Mochamad Mustam
JURUSAN ADMINISTRASI PUBLIK FAKULTAS ILMU SOSIAL DAN POLITIK UNIVERSITAS DIPONEGORO

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Journal : Journal of Public Policy and Management Review

MANAJEMEN BENCANA DALAM PENANGGULANGAN BENCANA DI BADAN PENANGGULANGAN BENCANA DAERAH (BPBD) KOTA SEMARANG Nugroho, Radit Bekti; Mustam, Mochamad; Lituhayu, Dyah
Journal of Public Policy and Management Review Volume 4, Nomor 1, Tahun 2015
Publisher : Journal of Public Policy and Management Review

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (77.777 KB)

Abstract

Disaster in indonesia, it is not a stranger because it must be managed wellso there is a risk that may reduce. This study focused on the readiness of disaster management in regional disaster management agencies semarang city, hether in accordance with the theory of disaster management is pre stage of the disaster , disaster occurs , and after the disaster. And the purpose of this research is want to describe the management of disasters in the disaster on BPBD Semarang city also aware of the barriers faced in disaster management.A method of research in wearing that is descriptive qualitative with conductan interview to the speakers who have been in chose last time to get result is in want. The results obtained through interviews with a focus on three stages is pre disaster , when disaster , and after the disaster that BPBD Semarang city did not have the procedure remains at handling the disaster and monitoring. Hence BPBD Semarang must immediately realize the procedure remainshandling the disasters and their supervision, So that when tackling the disaster can walk with effective and efficient, for coordination must be in the fix that go well and the realization of BPBD ready to cope with the disasters in the city of Semarang
ANALISIS KINERJA PEGAWAI PADA DINAS TENAGA KERJA, TRANSMIGRASI DAN KEPENDUDUKAN PROVINSI JAWA TENGAH Maharani, Andika; Warsono, Hardi; Mustam, Mochamad
Journal of Public Policy and Management Review Vol 4, No 3 (2015): Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (249.315 KB)

Abstract

Low quality performance of employees at Departement of Manpower, Transmigration and Population of Central Java Province had motivated the author to implement a study of “Analysis of Staff Performance at Departement of Manpower, Transmigration and Population of Central Java Province. This study, analysis of staff performance at Departement of Manpower, Transmigration and Population of Central Java Province, was implemented as a result of low quality staff performance found in the office. The main problem of the study was lacking work capability, motivation and work discipline. This study aimed to test the effects of each independent variable: work capability, motivation, and work discipline, on staff performance. Data were obtained from an observation method according to field conditions as well as from questionnair dissemination to the study respondents. Analysis instrument used was coefficient correlation using an SPSS version 16.0. The study resulted in a positive and significant relationship between the independent variables (work capability, motivation, and work discipline) on staff work performance at Departement of Manpower, Transmigration and Population of Central Java Province the scales of 0,295 (work capability), 0,750 (motivation), and (work discipline) 0,499. In addition, collective significance rate of the relationship between the three variables and the staff performance was 52,5% Keywords:
PENGARUH KEMAMPUAN DAN MOTIVASI KERJA TERHADAP PEGAWAI NEGERI SIPIL DI BALAI DIKLAT KEAGAMAAN SEMARANG Handoyo, Ismail Niko; Yuniningsih, Tri; Mustam, Mochamad
Journal of Public Policy and Management Review Vol 4, No 3 (2015): Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (155.551 KB)

Abstract

As the state of apparatus an employee should have an attitude and behavior which characterized the devotion, and should have high work discipline so that they can give a good service to the society. It can assumed that most of State Employee or Pegawai Negeri Sipil (PNS) in Balai Diklat Keagamaan Semarang or Religion Affairs Training Center Semarang has low quality performance, as we can see from the input performance, system of performance, quality of service for participants and widyaiswara. The research is used explanatory research. Methods of collecting data are observation, questionnaire, interview, and review of literature that has been analyzed quantitatively. To examine the hypothesis is used kendall rank coefficient-correlation, kongkordasi kendall coefficient, F test (simultaneous test), and to find out the relation between variables is used determined coefficient analysis which helped by SPSS program. It found significant relation between capability (X1) with employee performance (Y) and motivation (X2) with employee performance (Y) by using rank kendall correlation. But, there are not significant relation between capability (X1), motivation (X2), and employee performance (Y). With F test technique there are significant relations between capability (X1), motivation (X2), and employee performance (Y). The influence of employee ability (X1) to employee performance (Y) is 43,3%, the influence of motivation (X2) to employee performance is 25,5%, influence of ability (X1) and motivation (X2) to employee performance is 55,9% and the rest 44,1% are other factors which has influence with employee performance such as discipline, appreciation, and type leadership. The result showed that the influence of high ability (X1) and motivation of employee can minimize fault so that employee’s performance can be increased and they can do better in any aspects. The author provides recommendations of ability (X1) through training, softskill training, and technical guidance, whereas recommendations of motivation (X2) through giving a compliment, appraisement, and additional intensive.
PENGARUH KEMAMPUAN DAN MOTIVASI KERJA TERHADAP PEGAWAI NEGERI SIPIL DI BALAI DIKLAT KEAGAMAAN SEMARANG Handoyo, Ismail Niko; Yuniningsih, Tri; Mustam, Mochamad
Journal of Public Policy and Management Review Volume 4, Nomor 3, Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (155.551 KB) | DOI: 10.14710/jppmr.v4i3.8945

Abstract

As the state of apparatus an employee should have an attitude and behavior which characterized the devotion, and should have high work discipline so that they can give a good service to the society. It can assumed that most of State Employee or Pegawai Negeri Sipil (PNS) in Balai Diklat Keagamaan Semarang or Religion Affairs Training Center Semarang has low quality performance, as we can see from the input performance, system of performance, quality of service for participants and widyaiswara. The research is used explanatory research. Methods of collecting data are observation, questionnaire, interview, and review of literature that has been analyzed quantitatively. To examine the hypothesis is used kendall rank coefficient-correlation, kongkordasi kendall coefficient, F test (simultaneous test), and to find out the relation between variables is used determined coefficient analysis which helped by SPSS program. It found significant relation between capability (X1) with employee performance (Y) and motivation (X2) with employee performance (Y) by using rank kendall correlation. But, there are not significant relation between capability (X1), motivation (X2), and employee performance (Y). With F test technique there are significant relations between capability (X1), motivation (X2), and employee performance (Y). The influence of employee ability (X1) to employee performance (Y) is 43,3%, the influence of motivation (X2) to employee performance is 25,5%, influence of ability (X1) and motivation (X2) to employee performance is 55,9% and the rest 44,1% are other factors which has influence with employee performance such as discipline, appreciation, and type leadership. The result showed that the influence of high ability (X1) and motivation of employee can minimize fault so that employee?s performance can be increased and they can do better in any aspects. The author provides recommendations of ability (X1) through training, softskill training, and technical guidance, whereas recommendations of motivation (X2) through giving a compliment, appraisement, and additional intensive.
MANAJEMEN BENCANA DALAM PENANGGULANGAN BENCANA DI BADAN PENANGGULANGAN BENCANA DAERAH (BPBD) KOTA SEMARANG Nugroho, Radit Bekti; Mustam, Mochamad; Lituhayu, Dyah
Journal of Public Policy and Management Review Volume 4, Nomor 1, Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (77.777 KB) | DOI: 10.14710/jppmr.v4i1.7209

Abstract

Disaster in indonesia, it is not a stranger because it must be managed wellso there is a risk that may reduce. This study focused on the readiness of disaster management in regional disaster management agencies semarang city, hether in accordance with the theory of disaster management is pre stage of the disaster , disaster occurs , and after the disaster. And the purpose of this research is want to describe the management of disasters in the disaster on BPBD Semarang city also aware of the barriers faced in disaster management.A method of research in wearing that is descriptive qualitative with conductan interview to the speakers who have been in chose last time to get result is in want. The results obtained through interviews with a focus on three stages is pre disaster , when disaster , and after the disaster that BPBD Semarang city did not have the procedure remains at handling the disaster and monitoring. Hence BPBD Semarang must immediately realize the procedure remainshandling the disasters and their supervision, So that when tackling the disaster can walk with effective and efficient, for coordination must be in the fix that go well and the realization of BPBD ready to cope with the disasters in the city of Semarang
ANALISIS KINERJA PEGAWAI PADA DINAS TENAGA KERJA, TRANSMIGRASI DAN KEPENDUDUKAN PROVINSI JAWA TENGAH Maharani, Andika; Warsono, Hardi; Mustam, Mochamad
Journal of Public Policy and Management Review Volume 4, Nomor 3, Tahun 2015
Publisher : Jurusan Administrasi Publik, Fakultas Ilmu Sosial dan Ilmu Politik, Universitas Diponegoro

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (249.315 KB) | DOI: 10.14710/jppmr.v4i3.8943

Abstract

Low quality performance of employees at Departement of Manpower, Transmigration and Population of Central Java Province had motivated the author to implement a study of ?Analysis of Staff Performance at Departement of Manpower, Transmigration and Population of Central Java Province. This study, analysis of staff performance at Departement of Manpower, Transmigration and Population of Central Java Province, was implemented as a result of low quality staff performance found in the office. The main problem of the study was lacking work capability, motivation and work discipline. This study aimed to test the effects of each independent variable: work capability, motivation, and work discipline, on staff performance. Data were obtained from an observation method according to field conditions as well as from questionnair dissemination to the study respondents. Analysis instrument used was coefficient correlation using an SPSS version 16.0. The study resulted in a positive and significant relationship between the independent variables (work capability, motivation, and work discipline) on staff work performance at Departement of Manpower, Transmigration and Population of Central Java Province the scales of 0,295 (work capability), 0,750 (motivation), and (work discipline) 0,499. In addition, collective significance rate of the relationship between the three variables and the staff performance was 52,5% Keywords: