Azima Dimyati
Universitas Bandar Lampung

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Reformasi Struktur Pemerintahan Menurut Undang-Undang Nomor 32 Tahun 2004 Azima Dimyati
PUBLICA Vol 1, No 1 (2011): Maret
Publisher : PUBLICA

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Abstract

In regional autonomy laws, the government handed over the authority to the provincial government, district and city that include more space for functions and activities transferred to the local government including government administration sectors. Regional autonomy is the right, authority, and obligation of local autonomy to regulate and manage its interest’s society except the foreign affairs politic, defense, security, justice, monetary, national fiscal and religion.Decentralization will increase the ability of local government to pay attention to the right and their community, the best way out, and also to improve the acceleration of social and economy development areas. Decentralization is conducted together with the deconcentration and assisting tasks, to enhance the creativity of local government apparatus that are actively doing the planning, implementation, and supervision of all government activities including the development.The district government and the city become an appropriate level where the devolution of power and resources will be handed over according to government functions  and activities over a wider area. They do the next five years development, following with the identification of influenced factors including the various issues and conduct the policy steps that need to be implemented in a systematic and integrated way.Reformation of government structure at the provincial, district and city gives a wide power and responsible for managing their own area. Local government should really implements the functions, rights and obligations under the regional autonomy law. The community expect the leader grading from the provincial level, district, city, sub district and village, that they must have the ability of honest, competent, responsible, moral integrity, and able to sacrifice for the benefit of society. The desire of society to achieve their future goal that is the prosperous society, expects the provincial government leaders to the existing village leaders are not doing things that deviate from practice to meet the interests of individual, group, and political party. As it is known that corruption, collusion and nepotism are increasingly and becoming unmanageable in the level of bureaucracy.
Implementasi Kebijakan Distribusi dan Pemetaan Kualifikasi Tenaga Pendidik di Lingkup Dinas Pendidikan Nasional, Pemuda dan Olahraga Kabupaten Tulang Bawang Azima Dimyati
e-JKPP Vol 1, No 1 (2015): April
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (959.887 KB) | DOI: 10.36448/ejkpp.v1i1.585

Abstract

Problem of this research is How implementation of policy of distribution of energy of the education and First Middle mapping kualifikasi schoolteacher this Research Type is research qualitative by using descriptive analysis qualitative. this Method use is to mendeskripsikan of implementation of policy of distribution of energy of the education and First Middle mapping kualifikasi schoolteacher in Regency of Tulang Bawang. All data obtained is direct the than field informan by using interview and obsevasi.Result of research indicate that the implementation of policy of distribution of energy of the education and First Middle mapping membership schoolteacher in Regency of Tulang Bawang have walked, but not yet optimal of the mentioned happened by because (1) Distribution learn the Public Servant of Civil of Junior High School not yet flattened between school of exist in existing school and urban of countryside. To fill the insuffiency learn at school countryside hence side On duty Education of Young fellow and Athletics of Regency of Tulang Bawang lift the teachers assistive to fill the insuffiency learn at school countryside, but not yet answered the demand the requirement learn because a lot of teacher assistive which is only enlisted at certain school but do not run the duty. (2) Map membership learn the perbidang study not yet flattened between Junior High School of exist in urban answer the demand the amount learn the study area, while existing Junior High School of countryside not yet as required with the background of teacher education,so that still a lot of teacher of at countryside school teaching disagree with education background it.
PENGARUH FAKTOR INTRINSIK DAN FAKTOR EKSTRINSIK TERHADAP MOTIVASI PEGAWAI DI KECAMATAN METRO PUSAT KOTA METRO Saeful Ramadhan Sobandi; Akhmad Suharyo; Azima Dimyati
e-JKPP Vol 6, No 1 (2020): AGUSTUS
Publisher : Universitas Bandar Lampung (UBL)

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.36448/ejkpp.v6i1.1487

Abstract

The problems in this study are: (1) Is there an influence of Intrinsic Factors on Employee Motivation in Metro District in Metro City Centers? (2) Is there an Effect of Extrinsic Factors on Employee Motivation in Metro District, Metro City Center? (3) Is there a joint effect of Intrinsic Factors and Extrinsic Factors Against Employee Motivation in Metro District Metro City Center?The plan in this study is to use a survey method. By means of the census it is intended that all populations are also sampled because the population is limited and allows researchers to examine all populations using questionnaires as a data collection tool. explore the factors that cannot  be revealed in the questionnaire..The results showed that there was a partial effect of intrinsic factors on employee motivation, as well as extrinsic factors influencing employee motivation. In Metro District Metro City Center, the greatest influence of the variables forming job satisfaction was the achievement dimension, while the smallest dimension of the variables forming intrinsic factor is the dimension of responsibility. Then the biggest dimension of the extrinsic factor is the Salary Dimension while the smallest dimension of the extrinsic factor variable is the working condition dimension.Intrinsic Factors and Extrinsic Factors together have a positive effect on Employee Motivation at the Central Metro District Office. The contribution of the Intrinsic Factor and Extrinsic Factors to Employee Motivation is in the moderate but not optimal category, this shows that there are still employees who have not fully carried out their duties properly. This happens because there are still outside variables that are influential but not examined.