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FLORENCE DAICY LENGKONG
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PERENCANAAN PEMBANGUNAN SEKTOR PARIWISATA DI KABUPATEN MINAHASA TENGGARA Kawengian, Filly; LENGKONG, FLORENCE DAICY; POMBENGI, JERICHO DANGA
JURNAL ADMINISTRASI PUBLIK Vol 4, No 51 (2018)
Publisher : Sam Ratulangi University

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Abstrack : To achieve a development plan, especially in the field of tourism is to provide comfort for visitorsand positive impact in the field of social and cultural and ensure the effective use of resources that affectthe field of globalization. But nevertheless see the development that has been compiled then need a goodplanning to achieve the purpose of development.In this study using qualitative research methods are descriptive. Informan research is head ofDepartemen Tourism and Culture of South-eastern Minahasa Regency, secretary of service, staff, head ofsub planning section, Visitors and the public; the total of number informants is 7 people. Data collection isby interview, observation and documentation techniques. On data analysis using descriptive qualitative datatechnique from Sugiono.Based on the results of research undertaken it can be concluded that still need to be in developmentplanning in nature tourism Aer Konde in village Wawali, Ratahan Districts. Because there is, still a lack offacilities to support the attractiveness of tourists who come in nature tour Aer Konde, for that existence ofdevelopment planning from each party related in development of existing tourism in Southern MinahasaRegency.From the results of these studies it can be suggested suggestion that is: (1) From related parties inthis development can better organize the development through environmental factors by ensuringcleanliness, in order to attract the attention of every tourist who come to visit. (2) It is expected that there iscooperation from the government, related communities and visitors in the tourist Aer Konde. (3)Stakeholders in development planning is expected so that the planning process can run well. (4) The needfor more extensive information, so that more visitors who come in tourist Aer Konde. (5) and more fundsare needed to support existing development plans at tourism sites in Southern Minahasa Regency.Keywords: Development, Planning, Tourism Sector.
EFEKTIVITAS PROGRAM BERAS SEJAHTERA DALAM MENINGKATKAN TARAF HIDUP MASYARAKAT DI KECAMATAN JAILOLO KABUPATEN HALMAHERA BARAT BOBANE, KERIN VIDIYANTI; LENGKONG, FLORENCE DAICY; LONDA, VERY
JURNAL ADMINISTRASI PUBLIK Vol 4, No 54 (2018)
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Prosperous rice is a food subsidy in the form of rice intended for low-income households as an effort from thegovernment to increase food security and provide social protection to targeted households. The success of theProsperous Rice Program is measured by the level of achievement of the 6T indicator, namely: on target. Exactamount, right price, timely, proper quality, and proper administration. This program aims to reduce the burdenof Household Goal expenditure (RTS) through the fulfillment of some basic food needs in the form of rice andprevent the decline in energy and protein consumption. The purpose of this study is to determine the extent ofeffectiveness of Rice Prosperous Program in improving Pre-Prosperous People's Welfare in District JailoloWest Halmahera District. Data Collection Techniques in this study are through: Observation ie directobservation to the location of research, conduct Interview and Documentation.The results showed that the prosperous rice program in Kecamatan Jailolo has not been effective because thereare still some inappropriate things such as the data of the recipient of the program has not been updated, thegovernment does not involve the community so that the community does not know clearly the price and theactual amount of rice. Likewise, there are additional budgets that are imposed on the community by reason oftransportation money for rice transport vehicles and supervision from sub-district governments that are stilllacking in the level of coordination between the government and the community.Keywords : Effectiveness, Improving, Living Level
BUDAYA ORGANISASI MASYARAKAT DESA WERDHI AGUNG KECAMATAN DUMOGA TENGAH KABUPATEN BOLAANG MONGONDOW MAMAHIT, JEKLIN; LENGKONG, FLORENCE DAICY; TULUSAN, FEMMY
JURNAL ADMINISTRASI PUBLIK Vol 5, No 74 (2019)
Publisher : Sam Ratulangi University

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The cultural life of the Werdhi Agung Village Community Organization is strongly influenced or adheres to their beliefs, namely Darma Hinduism which is the community of Werdhi Agung Village since a few centuries ago, therefore the life and culture of the Werdhi Agung Village community organization cannot be separated from the teachings of the Hindu Darma. the community of Werdhi Agung Village can be seen through how the community carries out family relations between people. The Werdhi Agung community is so obedient in keeping in mind where they come from, the Werdhi Agung people from the Balinese tribe are people who are bound by an awareness of the unity of their organizational culture. The awareness is reinforced by the common language of the Werdhi Agung Village community, despite this awareness but Werdhi Agung Village organizational culture embodies many variations of life in the community. The Hindu Darma religion which has long been embraced by the community as a foundation of public trust that has long been integrated into the community of Werdhi Agung Village, is also felt as one of the elements that strengthens the culture of its community organization. The Banjar Organizational Culture in Werdhi Agung Village is an organization of one social unit based on regional unity, the unity is strengthened by the unity of customs and diversity ceremonies carried out by the people of Werdhi Agung Village. The nature of the membership of the Banjar Organization Culture is only limited to people born in the Banjar region. The culture of the Werdhi Agung Village community organization has high moral values because organizational culture is a tradition and inheritance given by the old people of the Werdhi Agung Village community long ago. Organizational culture is very important for the people of Werdhi Agung Village because village community organizations can help each other among people and every organization in Werhdi Agung Village can not be separated from the direction given by the religion in the hope that there is a unified organizational culture among the community. safe and comfortable, a sense of belonging to each other and a sense of kinship among the people of Werdhi Agung Village.Keywords: Culture, Organizational, Society.
PERANAN PEMERINTAH DALAM MENGIMPLEMNTASIKAN KEBIJAKAN PEMBANGUNAN SDM ( DI KELURAHAN TEWAAN KECAMATAN RANOWULU KOTA BITUNG) Sumuruk, Natalia Anastasya; Lengkong, Florence Daicy; Laloma, Alden
JURNAL ADMINISTRASI PUBLIK Vol 2, No 029 (2015)
Publisher : Sam Ratulangi University

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ABSTARCT: Every good areas of the city to the village level have programs of human resource development to its citizens. but whether the government has implemented its policy implementation is well or not in each region ? So that will impact the results. The purpose of this study was to determine the role of government in implementing human resource development policy in the sub-district Tewaan villages of Bitung city. The method used in this study is a qualitative method , as well as to find the percentage of analytical techniques with the help of the formula P = F / NX100. Data sources and respondents were 14 respondents taken 6 staff employee in the office of the villages 8 community leaders. Data collection using questionnaire and with interview techniques assisted. The results of data analysis showed : The Role of government in the implementation of human resource development policy is positive and highly significant, capable of both high and directed in improving standards of living. Based on the results of these studies concluded that the role of governmnent in implementing human resource development policy in the villages tewaan of bitung city, the government has been able to implement a very good and high quality human resources development policy because it has been as expected and needed by the community. Based on these conclusions suggested : Maintaining implementation pattern of development that has been done, focus on the implementation of human resource development in improving standards of living, continues to establish communication with all level of society in order to support the implementation of development.Keywords : Role, Policy implementation
PENGARUH KOORDINASI CAMAT TERHADAP KEBERHASILAN PROGRAM PEMBERDAYAAN MASYARAKAT DI KECAMATAN ESSANG SELATAN KABUPATEN KEPULAUAN TALAUD PUSIDA, MAWARJATI; LENGKONG, FLORENCE DAICY; LALOMA, ALDEN
JURNAL ADMINISTRASI PUBLIK Vol 5, No 67 (2019)
Publisher : Sam Ratulangi University

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The aim of the research was to determine the influence of the sub-district head coordination onthe success of the community empowerment program in Essang District, Talaud Islands Regency. This studyuses quantitative methods. The sub-district head coordination variables are observed from indicators ofcommunication, cooperation, synchronization, and integrity or unity of action; while the success variableof the community empowerment program is measured from indicators of welfare, access, critical awareness,participation and control. The research respondents were 40 people from the sub-district government,village government, BPD, LPM and the community. Instruments and data collection techniques usingquestionnaires and assisted with quide interviews. The analysis technique for hypothesis testing usedstatistical regression of the product moment linear regression. The results of data analysis showedregression coefficients and the sub-district head coordination variable correlation coefficient for the successof community empowerment programs in the sub-district South Essang is positive and significant, so it wasconcluded that the sub-district head coordination had a positive and significant correlation with the successof the community empowerment program in Essang District. Based on the results of this study, it can berecommended that sub-district head coordination in community empowerment programs needs to beimproved both in program planning and implementation by streamlining the sub-district level coordinationforum, conducting direct monitoring of the implementation of community empowerment programs/activitiesin the sub-district area, and evaluating community empowerment programs/activities in the sub-district.Keywords: Coordination, Sub-district Head, Community Empowerment.
PENGARUH IKLIM ORGANISASI TERHADAP MOTIVASI KERJA APARATUR BIROKRASI ( SUATU STUDI DIKANTOR WALIKOTA MANADO) MAMANUA, RIBKA SANDI; LENGKONG, FLORENCE DAICY; ROMPAS, SONNY
JURNAL ADMINISTRASI PUBLIK Vol 3, No 004 (2014)
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Abstract :Organizational climate is an important factor to explain employee motivation as itrelates to job satisfaction. But, common phenomenon indicates that the organizational climate isoften not gained great attention in organizations o rgovernment bureaucracy.Relative to this,theresearch was conducted to determine the effect of organizational climate on work motivation ofpersonnel in the Office of Mayor of Manado.This study using the quantitative methods. Source of data/research respondents was 37 theofficers/employees were taken with astratified random sampling technique according to the levelof class rank of 186 civil servants of Mayor's Office in Manado City (RegionalSecretariat).Techniques of data collection using the questionnaires and assisted with theinterview guide. Technique of analyzing data used for hypothesis testing is a simple regressionanalysis/linear and simple correlation/product moment.The results showed: (1) organizational climate variable regression coefficient of the apparatuswork motivation is a positive, meaningful and significant.(2) The correlation coefficient and thepower of determination of organizational climate variables on work motivation of personnel ishigh / tight and significant.Based on the results of the statistic alanalysis be concluded that organizational climate andsignificant positive effecton the motivation of personnel working in the office of the Mayor ofManado.Based on the conclusion of the study suggested: (1) organizational climate in Manado Mayor'soffice needs to be improvedon all dimensions of the organizational climate of the structure ofthe task, relationshipreward-punishment, communicationin organizations, human resourcedevelopment personnel, equipment and facilitiesto support the implementation of tasks,as wellas the comfort of the working environments; (2) It takes a strong commitment from theleadership of the local government to create a climate of Manado City organization that iscapable of creating or improving high employee motivationof the personnel/employees.Keyword: Organizational Climate, Work Motivation
POLRESTA JAKABARING PERFORMANCE in the SERVICE of MANUFACTURING Drive Licence (SIM) in PALEMBANG SAPUTRA, SUEB; Rares, Joyce Jacinta; Lengkong, Florence Daicy
JURNAL ADMINISTRASI PUBLIK Vol 2, No 044 (2016)
Publisher : Sam Ratulangi University

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ABSTRACT: public service is the process of simultaneously output showing how government functions running. The implementation of decentralization and regional autonomy in Indonesia is believed to be able to improve services to the community, improve people's welfare, and fostering democracy. Effected by the importance of the role of public services on the one hand and the number of issues that bind them on the other hand, issues concerning the performance of the institutions as well as public service apparatus became one of the important issues in the reform of public administration in different countries, including for the context of contemporary Indonesia. Driving licences (SIM) is one of the mandatory documents which must be owned by citizens of Indonesia who drive good or rodadua. In addition to a license for motorists, driving licences can also be used as proof of identity for its owners in various other administrative affairs, thus maintaining a driver's licence (SIM) become important in order not to hamper travel and other affairs. POLRESTA Jakabaring Palembang was a place where the public can obtain a driver's license (DRIVING LICENCE) with the hope of driving licences (SIM) they can be retrieved quickly, easily and inexpensivelyRESEARCH METHODOLOGY: this study uses Qualitative research methods, descriptive through in-depth interviews to 8 Informant, observation, search and document additional instruments be assisted with guidelines for interviewing, recording device, and stationery to write. RESEARCH RESULTS: based on indicators of Dwiyanto used in this penerlitian, productivity, service quality, Responsiveness, Accountability and corporate responsibility, then note that the performance of POLRESTA Jakabaring in the service of Creation Licence (SIM) is already quite good even though there are still some things that need to be improved such as the responsiveness of the officer service in the future. Conclusion: the performance of POLRESTA Jakabaring Palembang is based on research conducted in the offices of POLRESTA Jakabaring has been running pretty well, but still requires improvement.Keyword: Performance POLRESTA Jakabaring, servicing the manufacturing Licence (SIM)
PENGARUH PENGEMBANGAN SDM TERHADAP PRESTASI KERJA PEGAWAI DI DINAS KEPENDUDUKAN DAN PENCATATAN SIPIL KOTA MANADO KIYAI, ZULRACHMAN; LENGKONG, FLORENCE DAICY; LONDA, VERY YOHANIS
JURNAL ADMINISTRASI PUBLIK Vol 4, No 64 (2018)
Publisher : Sam Ratulangi University

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Penelitian ini beranjak dari adanya dugaan bahwa prestasi kerja pegawai pada DinasKependudukan dan Pencatatan Sipil mengalami penurunan dan hal ini ada kaitannya dengan belumoptimalnya upaya pengembangan SDM pegawai itu sendiri. Dengan demikian penelitian inibertujuan untuk menganalisis pengaruh Pengembangan Sumber Daya Manusia (SDM) terhadapprestasi kerja pegawai di Dinas Kependudukan dan Pencatatan Sipil Kota Manado. Denganmenerapkan metode deskriptif kuantitatif, data dikumpulkan melalui intrumen kuesioner dandianalisis menggunakan teknik analisis persentasi dan teknik analisis korelasi product moment sertaregresi linear sederhana.Hasil penelitian menunjukkan bahwa (1). Distribusi jawaban responden terhadap pengembanganSDM pegawai bervariasi antara tinggi ke sedang, namun cenderung terkategori “tinggi”, sementaravariabel prestasi kerja pegawai berada pada kategori “sedang” atau menengah; (2). PengembanganSDM pegawai mempunyai pengaruh yang sangat signifikan dan berkorelasi secara linier positifdengan prestasi kerja pegawai pada tingkat signifikansi 1 %.Disimpulkan bahwa belum optimalnya prestasi kerja pegawai, khususnya pada Dinas Kependudukandan Pencatatan Sipil Kota Manado merupakan konsekuensi logis dari belum optimalnya upayapengembangan SDM pegawai. Disarankan bahwa (1). untuk memacu peningkatan prestasi kerjapegawai pada Dinas Kependudukan dan Pencatatan Sipil Kota Manado, diperlukan pemimpin yangpeduli terhadap upaya pengembangan SDM pegawai, terutama melalui pendidikan dan pelatihan. (2).Untuk lebih memacu peningkatan prestasi kerja pegawai, maka selain upaya pengembangan SDMpegawai melalui pendidikan dan pelatihan, juga diperlukan adanya promosi jabatan yang adil danproporsional bagi pegawai yang telah memenuhi persyaratan, baik administrative maupunkompetensinya.Kata Kunci : Pengembangan SDM, Prestasi kerja pegawai.Abstract: Research is moving on from the existence of allegations that employees work on theachievements of the Office of civil registration and the Population experienced a decline and it has to dowith its optimal HUMAN RESOURCE development efforts has not been an employee of itself. Thus thisstudy aims to analyse the influence of the development of human resources (HR) against theachievements of the work of employees in the service of the population and Registration of the city ofManado. By applying quantitative descriptive method, the data collected through questionnaires andanalyzed using the instruments of technical analysis and correlation analysis techniques presentationproduct moment and simple linear regression.The results showed that (1). The distribution of the answers of the respondents towards the developmentof HUMAN RESOURCES employees varied between a high to medium, but tend to be "high fashion",while the variable work achievement officers are on the category of "medium" or medium; (2)Development of HUMAN RESOURCES officers have a very significant influence and correlatedpositively with finite work achievement employees at the level of significance of 1%.It was concluded that have not been optimal work achievement employees, especially in the Departmentof population and civil registration Manado is a logical consequence of its optimal HUMAN RESOURCEdevelopment efforts have not employees. It is recommended that (1). to spur an increase in employee'swork achievements in the service of the population and Registration of the city of Manado, requiredleaders who care about the HUMAN RESOURCES development efforts of employees, mainly througheducation and training. (2) to further spur the improvement of employee's work achievements, then inaddition to the efforts of HUMAN RESOURCES employee development through education and training,is also required the existence of a promotional position fair and proportional for employees who have metthe requirements, both administrative as well as competencies.Keywords: development of HUMAN RESOURCES, employee work achievement.
Implementasi Kebijakan Good Governance Pada Sekretariat Daerah Kota Bitung Rorong, Meirando E.; Lengkong, Florence Daicy; Ogotan, Martha
JURNAL ADMINISTRASI PUBLIK Vol 3, No 400 (2016)
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Abstract :The problem of bureaucracy faced by all local goverments pertaining to theimplementation of Good Governance, because it is not become institutionalized yet, inlocal government neither from the strucutral and cultural aspects nor fromnomenclature program that support it. Besides, there is no skill human resource thathas capability in his field, became one of the factors that cause bureaucracy of a localgoverment not effective. Based on that fact, it can be said that up to now, theimplementation of good governance in local government is only a slogan. Thisbecomes the reason of the researcher to analyze the implementation of agoodgovernment policy at secretariat office Bitung City. The purpose of this research is: (1)To analyze and describe the implementation of transparency at Secretariat Office inBitung City; and (2) To analyze and describe the implementation of accountabilityprinciples at Secretariat Office in Bitung City.Method used in this research was descriptive qualitative method. The data wascollected through: direct interview and field observation. The informant was chosenwith the purpose to describe social symptom a certain social problem based on a certainconsideration which was called purposive sampling. The informants were 7 employeesfrom the Secretariat Office in Bitung City, consisted of 5 structural employee (eselonII,III and IV), and 2 from non structural employee with consideration that they knowmore about the problem.The research findings, revealed that: (1) The implementation of transparencyprinciple at Secretariat Office in Bitung City was good enough. For that reason, it isrecommended that the transparency and accountability needed to be increased for therealization of optimal good governance policy in harmony with the expectation oforganization and community of Bitung City.Keywords: Transparency, Accountability, Implementation of GoodGovernance.
PENGARUH PENGEMBANGAN PEGAWAI TERHADAP PRESTASI KERJA DI KANTOR CAMAT TOBELO KABUPATEN HALMAHERA UTARA LIANDO, ROI; LENGKONG, FLORENCE DAICY; RARES, JOYCE JACINTA
JURNAL ADMINISTRASI PUBLIK Vol 4, No 55 (2018)
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Abstrak : The purpose of this study is to test and analyze the influence of career development towards theaccomplishment of work. The population in this study was an employee of the Office of head of TobeloNorth Halmahera Regency. Population that is, 34 employees. The number of samples that is as much as 34respondents, using the method of stratified random sampling propotional. This research uses a simpleregression analysis tool (simple regression). This research resulted in summary, that career development apositive significant effect against the achievements of the work of employees.Keywords: career development, work achievement
Co-Authors Alden Laloma Alden Laloma AMIHI, DEREIFEL Anak Agung Istri Sri Wiadnyani Ardino s Ambanaga Astria Ruauw, Astria Ayunda Putri BAWOLE, POULA JECQUELINE BOBANE, KERIN VIDIYANTI BONALDY, SOETANDY Burhanuddin Kiyai Burhanudin Kiyai, Burhanudin Calvin Losa, Calvin Daniel Rewah, Daniel Desy Sangkoy DEWI, HENDRIKA PUTRI MARSITA Deysi Tampongangoy Deyvy Setiawan Bawole, Deyvy Setiawan DJODJOBO, FENESIA Etmon Taalongonan, Etmon FATMAWATI UMASANGADJI Femmy Nurul Akbar Fraike Rumondor, Fraike GANI, MOHAMMAD TRIYADI SAPUTRA GOHORA, JONI Gosal, Fidel Gredy Pangalila Gustaf Budi Tampi Harianto Ardiansyah Wumu, Harianto Ardiansyah Helly Kolondam HULKIBA, RIZKI Jantje Mandey Jericho DANGA Pombengi, Jericho DANGA Jericho Pombengi JOORIE MARHAEN RURU JOORIE RURU Joseph Mundung, Joseph Joyce Rares JUHRA, ANDIRMAN KANSIL, MEITA EUNIKE EKLESIA SIGAR Kawengian, Filly KENO, DEVANTY CIMBERLY KIYAI, ZULRACHMAN Kristiana Purba LAKO, ENTI SUSAN IRAWATI LAMADAU, SRI NANDA LANTAEDA, SYARON BRIGETTE Lensun, Junifer Frederik Lestari -, Lestari LIANDO, ROI Liany Tiara Mahda, Liany Tiara LIOW, HAPPY LOBBU, DORTEA NOVA Londa, Very Yohanis LUMANSIK, DENIS PATRICK MAKASILI, VIRLI MAKAWIMBANG, RUTRISME ALICIA MAMAHIT, JEKLIN MAMAHIT, KLARITA PRISILIA MAMUKO, EVIA NON MANDOLANG, YOSUA Martha Ogotan MASIKOME, JUNIOR HERMAN JOHANES Masje Pangkey MELITA, KARTIKA Migar, Selfia MOKOSOLANG, DELA CHELSEA Muhajir Samad, Muhajir Muhammad Aldino Mokoginta, Muhammad Aldino Natalia Anastasya Sumuruk NAYOAN, CINDY Novie Anders Palar, Novie Anders NOVVA PLANGITEN Nowzellita Makahinda, Nowzellita Olivia Nova Najoan, Olivia Nova PALAR, NOVIE PANTAS, LISYUNARTI Patar Rumapea PUSIDA, MAWARJATI RADING, NOFITRI RADJA, GREACE OKTAFIANI RAMPENGAN, BRIAN RAMPENGAN, JUAN ANTONIO RARANTA, TESALONIKA REMBET, MEYER IMANUEL RIBKA SANDI MAMANUA RIKUN, ALWAN RIMBING, GRACELLA RIVALDO MOTTOH ROMPAS, EL FITRIA Rorong, Meirando E. Rully Mambo RURU, ALTER MAYKEL RURU, ELVIS Salmin Dengo SANGALA, REGITA JENIVER SANGKALA, ABDUL AZIS SAPUTRA, SUEB SELVIANA EMELINIA LENGKEY, SELVIANA EMELINIA Shinta Manabung, Shinta Sonny Rompas SUOTH, AYU ENJELIA PATRISIA Suoth, Marvela Berlian SURATINOYO, SARIFA AYU TAMPI, GUSTAAF TAMPI, GUSTAAF BUDI TUMIWA, PINGKAN TUPAN, THRESIA NATALIA VERY LONDA VILLA SATRIA PUTRI TAMON, VILLA SATRIA PUTRI YAHYA, EKO R.Z Yunita Arne, Yunita ZULFIKAR, MOH. ZULFIKAR LASANDANGMOH