PublikA, Jurnal Ilmu Administrasi Negara
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<![CDATA[KINERJA DINAS KEBERSIHAN DAN PERTAMANAN KOTA PONTIANAK DALAM PENGELOLAAN SAMPAH DI KELURAHAN SAIGONKECAMATAN PONTIANAK TIMUR ]]>
<![CDATA[Queen Mona Oktaviani E.01108117]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.182
<![CDATA[This article is motivated to investigate the performance of the sanitation department and landscaping Pontianak city in saigon waste management in urban districts in the eastern pontianak handle the amount of garbage strewn and lack of trash that does not fit into the population.To be more clear, we propose the following research issues: “How Performance Management and Control Field At Cleanliness and Sanitation Department of Pontianak in Pontianak District East Village Saigon is assessed through aspects of collection, transportation and processing of waste?”. As for the purpose of this research is you want to know and analyze the performance of Field How Cleanliness Management and Control of the Department of Hygiene and Pontianak in waste management in Saigon Village District East Pontianak in aspects of the collection, transport, and waste management. Research methods here the authors use descriptive research and data collection techniques used in this study is the observation, interviews, documentation, while data analysis techniques the author uses descriptive qualitative technique in which the collected data is processed and analyzed qualitatively.From the analysis of the data showed that based on research and discussions that have been described, it can be concluded that the quality of the performance of Field Management and Control of the Cleanliness and Sanitation Department of Pontianak is not maximized. Location of temporary shelters still a ride on the side of the highway and not official. The procedure is not optimal due to lack of transport fleet quantity used so inefficiently working time. Department of Hygiene and Pontianak should have more than one location and spread of temporary shelters to avoid the buildup of trash. On the transport procedure, should the fleet used to transport garbage from trash temporary shelter to the shelter late to be fixed and added to the quality of staff performance can be more efficient.Keywords: Performance, Management, Aspect, Quality, Quantity.]]>
<![CDATA[IMPLEMENTASI PEMBINAAN, PEMANTAUAN DAN EVALUASI KINERJA PELAKSANA PENEMPATAN TENAGA KERJA INDONESIA SWASTA (PPTKIS) OLEH BALAI PELAYANAN PENEMPATAN DAN PERLINDUNGAN TENAGA KERJA INDONESIA (BP3TKI) PONTIANAK ]]>
<![CDATA[Raisa Mayesti E.01108073]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.145
<![CDATA[Topic of this research was chosen because of there were so many problematic cases that experienced by people working aboard legally and illegally, even though the government has set program of the location and protection of indonesian workers aboard. The purpose of this research is to know the process of implementation guidance, monitoring and evaluation of the executive’s performance of indonesian workers location by the center for location services and indonesian workers protection at Pontianak in implementing location and protection program indonesian workers aboard. The method of this research used qualitative method. The result of this research is the training and monitoring function to executive’s private of indonesian workers location didn’t do optimal yet by the center for location services and indonesian workers protection at Pontianak. The evaluation result of the center for location services and indonesian workers protection at Pontianak to executive’s private of indonesian workers location was difficult to find the candidates of indonesian workers who want to work aboard. Except that, it was still found executive’s private of indonesian workers location who work outside of the procedure. This led too many problems involving indonesian workers location. So that’s why it takes cooperative and commitment by all participants involved for the achievement of the objective program. Key Word : Manpower Location Training, Manpower Location Monitoring, Performance Evaluation, Employees’ Cooperative, Employees’ Commitment.]]>
<![CDATA[PERILAKU KEPEMIMPINAN KEPALA DESA DALAM PELAKSANAAN TUGAS DI DESA SERANTAS KECAMATAN PULAU TIGA KABUPATEN NATUNA ]]>
<![CDATA[Eka Erawan E.21106012]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.161
<![CDATA[ThisarticletitledHead ofleadershipbehavior, whichintends to determinehow the behavior leader serantasvillageheadsandemployeesif it isas expected. Because thephenomenonisfoundrarely enteredthe villageheadofficesandemployeeswho come lateaccording tothe appointed hour.Aleadermustbe able tobean exampleorrole model forsubordinates. A leaderis afigurewith authority, responsible, creativeand has abroad knowledgeof theorganization/institutionhe heads. This research isdescriptivequalitativemethod. The research wasconductedat thedistricthead's officeserantasthreeislands. Thevillageheadserantasleadershipbehavioristhe village headinoneworkingweekof work, usuallyonly makestwoorthreedaysrestdoes notcome withouta clear explanation. Behaviorserantasvillageheadoffice employees, employeeswhoarrivelate in the morning, return homeearly, so the timeof service provided tothe community is relativelyshort. Authorrecommendsserantasvillageheadsandemployeescan changebehavior, especiallytofostergoodworking relationshipsandcommunicationis moreopento its employeesandimprovingemployeediscipline, village headsshouldbe firm withemployeeswholack discipline.Keywords: Behaviorleaders, builddiscipline,an examplerole model]]>
<![CDATA[STRATEGI PENGELOLAAN OBYEK WISATA NUSANTARA DI DESA PENIBUNG KABUPATEN PONTIANAK ]]>
<![CDATA[Samuel Silalahi E.01106035]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.151
<![CDATA[The tourism industry is growing rapidly today, had wonder if the tourism sector became prometteurs in increasing the level of a country's economy. Pontianak regency government especially the Department of Culture and Tourism as a Pontianak District Office which oversees tourism must work harder to manage object Tourism archipelago. Authors limit problem: How Internal And External Factors Management Strategy attractions archipelago in Pontianak Regency Village Penibung? In the management strategy, there are still many obstacles starting from lack of attention attraction by the government, particularly the lack of skilled human resources in tourism so that many facilities were damaged, lack of public awareness around the tourist sites and tourist response is still very minimal in object Tourism archipelago. As for the purpose of this research is How management strategy that has been applied to the archipelago Attraction, human factors, the role of communities around tourist sites, government policy, the level of visitor satisfaction. Here the authors use research methods research deskriktif types and data collection techniques used in this study is the observation, interviews, documentation. while the data analysis techniques the author uses descriptive qualitative technique in which data have been collected processed analyzedqualitatively. From the analysis of the data shows the object management strategy Tourism archipelago are still very minimal and less than optimal expected government policy in managing the attraction, improvement of human resources, the level of public awareness and attraction of tourists to the archipelago.Keywords: attraction, management strategy, government policy.]]>
<![CDATA[PENDISTRIBUSIAN BAHAN BAKAR MINYAK NON SUBSIDI DI WILAYAH KOTA PONTIANAK KALIMANTAN BARAT ]]>
<![CDATA[Nur Aditya E.01107014]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.167
<![CDATA[The background of this article would like to know the distribution of non-subsidized fuel oil in the city of Pontianak for local government service vehicles are still served in buying subsidized fuel. Formulation of the research problem is “How distribution of non-subsidized fuel for official vehicles in particular local government area of ??Pontianak city”. As for which is the goal of this study was to examine government policy to communicate the distribution, provision of resources, provide disposition and bureaucratic distribution of non-subsidized fuel at filling stations for vehicle local government offices in the city of Pontianak. Research methods here the authors use descriptive research and data collection techniques used in this study is the observation technique, interview, documentation, while the data analysis techniques the author uses descriptive qualitative technique in which data have been collected processed and analyzed qualitatively.From the analysis of the data showed that distribution of fuel subsidies in non Pontianak by the pump to the vehicle owned by the Government Office of West Kalimantan Province is still not optimal, because it is still only found a few gas stations that serve the Department charge a premium vehicle. West Kalimantan Provincial Government regulations that have been issued, by most employees are not adhered to even in the vehicle sticker bearing the ban on using premium. Parties own retail outlets still serve the Department vehicle. Therefore need to be analyzed in depth about how the government of West Kalimantan Province communicate these rules so that the gas stations and employees who use official vehicles comply with the rules that have been ditetapan, the government should also provide the human resources field, who helped oversee the distribution of non-subsidized fuel for the right target and crack down on unscrupulous employees and serving the retail outlets using the Office of premium vehicles, the government must also consider the disposition of the issued and clarify the bureaucratic system run. This thesis is intended to provide an overview of West Kalimantan Provincial Government Policies in Distribution of Fuel Subsidies in the Regional Non Pontianak. Keywords: Distribution, Non Fuel Subsidy, Sticker, Disposition, Openness Bureaucracy]]>
<![CDATA[STRATEGI SATUAN LALU LINTAS POLISI RESORT PONTIANAK KOTA DALAM MENGURANGI KECELAKAAN LALU LINTAS DI KOTA PONTIANAK ]]>
<![CDATA[Dedi E.01107024]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.183
<![CDATA[This thesis writing is aimed to convey a description about internal factor and external factor analysis of traffic police corps of police quarter (Polresta) in Pontianak city as well as to determine alternative strategy in reducing traffic accident of riders. Traffic problem in Pontianak is getting more and more complicated. One of the problems is traffic accident (Lakalantas).Along with economic growth and increasingly population and its’ harmony with a rise of need and ability to purchase personal and public transportation, traffic accident in Pontianak is getting more increased each year. Generally, traffic accident problem in Pontianak may be caused by both of transportation facilities and the vehicles as well as other supporting facilities that are still not able to bear the amount of vehicle. In addition, it is not less important to have a look at riders and drivers’ discipline which is one of the biggest contribution of each traffic accident because most of cases are begun with traffic rules breaking. Key Words : Transportation, Alternative Strategy, Internal Environment, External Environment, Traffic Accident.]]>
<![CDATA[PELAKSANAAN FUNGSI LEGISLATIF ]]>
<![CDATA[M. Yusuf Habibi E.21108120]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.147
<![CDATA[Writing this article is intended to provide an understanding of the role of leader in the Kapuas Hulu Regency Legislative Function Implementation. Problem of Kapuas Hulu Regency leadership is not able to fully demonstrate the behavior of a leader who can move the members in carrying out legislative duties. Through the writing of this article is also intended, so abilities Kapuas Hulu Regency leadership in mobilizing its members to carry out legislative functions can be implemented, in terms of the leadership of Parliament SCARA attention to the needs of members in providing motivation, creating an atmosphere of trust and mutual respect and foster-price participation members in decision making. The results showed that the role of leader in performing the function of the legislature parliament in Kapuas Hulu, the reality does not meet expectations. This can be seen from several indicators including: 1) the implementation of the representation function, evident from the many demands / aspirations of the people who submitted to this institution, during the period from 2009 to 2012 many cases have not been resolved, 2) implementation of the legislative function, look The resulting legal product Kapuas Hulu Regency period 2009-2014 still relatively low. 3) implementation of the monitoring function that is owned by the Kapuas Hulu Regency to date has not done as expected. It can be seen, among others, in the areas of policy outputs that better reflect the actual product than the government agency wishes of the people through their representatives, while the approval of the people through parliament more to meet the raw political procedures. Recommendation in this research is the Kapuas Hulu Regency leaders need to give serious attention to the increasing needs of its members in carrying out the functions lagislatif, by the way: look for and choose the ways to satisfy the need to create a pleasant working conditions, reassess the unmet needs, such as safe working conditions and reward are balanced and take action against the firm for its members who break the rules as well as to evaluate the performance achieved its members.Keywords: Leadership Council, Legislative Function. ]]>
<![CDATA[PELAKSANAAN MUTASI PEGAWAI DI BADAN LINGKUNGAN HIDUP, KEBERSIHAN DAN PEMADAM KEBAKARAN KABUPATEN SANGGAU ]]>
<![CDATA[Fahrudin E.21110094]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.168
<![CDATA[he problem in this study were 1) Placement in positions of civil servants still based on competence, and 2) has not been oriented personnel system Merit System. The results showed that 1) The process of mutation is performed in the District BLHKPK've noticed the rules that apply. A civil servant in the mutation when it meets the requirements set in legislation staffing. An employee who transferred assessed competence, work performance, and the level of the rank of a civil servant. Mutation is done at least 2 times a year. And 2) Basic Principles of Civil mutations targeting the professionalism, competence, performance and ranks it is intended that the achievement of the organization's performance BLHKPK the District for the better. Addressing the phenomenon that there is intense communication should be done by a team with Regent Sanggau Baperjakat. To be able to bring up Baperjakat trial could run smoothly. Besides good communication also needs to be built between the Regent and Vice Regent due to mutation of a civil servant also need to consider the suggestions and proposals of Vice Regent. And the last suggestion Baperjakat team should really pay attention to the background of civil servants (PNS) when you want to put a civil servant in an office.Keywords: Movements, Civil Servants]]>
<![CDATA[KINERJA KARYAWAN PADA KANTOR PERSEROAN TERBATAS PERKEBUNAN NUSANTARA XIII (PERSERO) KEBUN SUNGAI DEKAN DI KECAMATAN MELIAU KABUPATEN SANGGAU ]]>
<![CDATA[Ricky Edward BB E.01106101]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.175
<![CDATA[An operating company in need of employees with high performance. Given the employees are important assets a company or an organization then a lot of things that need to be considered related increase in performance. This study aims to determine the quantity of work, quality of work and timeliness of work of employees in the Administrative Core PT. PTPN XIII (Persero) Kebun Sungai Dekan. The research subjects are 13 people consisting of Manager, Chief Administrative Core, and Core Administration Employees using purposive sampling technique. In this study the authors use a type of descriptive study with a qualitative approach. Data collection techniques are observation, interview and documentation. The results showed that there are problems that hinder employee performance of the Core Administration as the amount of work to be done to reach the target arrives apparently not been determined, the work was not done properly so it gets a lot of improvement and correction of the leaders, and employees have not been fully able to take advantage of the time work optimally. Based on these studies it can be concluded that the employee indicates that the quantity is low which includes the achievement of targets, work overtime and compliance with the number of employees. Quality of employment is still low which includes neatness, thoroughness, skill and initiative. Employee timekeeping largely on time on the job and not take advantage of the time as possible in the work. Suggestions given are preferably added headcount, employees should increase accuracy in carrying out their work in order to avoid mistakes, and regulations on working time came and went and came out during working hours should be tightened. Keywords: Employee Performance, Quantity Work, Work Quality, Timeliness]]>
<![CDATA[MENGUKUR KINERJA PEGAWAI MELALUI PROSEDUR LAYANAN E-KTP DI KANTOR CAMAT PONTIANAK KOTA ]]>
<![CDATA[Ganda Sahata Sembiring E.01107042]]>
<![CDATA[ PublikA, Jurnal Ilmu Administrasi Negara Vol 2, No 2 (2013): PublikA, Edisi September 2013 ]]>
Publisher : <![CDATA[FISIP Universitas Tanjungpura ]]>
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DOI: 10.26418/publika.v2i2.143
<![CDATA[E-KTP-making procedures in the District of Pontianak city is done by the applicant with a letter of introduction from the RT and subsequently in the village and in the District through the Head of Government. For applicants already have a National Identity Card SIAK, Petitioner SIAK just bring valid ID to be processed into E-KTP in the district to do the recording identity with the recording procedure facial photos, signature recording, recording fingerprints and iris recording. Factors causing the length of the process of making Electronic Identity Card (e-ID) in the district of Pontianak are internal factors that caused Limitations of Human Resources at District of Pontianak City Employees who understand IT problems because of the recording process using a specially designed computer that contains the specific application and its new are less understood by the employee in carrying out the recording process, and the external factors that pertain to the tool E-KTP and its application, network and place the E-ID card issuance. Performance Services E-KTP in Sub Pontianak city already meet the standards of efficiency, effectiveness, fairness, and responsiveness desired in accordance with existing procedures, in performing the service has a maximum on the pattern of performance of employees in providing services to the public Keywords: Performance measurement of e-ID card, the applicant registration, recording, publishing e-ID card]]>
