Nugroho
Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik Vol 23, No 1 (2020)
Publisher : Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31845/jwk.v23i1.155

Abstract

Competency dictionary and job standard for Indonesian civil servant has been exposed in The Decree of Ministry of Administrative and Bureaucratic Reform Number 38 Year of 2017. This decree gives ample explanation on managerial and social-cultural competencies, including the exact lists of competency titles and the application toward each job level. On the other hand, the similar treatment does not applied toward technical competency, only general guidance included. Since all ministries and non-ministerial government institutions must develop technical competency dictionary and job standard for their own governmental affairs, thus the need of the guidance is heightened. This study aims for creating practical guidance in developing technical competency dictionary along with the example. Qualitative approach with case study was used in this study. Moreover, data was gathered through literature examination, focus group discussion, and workshop. As the result, there are three steps in developing technical competency dictionary, ie: (1) identifying technical competency title using organization main duties and function cascading technique; (2) deciding technical competency levels using Taxonomy Bloom theory; and (3) writing down compatible behaviour indicators using guidance matrix. In addition, example provided for every step in order to ease the guidance practicality. Hopefully, this practical guidance could help human resource practitioner in developing technical competency dictionary, especially in Indonesian civil servant context. Furthermore, this article will add different perspective toward competency studies.
The Strategy Focused Organization:How Balanced Scorecard Companies Thrive in The New Business Environment Wahyuadianto, Agus
Jurnal Wacana Kinerja: Kajian Praktis-Akademis Kinerja dan Administrasi Pelayanan Publik Vol 11, No 4 (2008)
Publisher : Pusat Pembelajaran dan Strategi Kebijakan Talenta Aparatur Sipil Negara Nasional

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.31845/jwk.v11i4.359

Abstract

Buku ini semacam kelanjutan dari buku Kaplan sebelumnya yakni The Balanced Scorecard yang diterbitkan pada tahun 1996. Buku tersebut telah menjadi hit dan konsepnya digunakan oleh perusahaan swasta, militer, organisasi nirlaba bahkan instansi pemerintah. Di tahun 1997, J. Kurtzman mencatat 64 persen perusahaan yang pernah ditemuinya menggunakan model pengukuran kinerja yang sangat mirip dengan Balanced Scorecard. Kepopuleran konsep tersebut tidak diragukan lagi
Co-Authors Amalia, Shafiera Masrully, Masrully Pratiwi Pratiwi Saputro, Hendra Nugroho Setya Nugroho, Candra Tasrin, Krismiyati