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THE ROLE OF LEADRERSHIP, DISCIPLINE AND THE EMPLOYEES’ PERFORMANCE OF MINISTRY OF RELIGION KEPAHIANG REGENCY Slamet Widodo; F Romsi; Trisna Murni
The Manager Review Vol. 2 No. 1 (2020)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v2i1.11648

The purpose of the study to determine the role of leadership to be one of the key factors in the life of the organization. leadership, discipline, quality must be owned by the leader's office, is fundamentally individual advantages, including the ability to direct subordinates skills, provide motivation and at the same time is able to provide strict sanctions, with the employee if the employment irregularities. In addition it must be able to personally leader in conflict management and wise in making decisions. Performance in the Office of Religious Affairs Kepahiang District. who has not run well, so the decline in the quality of performance. The method used is the method of qualitative description. with the hope to expose all of the facts and events, with the hope of obtaining accurate research results and not merely engineering. For data collection using several ways including: interviews and questionnaires. The research results are leadership role as a blocker disorder is head office has memperedeksi all possibilities that will arise. As is also the head office divider human resources, as negotiators head office always negotiating with internal and external parties, local government. usual. The head office influence subordinates well enough, be friendly and do not distinguish one another, addressing example, and a good personality, well-dressed, saying gently, not favoritism. The head office can also give effect to encourage and give encouragement, confidence, a good example. Motivate subordinates, provide encouragement and inspiration. appreciation / compliments. The head can also create a conducive atmosphere in the work, giving a sense of responsibility, family, clean environment, giving pasilitas work, provide direction and guidance. Instilling the value of discipline. Creative office of the ministry of religion is not going well, had a good example, the price of mutual respect . Remuneration/incentive goes well, the awards also performed in groups. Communication was excellent. Good enough responsibility, commitment to a given task, cooperation, communication with colleagues.

Pengaruh Sumber Daya Pekerjaan, Sumber Daya Individu Dan Beban Kerja Terhadap Keterikatan Kerja Dan Dampaknya Pada Kinerja Pegawai Sekretariat Daerah Kabupaten Seluma Nurul Iksan; Slamet Widodo; Praningrum Praningrum
The Manager Review Vol. 2 No. 2 (2020)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v2i2.13988

The purpose of this research is to know the influence of job resources, personal resources and job demands against the work engagement officer of Seluma District secretariat. In addition, the purpose of this research is to know the role of work engagement mediation on the influence of job resources, personal resources and job demands towards the performance of district secretariat of Seluma Regency This research is a type of descriptive research with a quantitative approach. The type of data used is the primary data obtained through a questionnaire propagation. The respondents of this research were 151 officials of the Seluma District Secretariat. Data Analysis methods used descriptive analysis and SEM analysis. Based on field research, the results of which: (1) job resources variables have significant effect on employee work engagement; (2) personal resources variables have significant effect on the employee's work engagement ; (3) job Demand variables have significant effect on employee work engagement ; (4) The work engagement variables have significant effect on employee performance; (5) Work engagement has fully mediating on the influence of job resources on the employee performance of the regional secretariat of Seluma District; ( 6) Work engagement has fully mediating to the effect of personal resources on the employee's performance of the regional secretariat of Seluma District; and (7) Work engagement has fully mediating to the influence of job demand on the employee performance of the regional secretariat of Seluma District.

Analisis Implementasi Kebijakan Pengendalian Pemotongan Ternak Sapi dan Kerbau Betina Produktif di Provinsi Bengkulu Indah Permatasari; Slamet Widodo; Sugeng Susetyo
The Manager Review Vol. 3 No. 1 (2021)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v3i1.19603

The objectives of this study were: (1) To analyze the implementation of control of productive slaughtering of cattle and female buffalo in Bengkulu Province based on George Edward III's policy implementation model, namely communication, resources, disposition of bureaucratic structures. (2) To analyze the implementation constraints of slaughtering productive female cattle and buffalo in Bengkulu Province. This research is a qualitative research with a descriptive design. Determination of informants in this study using the purpusive method, namely the maker and executor of policies to control the slaughter of productive female cattle and buffalo in Bengkulu Province as many as 9 people. The data collection used interviews and observations, while the descriptive qualitative data analysis was based on the Miles and Huberman stages. The results showed that the implementation of the control of productive female cattle and buffalo slaughter in Bengkulu Province from the aspects of (1) communication, that the delivery of information through socialization and distribution of brochures during the coaching activities of livestock groups. The submission of this information is only done once per year due to budget constraints. In terms of clarity, it is very clear from the district level to all parties involved in this policy, starting from the farmer level, business actors, and the regions involved. (2) Resources enough official personnel are available, but the veterinary paramedics are still lacking. Budget support for 2020 has experienced budget recofusing, so that for 2020 there will be no more activities. The local government is very supportive of the implementation of the control of productive female cattle slaughter. Then the supporting facilities are generally available, but for the facilities in the RPH starting from the building and other equipment it is necessary to make improvements and add to the facilities. (3) Disposition, that the local government and the community can accept it quite well. Related to incentives for policy implementers only for officers reporting daily deductions. (4) The bureaucratic structure, that the organizational structure is not yet supportive because the SOP prohibiting the slaughter of productive females is only owned by Mukomuko District, while all districts / cities do not yet exist. When viewed from the perspective of work effectiveness, managing this program is optimal, because it involves almost all sectors implementing this policy

Studi Tentang Akuntabilitas, Transparansi Pengelolaan Keuangan Sekolah Dan Kualitas Layanan Pendidikan Di SMA Negeri Kabupaten Kaur Yang Terakreditasi A, B, Dan C Khoirunnisa Nurul Habibatulloh; Slamet Widodo; Trisna Murni
The Manager Review Vol. 4 No. 1 (2022)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v4i1.25835

AbstractThe purpose of this study is to describe accountability, transparency of school financial, and quality of education services. The variables in this study are service quality, accountability, and transparency. The population in this study were schools that were accredited A, B, and C. The number of samples in this study was 93 people consisting of teachers, TU (Administration), committee administrators, and students from schools accredited A, B, and C. Methods of collection The sample in this study used questionnaires, interviews, and documentation. The study concluded are quality of education services at accredited A schools is in the very quality category with an average perception value of 4.32. The accountability of the financial management of the accredited school is in the accountability level with an average perception value of 4.02. The transparency of the financial management of the A-accredited school is in transparency with an average perception value of 4.19. Quality of Education Services for schools accredited B is in the very quality category with an average perception value of 4.32. The financial management accountability of accredited B schools is in the very accountable category with an average perception value of 4.44. The transparency of the financial management of accredited B schools is in the very transparent category with an average perception value of 4.47. Quality of Education Services for C-accredited schools is in the quality category with an average perception value of 4.06. The accountability for the management of the C-accredited school financial category is accountable with an average perception value of 4.08. The transparency of the financial management of the C-accredited school is in transparency with an average perception value of 4.17. Keyword: Servive Quality, Accountability, Transparency Abstrak Tujuan penelitian ini adalah untuk mendeskripsikan akuntabilitas, transparansi keuangan sekolah, dan kualitas layanan pendidikan. Variabel dalam penelitian ini adalah kualitas pelayanan, akuntabilitas, dan transparansi. Populasi dalam penelitian ini adalah sekolah yang terakreditasi A, B, dan C. Jumlah sampel dalam penelitian ini adalah 93 orang yang terdiri dari guru, TU (Administrasi), pengurus komite, dan siswa dari sekolah terakreditasi A, B, dan C. Metode Pengumpulan Sampel dalam penelitian ini menggunakan angket, wawancara, dan dokumentasi. Hasil penelitian menyimpulkan bahwa mutu pelayanan pendidikan pada sekolah terakreditasi A berada pada kategori sangat bermutu dengan nilai persepsi rata-rata sebesar 4,32. Akuntabilitas pengelolaan keuangan sekolah yang terakreditasi berada pada tingkat akuntabilitas dengan nilai persepsi rata-rata 4,02. Transparansi pengelolaan keuangan sekolah terakreditasi A berada pada transparansi dengan nilai persepsi rata-rata 4,19. Mutu Pelayanan Pendidikan untuk sekolah terakreditasi B berada pada kategori sangat bermutu dengan nilai persepsi rata-rata sebesar 4,32. Akuntabilitas pengelolaan keuangan sekolah terakreditasi B berada pada kategori sangat akuntabel dengan nilai persepsi rata-rata 4,44. Transparansi pengelolaan keuangan sekolah terakreditasi B berada pada kategori sangat transparan dengan nilai persepsi rata-rata 4,47. Kualitas Layanan Pendidikan untuk sekolah terakreditasi C berada pada kategori kualitas dengan nilai persepsi rata-rata 4,06. Pertanggungjawaban pengelolaan keuangan sekolah kategori terakreditasi C dapat dipertanggungjawabkan dengan nilai persepsi rata-rata 4,08. Transparansi pengelolaan keuangan sekolah terakreditasi C berada pada transparansi dengan nilai persepsi rata-rata 4,17. Kata Kunci: Kualitas Pelayanan, Akuntabilitas, Transparansi

Pengaruh Beban Kerja terhadap Kinerja yang Dimediasi oleh Stres Kerja pada Kurir J&T Express Kota Bengkulu Alvinasa Ladiopisli Azaiscent Deolla; Slamet Widodo; Praningrum
The Manager Review Vol. 4 No. 2 (2022)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v4i2.25846

Abstract: The objectives of this research are to analyze the influence of workload, work stress, and the mediating role of work stress on courier performance in J&T Express Bengkulu City. The type of this research is descriptive with quantitative approach. The primary data used were obtained through the distribution of questionnaires. Respondents of this study are 160 couriers of J&T Express Bengkulu City that were taken by purposive sampling technique. The data analysis methods used are descriptive analysis and mediating regression analysis. Based on field research, the results obtained are that: (1) Workload has a significant negative effect on courier performance. These results mean that if the courier workload is higher, it will cause a significant decrease in performance; (2) Workload has a significant positive effect on courier work stress. This result means that the higher the workload of the courier, the more stressed the courier will be; (3) Work stress has a significant negative effect on courier performance. These results mean that if the work stress experienced by the courier is higher, it will cause a significant decrease in performance and (4) Work stress has a mediating role on the effect of workload on the courier's performance. This result means that if the workload is high, the work stress experienced by the courier will be higher, which will cause a significant decrease in performance. Keywords: Workload, Work stress, Performance, Courier, J&T Express. Abstrak : Penelitian ini bertujuan untuk menganalisis pengaruh beban kerja, stres kerja, dan peran mediasi stres kerja terhadap kinerja kurir di J&T Express Kota Bengkulu. Jenis penelitian ini adalah deskriptif dengan pendekatan kuantitatif. Data primer yang digunakan diperoleh melalui penyebaran kuesioner. Responden penelitian ini adalah 160 kurir J&T Express Kota Bengkulu yang diambil dengan teknik purposive sampling. Metode analisis data yang digunakan adalah analisis deskriptif dan analisis regresi mediasi. Berdasarkan penelitian lapangan diperoleh hasil bahwa: (1) Beban kerja berpengaruh negatif signifikan terhadap kinerja kurir. Hasil tersebut berarti jika beban kerja kurir semakin tinggi akan menyebabkan penurunan kinerja yang signifikan; (2) Beban kerja berpengaruh positif signifikan terhadap stres kerja kurir. Hasil ini berarti bahwa semakin tinggi beban kerja kurir, semakin stres kurir tersebut; (3) Stres kerja berpengaruh negatif signifikan terhadap kinerja kurir. Hasil tersebut berarti semakin tinggi stres kerja yang dialami oleh kurir maka akan menyebabkan penurunan kinerja yang signifikan dan (4) Stres kerja berperan memediasi pengaruh beban kerja terhadap kinerja kurir. Hasil ini berarti semakin tinggi beban kerja maka stres kerja yang dialami oleh kurir akan semakin tinggi yang akan menyebabkan penurunan kinerja yang cukup signifikan. Kata Kunci : Beban Kerja, Stres Kerja, Kinerja, Kurir, J&T Express.

Analisis Praktik Manajemen Kepegawaian Di Lingkungan Universitas Bengkulu (Studi Pada Aparatur Sipil Negara Tenaga Kependidikan/Karyawan) Sari Simanungkalit; Slamet Widodo; I Wayan Dharmayana
The Manager Review Vol. 4 No. 2 (2022)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v4i2.25847

Abstract This study aims to describe the practice of personnel management at the University of Bengkulu which is seen from the aspects of the preparation and determination of government apparatus, procurement of government apparatus, government apparatus ranks and positions, career development, allowances and salaries and the application of discipline. This type of research uses a qualitative approach with survey methods. In this study, the authors collected information data and basic information by using a distributed questionnaire. The data that will be used in this study is primary data obtained directly from respondents, namely government apparatus in Bengkulu University. Research respondents amounted to 296 people or 93.4% of the total education staff at Bengkulu University. The data analysis method used descriptive analysis and qualitative analysis. The results of the study indicate that (1) the preparation and determination of needs in the management of government apparatus at Bengkulu University has been arranged adequately; (2) Procurement is in the category according to need. In the procurement of government apparatus, Bengkulu University's personnel management carried out adequate planning; (3) In the implementation of the next government apparatus management, management of government apparatus ranks and positions is carried out; (4) The dimensions of career development in government apparatus management at Bengkulu University have been carried out in accordance with applicable regulations; (5) The response to the assessment of government apparatus performance in the implementation of government apparatus management is in accordance with applicable regulations; (6) Salaries and allowances for government apparatus at Bengkulu University have been carried out in accordance with applicable regulations; and (7) employee discipline within the Bengkulu University is in the appropriate category. Keywords: Preparation and Determination, Procurement, Rank and Position, Career Development, Allowances and Payroll, and Application of Discipline Abstrak: Penelitian ini bertujuan untuk mendeskripsikan praktik manajemen kepegawaian di Universitas Bengkulu yang dilihat dari aspek penyiapan dan penetapan aparatur pemerintah, pengadaan aparatur pemerintah, pangkat dan jabatan aparatur pemerintah, pengembangan karir, tunjangan dan gaji serta penerapannya. disiplin. Jenis penelitian ini menggunakan pendekatan kualitatif dengan metode survei. Dalam penelitian ini, penulis mengumpulkan data informasi dan informasi dasar dengan menggunakan kuesioner yang disebarkan. Data yang akan digunakan dalam penelitian ini adalah data primer yang diperoleh langsung dari responden yaitu aparatur pemerintah di Universitas Bengkulu. Responden penelitian berjumlah 296 orang atau 93,4% dari total tenaga kependidikan Universitas Bengkulu. Metode analisis data menggunakan analisis deskriptif dan analisis kualitatif. Hasil penelitian menunjukkan bahwa (1) persiapan dan penetapan kebutuhan dalam penyelenggaraan aparatur pemerintahan di Universitas Bengkulu sudah tertata dengan baik; (2) Pengadaan dalam kategori sesuai kebutuhan. Dalam pengadaan aparatur pemerintah, manajemen kepegawaian Universitas Bengkulu melakukan perencanaan yang memadai; (3) Dalam penyelenggaraan pemerintahan aparatur pemerintahan selanjutnya dilakukan pengurusan kepangkatan dan jabatan aparatur pemerintahan; (4) Dimensi pengembangan karir pada manajemen aparatur pemerintah di Universitas Bengkulu telah dilaksanakan sesuai ketentuan yang berlaku; (5) Respon terhadap penilaian kinerja aparatur pemerintah dalam penyelenggaraan manajemen aparatur pemerintah sesuai dengan ketentuan yang berlaku; (6) Gaji dan tunjangan aparatur pemerintah di lingkungan Universitas Bengkulu telah dilaksanakan sesuai ketentuan yang berlaku; dan (7) disiplin pegawai di lingkungan Universitas Bengkulu termasuk dalam kategori sesuai. Kata Kunci : Persiapan dan Penetapan, Pengadaan, Pangkat dan Jabatan, Pengembangan Karir, Tunjangan dan Penggajian, dan Penerapan Disiplin

Pengaruh Kepuasan Kerja Terhadap Kinerja Dengan Komitmen Organisasional Sebagai Variabel Mediasi Pada Pegawainegeri Sipil Di Kota Lubuklinggau Syafri Yanto; Slamet Widodo; Sugeng Susetyo
The Manager Review Vol. 4 No. 1 (2022)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v4i1.25849

Abstract. This study aims to examine the effect of job satisfaction on performance in mediating organizational commitment. This research was conducted with a quantitative approach. The population in this study were Civil Servants in Lubuklinggau City. The sampling technique used is Proportionate Stratified Random Sampling, which is taking samples from population members at random and proportionally stratified, sampling is carried out on heterogeneous (unequal) population members, this technique is used because the population is homogeneous. members or elements that are not homogeneous and stratified proportionally. The strata found in this study, namely group I, group II, group III and group IV were used as data. The number of samples were 290 respondents who were taken through a google form questionnaire using the partial least squares (PLS) data analysis method. Based on statistical tests, it was found that 1) job satisfaction had a significant and positive effect on performance. 2) job satisfaction has a positive and significant effect on organizational commitment. 3) Organizational commitment has a positive and significant effect on performance. 4) job satisfaction has a positive and significant effect on performance in mediating organizational commitment. Keywords: Job Satisfaction, Performance, Organizational Commitment Abstrak Tujuan penelitian ini adalah 1) untuk menganalisis pengaruh kepuasan kerja terhadap kinerja, 2) untuk menganalisis pengaruh kepuasan kerja terhadap komitmen Organisasional, 3) untuk menganalisis pengaruh komitmen Organisasional terhadap kinerja, 4) untuk menganalisis pengaruh kepuasan kerja terhadap terhadap kinerja dengan di mediasai komitmen Organisasional, pada Pegawai Negeri Sipil Kota Lubuklinggau. Penelitian ini dilakukan dengan pendekatan kuantitatif, Penelitian kuantitatif umumnya ditujukan untuk membuat generalisasi dari hasil analisis, dan penelitiannya dapat di replikasi, Populasi dalam penelitian ini adalah Pegawai Pemerintah Daerah di Kota Lubuklinggau, teknik pengambilan sampel yang digunakan Proportionate Stratified Random Sampling, yaitu pengambilan sampel dari anggota populasi secara acak dan berstrata secara proporsional, dilakukan sampling ini apabila anggota populasinya heterogen (tidak sejenis), teknik ini digunakan karena populasinya tidak homogen “Proportionate Stratified Random Sampling’’ digunakan bila populasi mempunyai anggota atau unsur yang tidak homogen dan berstrata secara proporsional”. Strata yang dimaksudkan dalam penelitian ini yaitu golongan I, golongan II, golongan III dan golongan IV dijadikan sumber data. Jumlah sampel sebesar 290 responden yang diambil melalui kuisioner googleform dengan menggunakan metode analisis data partial least square (PLS). Berdasarkan uji statistik, hasil penelitian menunjukan bahwa 1) kepuasan kerja berpengaruh secara signifikan dan bernilai positif terhadap kinerja dengan nilai tstatistic sebesar 2.700. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,007 < 0,050. Hal ini bermakna jika kepuasan kerja yang dirasakan pegawai meningkat maka kinerja juga semakin meningkat. 2) kepuasan kerja juga berpengaruh positif dan signifikan terhadap kinerja dengan nilai tstatistic sebesar 16.823. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,000 < 0,05, hal ini bermakna bahwa jika kepuasan kerja meningkat maka komitmen Organisasional juga semakin meningkat. 3) Begitu juga dengan komitmen Organisasional, memiliki pengaruh positif dan signifikan terhadap kinerja dibuktikan dengan nilai tstatistic sebesar 21.049. Nilai tersebut lebih besar dari ttabel (1.650) dengan nilai P mencapai 0,000 < 0,05, hal ini bermakna bahwa jika komitmen Organisasional meningkat maka kinerja juga semakin meningkat. 4) Variabel komitmen Organisasional memiliki peran memediasi penuh pada pengaruh kepuasan kerja terhadap kinerja, hal ini dibuktikan dengan nilai tstatistic sebesar 15.451 yang lebih besar dari ttabel (1.650) dengan tingkat signifikansi 0.000. Kata Kunci : Kepuasan Kerja, Kinerja, Komitmen Organisasional

Human Resources Management System At Police Resort Bengkulu Utara Jufri Jufri; Slamet Widodo; Fachrudin Js Pareke
The Manager Review Vol. 5 No. 1 (2023)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v5i1.29596

The purpose of the research was to describe how to arrange the police management system of human resource in the reformation era. Specifically, the study examined the aspects of the fulfillment and the reform of the police human resource management system. The Police officers who worked at the police headquarters in North Bengkulu Regency, termed Polres, treated as the sample in this study. The study employed a descriptive qualitative approach and used a survey questionnaire to collect the main data. The returned questionnaires that were filled out by 241 police, were then analysed using descriptive statistics of mean, percentage, and frequency. The results of the study show that in general the arrangement of the human resource management system has been going well. Of the six assessments on the fulfillment aspect, namely planning for personnel needs, patterns of mutation, personnel development, setting individual performance standards, enforcement of discipline, and personnel information systems, are in accordance with the Decree of the Chief of Police and ministerial regulations. However, from the aspect of reform, one out of three punishments, namely disciplinary violations, has not shown a significant reduction. Even though within the Polri organization there is an element of oversight, the control mechanism through SiPropam faces dilemmatic situations and conditions due to the influence of a sense of corps, seniority relations, and an excessive sense of loyalty to friends which makes it weak in its implementation. Likewise Kompolnas, which should be in Law Number 2 of 2002 concerning the Police to be formed as an external supervisor, in fact it is only formulated as an "advisor" to the president in the field of police and the people who receive complaints, which are injured by members of the National Police.. Keywords: Management System, Human Resources Management, Police, Reform

Analysis Of The Online Performance Management System (Smk) Implementation In The Directorate Of Special Criminal Reserve Of The Bengkulu Regional Police Khoiril Akbar; Ridwan Nurazi; Slamet Widodo
The Manager Review Vol. 5 No. 1 (2023)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v5i1.29732

The police online performance management system termed SMK is an electronic application to appraise work performances of the police officers in Indonesia. The system is to accommodate the reform policy made by the Indonesian National Police headquarter and have to implemented to all work units. The purpose of this study, therefore, is to describe the implementation of the police performance management system electronically consisted of the performance planning, performance monitoring, performance implementation, performance evaluation and submission of objections to the performance appraisal. The police officers who worked at the Directorate of Special Criminal Investigation in Bengkulu Regional Police headquarter were chosen as the subject for the study. A set of questionnaires was distributed to the subject as the respondents to collect information about their perceptions on the SMK implementation. Data gathered were analyzed using the descriptive statistics of mean, percentage, and frequency. The results indicate that systematically, the Directorate of Special Criminal Investigation followed the procedures of the performance appraisal very well on the five aspects assessed. However, practically, some procedures were missing. The aspect of performance planning was according to the procedure but from the indicators planned was written and formulated by the staff of each unit referred to the assessment indicators for the past period. The performance monitoring aspect was carried out from time to time, which was at the end of each semester. The implementing of the procedural assessment had been based on the assessment indicators in the form of generic factors and specific factors that have been agreed upon. The Evaluation of the performance appraisals, both the outstanding polices and the polices committing violations had been carried out in accordance with the rules. No one submitted the objections regarding the performance evaluation results. It needs a strong commitment to obey the rules. The implications and the suggestions are discussed. Keywords: Performance Management System, Performance Assessment, Directorate of Special Criminal Investigation, Regional Police

Organizational Performance Analysis Of The Bengkulu VII Sumatera River Regional Area Deky Agusprawira; Slamet Widodo; Kamaludin Kamaludin
The Manager Review Vol. 5 No. 1 (2023)
Publisher : UNIB Press

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.33369/tmr.v5i1.29736

This study aims at the performance of the Sumatra VII Bengkulu River Basin Center in terms of the availability of water resources infrastructure and the quality of organizational governance. This type of research uses qualitative descriptive approach research with survey methods. In this study, the authors collected information data and basic information using disseminated questionnaires, interviews and documentation studies. The data to be used in this study is primary data obtained directly from respondents of ASN employees of the Sumatra VII River Basin Center Bengkulu totaling 163 people. Data analysis methods are used, descriptive analysis and qualitative analysis. The results showed that (1) The achievement of the organizational performance of the Sumatra VII Bengkulu River Basin Center in the aspect of providing water resources infrastructure was already in the very high category (AA). The results illustrate that the strategic work program for the provision of water resources infrastructure has been fully implemented; and (2) The achievement of organizational performance of the Sumatra VII River Basin Center Bengkulu from the aspect of the quality of organizational governance is already in the high (AB) and very high (AA) categories. The results illustrate that the quality of organizational governance quality strategic work programs have been implemented and some others are still not optimal. Keywords: Performance, Water Resources Infrastructure and Quality of Governance

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