BUKU REVIEW CONTEMPORARY PUBLIC ADMINISTRATION

BOOK REVIEW : Contemporary Public Administration 40 Competency Units, (2) Organizational Development with 9 (nine) Competency Units, (3) Procurement of Human Resources with 5 (five) Competency Units, (4) Remuneration with 4 (four) Competency Units, (5) Performance Management with 5 (five) Competency Units, (6) Learning and Development with 4 (four) Competency Units, (7) Talent Management with 7 (seven) Competency Units, (8) Industrial Relations with 13 Competency Units, (9) Worker Information System and HR Administration with 7 (seven) Competency Units. This book describes the competency elements of each Competency Unit in the nine clusters. However, unfortunately this book does not describe in a concrete and simple way related to examples of what portfolio documents represent and become evidence of competency in the competency certification test later on a HR Management practitioner. Another interesting aspect of this book that may be a benefit is the author's exposure to HR professional competency requirements from various nations, such as the United States, England, South Africa, and Australia. Several competency standards used in other countries must be emulated and utilized in the context of human resource management in Indonesia. This book also examines the role of human resource management practitioners during the worldwide Covid-19 epidemic and the transition to the new normal. It was emphasized in the section that during this global Covid-19 pandemic, HR Management practitioners must be able to align the organization with the changes that occur and build resilience for employees, managers, and organizational leaders to remain strong, innovative, and creative in the face of these changes. Another difficulty for HR Management practitioners in the worldwide Covid-19 epidemic is preparing upskilling or even reskilling programs for workers so that they can adjust to the fast changing corporate environment in accordance with market expectations. Finally, this book, with its detailed explanations of what competencies every professional or practitioner in the field of Human Resource Management, particularly in the private/private sector, should have, can be a very relevant and comprehensive reference in an effort, such as the process of compiling the SKKNI in the field of Human Resource Management, which is specifically relevant to the management of Apparatus HR Management in all Indonesian government agencies.

BOOK REVIEW : Contemporary Public Administration 41 REVOLUSI MENTAL : SENI BERPERANG MENGALAHKAN DIRI SENDIRI (MENTAL REVOLUTION : THE ART OF DEFEATING YOURSELF) Musklamal, S.Sos, M.Si The Center for Training and Development and Governmental Management Study (Puslatbang KMP) A. Book Identity Book Title : Revolusi Mental; Seni Berperang Mengalahkan Diri Sendiri Author : Andreas Hartono Publisher : Sinergi Aksara, East Jakarta Publication Year : 2016 Number of page : 330 pages B. Book Content This book starts with a definition of people as non-physical beings rather than physical creatures as an introduction. Human creation is based on nonphysical creation, which is temporarily housed in a physical body and will be abandoned after death. Thus, as a non-physical entity, consciousness, intellectual, emotional, and spiritual awareness are more important than physicality. Awareness is the beginning of everything; awareness leads to greater self-awareness, which in turn brings energy to change. This book

BOOK REVIEW : Contemporary Public Administration 42 attempts to help us understand, recognize, and control our own emotions and spirits, which are the keys to each individual's success in giving the best of ourselves for the corporate or wherever and whatever we perform on a daily basis; the good thing about this book is that it's not just a theory because it is based on personal experience, the theory is a reflection of the author's lengthy struggle in conducting inner work via the usage of all the joints of life he travels through "Life Journey" which is capable of bringing us all to become mature persons. Furthermore, it gives a method for recognizing, realizing, and managing our own inner emotions and spirit, which are the keys to each individual's success in giving their best to each person's achievement. The disadvantage is that every human being is necessary to have an interior experience of varying complexity. There are some who respond naturally, those who attempt to seek but just momentarily, and those who attempt to investigate farther. It's just that not everyone can explore it, look for the roots of their experiences, and find solutions while trying to understand the secrets of life, so the lessons learned may differ from one another; additionally, the lessons learned must be linked to existing development theories to assist the author in analyzing the various facts obtained. While the reality of a theory can be more accurately accounted for academically because of its nature, which can be demonstrated both via observation and experience in the field, it is vital to include theory because theory may also aid in seeing a phenomenon in a certain perspective. Furthermore, the use of theory might have a good influence on the author himself. For example, if a writer applies a theory about the function of political parties in his works, he will be known as an expert in the subject of political parties, and he might be presented as a speaker at seminars or events that require resource persons linked to political science. Readers who have read his articles will naturally be interested in inviting him to participate in an activity. Of course, the committee will ask that individual to speak about political parties in theory and practice based on the contents of the book he produced, so that expertise may be elevated to the level of an expert in his area. Furthermore, emotions are discussed as something extremely significant in this book since emotions determine the quality of human life. Beginning with a consideration of an unusual definition of emotion, namely emotion as energy and emotion as a molecule, the author concludes that emotion is the

BOOK REVIEW : Contemporary Public Administration 43 body's reaction to what is thought. Because emotions contain energy, they may physically move the body, such as furious lips vibrating when someone is angry. As a result, the most essential thing is to notice one's own emotions in a mindful manner. During the reading of the evidence, an in-depth evaluation will be gained with instances for the concept of emotion as the body's reaction to the mind. The dominance of the spirit over the physical is then demonstrated as its purpose of pushing to achieve that consciousness. This desire develops into the ability to identify oneself and transform oneself into the person one should be, capable of overcoming life's challenges and continuing to grow. This book promotes the development of emotional intelligence, which may be cultivated instead of intellectual intelligence, by progressing from low-level emotional energy (EETR) to high-level emotional energy (EETR) through family education and other educational facilities. Even more advanced is spiritual intelligence, in which we can receive the great touch and begin the growth of spiritual intelligence when contact between the conscious and subconscious minds is open. When there is a dialectic, IQ, EQ, and SQ will work effectively and increase efficiently, particularly the link between Mind, Emotion, Spirit, and Body. The author, however, does not lead to an understanding of the structure and function of the brain, where the brain is the regulator of all activities carried out by the body, this organ is composed of a number of supporting networks and billions of interconnected nerve cells consisting of the left brain, which is in charge of involving the brain. The left brain is responsible for logical language and analytical thinking, the right brain is responsible for creativity, and the center brain is responsible for arousal and alertness. Which element of the process of growing intellect is more prominent and what kinds of changes in the role of functions occur as a result of age development and the level of complexity of life challenges encountered. The author also presents contemplation, which has the potential to lead to a process of self-transformation based on consciousness as a willful human being. Self-awareness is directly tied to the object, meaning the life problem, and is a mental revolution that occurs in his mind in relation to the object. The author does not, however, offer a more extensive definition of contemplation, which is a virtual meditation space formed in the mind and then takes the time to talk to oneself and then think on what we deem essential in life, a number

BOOK REVIEW : Contemporary Public Administration 44 of principles, values, perceptions, and opinions. Life may have to be rebuilt, translated, and reimagined. We can't possibly know what we truly desire if we don't think about it. Contemplation in the form of soothing reflections will give rise to inner serenity, and it can even result in the formation of the concept of life that we want to live fresher and happier. This book provides a discussion of changes to become humans who are always positive and healthy by providing real and easy-to-understand examples. If every individual and family have high self-awareness and emotional intelligence, Indonesia will welcome the new generation of Indonesia through a mental revolution. However, the author does not provide a more detailed description of how to develop self-awareness and high emotional intelligence. President Soekarno once stated that the mental revolution is a movement to galvanize Indonesians to become new people who are white-hearted, steel-minded, passionate about the eagle, and have a fiery spirit. President Jokowi stated that in order to further enhance sovereignty, boost competitiveness, and reinforce the nation's unity and integrity, a mental revolution in the thinking, mental attitude, mentality and conduct, habits, and character is required. The goal of a mental revolution is to transform one's thinking, method of functioning, and viewpoint in order to develop a character of integrity, work ethic, and mutual collaboration. Nationally, a mental revolution is needed to achieve the objective of an Indonesian state that is sovereign, autonomous, and personal. The government's mental revolution was not ignited without any cause, but it is the solution to the nation's three fundamental difficulties, namely the decline of the state's prestige, the weakening of the nation's economy, intolerance, and the crisis of the nation's personality. Many activities in state management are seasoned with dishonesty, a lack of ethics and morality, unreliability, and untrustworthy. As a result, the mental revolution is the movement of the entire community (government and people) in the proper direction to restore the strategic values required by the country and state to be able to build order and people's welfare in order to compete in the globalization era.

BOOK REVIEW : Contemporary Public Administration 45 UNBOSS : BAGAIMANA SEHARUSNYA KITA MEMIMPIN DI ERA DIGITAL (UNBOSS : HOW WE SHOULD LEAD IN DIGITAL ERA) Ahmad Soekarno Syahrir, SIP, M.Adm.SDA The Center for Training and Development and Governmental Management Study (Puslatbang KMP) A. Book Identity Title : Unboss: Bagaimana Seharusnya Kita Memimpin Di Era Digital Author : Lars Kolind & Jacob Botter Publisher : ReneBook Publication Year : 2017 Number of page : 396 pages B. Book Content The UNBOSS book represents a movement for improved management, a better organization, and ultimately, a better world. This book contains three fundamental ideas: 1. UNBOSS, which is the new movement's scoping idea. 2. An UNBOSS, the polar opposite of a boss. The UNBOSS behaved as a leader, but in a very different way than managers do now.

BOOK REVIEW : Contemporary Public Administration 46 3. And UNBOSS, which is the process of transforming a traditional organization into one that is more in accordance with the organization's goal, one that is more sustainable and appealing to join. This book was developed as a result of experimenting with new ways of organizing work and involving others in the process. This book is divided into 23 chapters, which are listed below in short. CHAPTER 1: THE TIME HAS ARRIVED This chapter highlights the future corporations that have been UNBOSS, which are organizations with a vision or good purposes, as well as companies that are social movements. They'll understand what it's like when each colleague is a partner rather than a coworker. They will take on a variety of tasks inside the company, ranging from little contributions such as participating in the collaborative development process to full-time, multihanded work. These UNBOSS organizations will give employees with new possibilities to grow and empower them to take initiative, such as discovering new business prospects and sharing the value created. CHAPTER 2: FIRST, LEAVE THE OLD SCIENCE. This chapter discusses traditional bosses who have expertise and are hired because they are knowledgeable about numerous technical elements of the organization that they lead. They seldom challenge their own beliefs or assumptions about the world. In any case, they know better, even when it comes to dealing with problems. This is an issue. Because the world of today is so complicated, it is hard for individuals and businesses to know all of the answers. Today's management entails bringing together a group of individuals to provide solutions and address obstacles. You must reconsider the assumptions that underpin your company. This is not, however, a simple task. Initiating any kind of cultural change in a company is a major undertaking. The assumptions are frequently so buried in the DNA of the organization that they are nearly hard to eradicate and much more difficult to replace with new, more relevant assumptions. Take, for example, KODAK. For far too long, KODAK assumed that clients were solely interested in the printed images they took while on vacation. And this firm is uninterested in digital photography. Many companies have had success in examining and changing their fundamental assumptions. However, there are several cases

BOOK REVIEW : Contemporary Public Administration 47 of businesses stumbling and dissolving as a result of their inability to adapt to change. Almost any firm that has had long-term success or restored a profitable position in a competitive market will be able to attribute the growth to a fundamental shift in the organization's assumptions. CHAPTER 3: THE PORTRAIT OF AN UNBOSS This chapter illustrates why the boss's job must be reinvented from the ground up. Traditional bosses, on the other hand, have no place in the knowledge-based enterprises of the future. Bosses have been fired because they do not enable ideas, creativity, and relationships to flow freely and rapidly within and beyond the organization. When the boss left, he hindered and upset his colleagues due to his unwillingness to embrace ideas that transcend and divide, a way of thinking that was eventually highly destructive to the organization. Employees who spend their time attempting to predict what the boss is thinking are unlikely to develop a successful firm. The future manager must liberate his employees, allowing them the time and space to arrange their own work in the manner that they like. An UNBOSS will have the same objectives as a typical boss, but will be given a distinct mandate. The mandate is issued from below. He had to battle for the right to reign in the eyes of his employees, not only his bosses. An UNBOSS must provide a rationale for his or her staff to follow suit. Employees will not continue to support him unless they have personal motivations to do so. In comparison to typical bosses, the UNBOSS is an essential member of the organization. He may even be invisible to outsiders, but to all partners with his colleagues, he is the UNBOSS at work. He fulfills his position as a team leader by becoming a member of the team. He engages with the team in a casual manner, in contrast to the boss's more formal and dominating management position. CHAPTER 4: YOUR UNBOSS ORGANIZATION The author tells us in this chapter that most traditional managers cannot envisage any organizational structure other than the well-known functional hierarchy that was designed a century ago. The nature of labor is getting increasingly complicated, and this trend is intensifying. While there are or may be as a result of technological advancements, professions will get more complicated as humans become more competent and efficient, and learn to

BOOK REVIEW : Contemporary Public Administration 48 leverage increased computational capabilities. Clay Shirky, an American author, tells us in his book, Here Comes Everybody, that if we learn to arrange ourselves in new ways, the cost of arranging complicated jobs reduces drastically. The idea is that the few traditional firm operations are synchronized or simultaneous in terms of time and location. Every day, all employees arrive at the workplace at the same time and in the same location. They may opt to work for various borderless firms at times. These businesses are, by definition, asynchronous, with employees working where and when they wish. They only meet face to face when there is a compelling cause to do so. CHAPTER 5: THE ORGANIZATIONAL VISION OF THE UNBOSS In this chapter, the author explains by using three big firms throughout the world as examples. Consider Apple, Google, and LEGO. They are the industry leaders, having defeated competitors such as IBM, Microsoft, and Mattel. Why? The key reason is because they have a vision. Apple creates goods for people who think differently and want to make a difference in the world. Google wishes to liberate all types of information and make it available to everyone. Lego's vision is personal growth via children's play and learning; we must follow their lead and UNBOSS the aims of private firms, organizations, and public-sector entities. We must muster the guts to recognize that the ultimate objective of the firm is not only to produce money for shareholders, but also to create social value for the welfare of all, the interests of, and to do an unprecedented degree. CHAPTER 6: YOUR ORGANIZATIONAL STRUCTURE UNBOSS This chapter emphasizes the need of transforming into a suitable framework for cooperation with all of your stakeholders in order to be lean, agile, and inventive. Why? because you compete on a worldwide scale to gain the faith and confidence of brilliant individuals and new consumers The world evolves quicker than any formal organization can keep up with, and your product's lifespan is drastically reduced. The duties required get more complex, and it is your responsibility to keep track of them.

BOOK REVIEW : Contemporary Public Administration 49 CHAPTER 7: YOUR COMPANY UNBOSS This chapter describes how, in a company where UNBOSS value-creating relationships are formidable total non-traditional relationships, Lady Gaga does not promote the global metro express newspaper in an advertisement, but instead collaborates with them to create an edition that reveals the essence of the brand. The development of value around a shared vision such as this is at the heart of the company without borders. In theory, you may encourage all of your stakeholders to contribute to the creation of value. This helps them feel that they are now a member of the organization. CHAPTER 8: THE MID MANAGEMENT OF UNBOSS The authors make an interesting point in this chapter on how antiquated management practices in traditional firms not only result in mediocre financial performance, but also in outmoded and sluggish staff at all levels of the hierarchy. Managers must adjust their mindset if the organization is to succeed. We shall witness corporations that rise one day and sink the next in a competitive global economy controlled by fast technology innovation. As a result, it is critical for UNBOSS managers to do so in order to lead the organization and their colleagues into a new era of potential. CHAPTER 9: YOUR STAFF’S UNBOSS The author underlines in one of the chapter's topics that we must also UNBOSS the nature of the working connection. To develop extra value for both sides, we must transform our employees into partners. Fortunately, most CEOs are still in a position where they can turn the ship around and encourage people to work with the firm rather than against it. Show your employees that they, too, own the firm, and make this a driving principle for all you do. That is the bedrock of a really collaborative company. CHAPTER 10: THE UNBOSSY JOB One of the author's primary points in this chapter is that UNBOSS personnel are far more fun than traditional workers since they are regarded as experts or project partners who can be trusted, rather than machines. Unbossed work is also significantly more efficient. You may require at least 10% less

BOOK REVIEW : Contemporary Public Administration 50 monitoring and control. If an issue emerges, you feel forced to seek assistance in resolving it and who is in a better position to see an issue than you? Remove traditional supervisors and inspectors, and give people the authority to execute their duties. That is the essence of UNBOSS's work. CHAPTER 11: THE OFFICE UNBOSS The authors explain in this chapter that the UNBOSS workplace will almost probably be smaller than your current office because most of your colleagues will be working elsewhere in the future. So, why does it not branch out and abandon the concept of a traditional workplace for employees, including managers? Why does it not simply let everyone to choose where they wish to work? CHAPTER 12: UNBOSS COMMUNICATION This chapter by the author argues that the shift from traditional communication to UNBOSS communication is a shift from paid attention to well-deserved attention, a shift from controlled and restricted communication to borderless communication. CHAPTER 13: UNBOSS MARKETING In this chapter, the author explains that UNBOSS marketing is all about trimming that bullshit and forging true relationships with people, grounded in real emotions. If you do this and are honest and consistent, you will stand out from the crowd and retain the loyalty of your customers. UNBOSS Marketing is about discovering true, genuine stories about the company that touch the hearts of customers and employees alike. These stories are often buried deep in the history of the company, in the motivation and youthful spirit that permeates organizations while still in the pilot stage. CHAPTER 14: UNBOSS SALES In this chapter the author conveys the message that loyalty is a determining element in UNBOSS sales. According to traditional sales techniques, loyalty is about getting existing customers to buy more either now or by keeping them coming back later. However, there is a big difference between extra sales and true loyalty.

BOOK REVIEW : Contemporary Public Administration 51 CHAPTER 15: UNBOSS PURCHASES This chapter is about the buying manager of IdeaLux, a UNBOSS firm that makes smart concert lighting. Linda maintains frequent contact with the whole external supplier chain and collaborates with them to develop more inventive and complex goods. Of course, Linda had to negotiate favorable terms with suppliers in order to maintain the prices of IdeaLux goods competitive. Linda, on the other hand, does not play the role of price negotiator. He is also in charge of creating long-term connections and collaborations with external partners based on mutual trust and information exchange. CHAPTER 16: UNBOSS RESEARCH AND DEVELOPMENT One of the ambitions of this chapter is that individuals from outside the organization should be able to participate in the innovation process. To genuinely UNBOSS, however, managers must connect their firms to global innovation networks comprised of institutions, universities, government entities, customers, and suppliers. In today's globalized world, open innovation is not simply a choice; it is the key to success and, therefore, survival. CHAPTER 17. UNBOSS PRODUCTION This chapter highlights, in part, that UNBOSS manufacturing entails creating a method that encourages creativity and flexibility while simultaneously lowering costs. The polarization of worker vs management is a fundamental characteristic of Taylor's production thought. This mindset is still prevalent today. Workers are almost unquestionably necessary as a component of production, in the sense that they are expected to work as hard as possible. The worker can be considered as a supplier, selling the hours worked to the firm, while the corporation, of course, only purchases the number of hours required at the lowest feasible price. This way of thinking, we feel, is out of date. We challenge the staff-employee relationship on the basis of 100-year-old ideals and mistrust. Workers are concerned about being exploited and tortured. Management, on the other hand, feels that workers who are not rewarded or penalized would become docile and ineffective.

BOOK REVIEW : Contemporary Public Administration 52 CHAPTER 18: UNBOSS CUSTOMER SERVICE This chapter underlines, among other things, that in order for your organization to profit from UNBOSS, you must be ready to offer your customer support workers the flexibility to operate without any predefined scenarios or directions. If you don't dare to do so, you should question yourself why they were employed in the first place if you don't trust their judgment. You shouldn't expect much dedication from them if you don't demonstrate that degree of trust. CHAPTER 19: HUMAN RESOURCE OF UNBOSS AND SALARY LIST The author underlines in this chapter that the UNBOSS takes a distinct approach to salaries and bonuses. We think that everyone deserves to be compensated fairly for their contributions to the organization. We think that employees know better what constitutes a decent compensation, and we urge that mentors alter pay after adequate dialogue with each employee and their colleagues. Simply put a stop to the traditional bonus programs. In extraordinary cases, a unique single bonus reflecting a very great contribution to the business may be appropriate, but that is all. We also advocate for salary transparency. Employees are fully aware of who makes the most significant contribution and are prepared to accept that people get paid differently. CHAPTER 20: UNBOSS RISK In this chapter the author explains that in contrast to conventional bosses, who often want to cover up problems, UNBOSS managers share information with all employees and invite everyone to participate in assessing the various risks and consequences that may occur. This kind of risk assessment also involves parts of the organization that usually care about nothing but their own projects. Encouraging a shared interest in predicting the outcome of a project makes people throughout the organization feel engaged and engaged. CHAPTER 21: UNBOSS KNOWLEDGE MANAGEMENT The author highlights in this chapter that UNBOSSing your company in this manner may appear to be a big mission. However, the most challenging aspect of UNBOSS knowledge management is not the most complex. There's

BOOK REVIEW : Contemporary Public Administration 53 no compelling reason not to, and there's no other option. The tools you require to keep your staff connected are available and your most astute competitors are already employing these technologies. All you have to do is get acclimated to UNBOSS' new way of sharing information. CHAPTER 22: UNBOSS CSR The author discusses in this chapter one of them that we entirely agree with Benjamin Frenklin, who developed the notion of living prosperously through doing good more than 200 years ago. Any firm that does not care about its stakeholders, employees, the environment, or the community, in our opinion, will eventually lose its rationale. As a result, we consider CSR to be an inherent element of our main company, rather than an add-on. In fact, we believe that all organizations should have at least three primary objectives: financial, environmental, and social considerations. CHAPTER 23: UNBOSS VOLUNTEER SOCIETIES According to one of the chapter's authors, UNBOSSing voluntary groups, like any other public sector organization or agency, is all about breaking down traditional boundaries. They must break out from their self-made disguise. They must reject outmoded structures and norms in order to advance a vision. C. Strengths and Weaknesses This book has a lot of inspiration for its readers and should be used as a reference for academics, researchers, and government practitioners. Although the author's writing style focuses on the corporate world, there are many current management ideals that we may learn from and use in the public sector. If it is related with the contemporary Indonesian bureaucracy, the direction of government organizations is strongly tainted by the current style of modern corporate management methods, in which government organizations are now forced to be more agile and lean. The UNBOSS book has covered several topics, including how the author delivers his ideas for changing the organizational structure and leadership style inside the firm to make it more lean, agile, and adaptive.

BOOK REVIEW : Contemporary Public Administration 54 BIROKRASI MASA DEPAN : MENUJU TATA KELOLA PEMERINTAHAN YANG EFEKTIF DAN PRIMA (FUTURE BUREAUCRACY : TOWARD EFFECTIVE AND EXCELLENT GOVERNANCE) Citra Permatasari Junior Researcher, The Center for Training and Development and Administrative Law Studies (PUSLATBANG KHAN) [email protected] A. Book Identity Book Title : Birokrasi Masa Depan Menuju Tata Kelola Pemerintahan yang Efektif dan Prima Author : Dr. Edi Siswadi, M.Si Publisher : Mutiara Press Publication Year : 2012 Number of page : 196 pages B. Book Content Success in economic development and in various fields is encouraged to achieve justice and prosperity for the community. Services in the public sector will continue to experience dynamics of change along with the

BOOK REVIEW : Contemporary Public Administration 55 increasing population and increasingly modern era. State Civil Apparatus are required to be competent and continue to innovate in terms of public services but still prioritize the interests of the community. State Civil Apparatus has a strategic role in the implementation of development or in other words the success of economic and social development in a country depends on the quality and effectiveness of its State Civil Apparatus (ASN). Various efforts have been made to improve the competency of the state apparatus such as career development for State Civil Apparatus (ASN), the concept of five working days a week, streamlining the bureaucracy (merit system), policy on limiting the number of employees, the national disciplinary movement, and many other efforts to maximize quality improvement of apparatus. According to FA. Nigro, public administration plays a critical role in the creation of state policy and, as such, is a component of the political process. As a result, public administration has a large influence not only at the policy formulation level, but also at the policy implementation level, because its purpose is to realize program goals that have previously been defined by political policymakers. Government bureaucracies are increasingly being called upon to adopt efficient principles in order to ensure that resources are used optimally in the public sector. Bureaucracy is defined as a government institution that not only fulfills public goods but also supports and motivates the development of community participation. It should be understood that public policies are developed in accordance with specific laws and authorities in order to have a strong binding influence on society as a whole. Even though they have different meanings, we frequently find it difficult to discern between the concepts of policy and choice (decision). Making alternative choices is what decision making is, whereas policy making involves several decisions. As a result, decision making is a component of the policy formulation process. Policies are typically composed of a sequence of interconnected decisions, i.e. the selection of viable alternatives. While the policy is an action that leads to a specific goal.

BOOK REVIEW : Contemporary Public Administration 56 Bureaucratic reform is deemed ineffective since the construction of a central bureaucratic structure is centered on political benefits for parties supporting the government rather than sharing authority with the regions and key businesses that will be established. It is crucial to revive the bureaucracy in order to boost the optimization of community services, as well as to be oriented toward productivity, which will propel the bureaucracy towards modern administration in order to improve quality services. The traditional bureaucratic organizational culture relied solely on expertise or technical capabilities to run an established system. Meanwhile, the new bureaucratic organizational culture focuses on a dynamic cultural framework in order to touch on the substance of what values are required by the larger community as service users. Organizational culture does not emerge by itself, but is implanted and developed over time, typically passing down from generation to generation. The value of the work culture can be changed by the work unit leader who desires the change; consequently, every leader and decision maker acts as a cultural value developer and observer. The efficacy of a bureaucratic organization can be seen in how the bureaucracy responds to varied community requests in the delivery of public services. According to The Law No. 5 Year 1974, decentralization and regional autonomy are intended to promote regional governance, particularly in development and community services. Regional autonomy empowers a region to develop its territory in accordance with its potential and resources; community participation is essential. Participating in direct regional head elections is one of the true kinds of community engagement; it is hoped that leaders will be elected who will bring prosperity to their people. Institutional and public management transformation are required to achieve effective governance. The key to institutional reform is to empower the bureaucracy itself, which includes the general public as stakeholders, the Regional House of Representatives (DPRD) as stakeholders, and business organizations. Public management reform refers to management reforms that are in step with technological advancements and are focused on performance rather than policy.

BOOK REVIEW : Contemporary Public Administration 57 The bureaucratic reform agenda begins with modernizing institutions and human resources in order to increase public trust in the good services delivered by the state apparatus. A good government is attained through good government administration, in which the decision-making process is democratic, transparent, and fair.

BOOK REVIEW : Contemporary Public Administration 58 PUBLIC ADMINISTRATION : BALANCING POWER AND ACCOUNTABILITY Neneng Sri Rahayu Polytechnic of STIA LAN Jakarta [email protected] A. Book Identity Book Title : Public Administration; Balancing Power and Accountability Author : Jerome B. Mc Kinney and Lawrence C. Howard Publisher : Praeger Publishers, Westport, Greenwood Publishing Group, Inc Publication Year : 1998 Number of page : 507 pages B. Book Content This book illustrates how power may impact the behavior of public services, both at the middle and lower levels, despite the fact that this level is critical in implementing a program's goals and achieving its objectives or outputs from service delivery. This book's scope describes: PART I Explaining ethical foundations entails the process and search for moral standards that help us identify and clarify right and wrong actions. Ethics becomes the standard or basic principle to guide correct action and must be carried out and assimilated in social life on a continuous basis. What has

BOOK REVIEW : Contemporary Public Administration 59 always been debated in public ethics is the relationship between (1) citizenship, ethics, and democracy, (2) virtue, ethics, and public interest, (3) ethics and founding fathers' ideas, and (4) ethics and administration. In addition to ethics, it discusses public administration in the context of direct practice, both in public and private enterprises, each with their own set of features, both strengths and shortcomings. The most crucial factor, however, is how truth, credibility, and commitment are applied in the business, all of which are interconnected. Other talks focused on the evolution and ramifications of public policy, namely legislative and executive interactions, policy-making procedures, policy analytic tools, and how policies are executed. The most essential aspect of public administration is public service, which strives to aid in the introduction of civilization by determining the most cost-effective and responsive manner to apply the resources of public organizations while prioritizing the values of justice and democracy. Many of the things that companies accomplish are highlighted by organizational processes: 1. The process of determining which interests motivate public action. 2. Explain the correct solution. 3. Specify the appropriate reaction range and depth. 4. Distinguish between the powers to be exercised by the legislative and those to be exercised by the executive. PART II This section describes and evaluates public administration theory, provides a broad overview of the major organizational theories that have influenced administrative practice, comprehends organizations in formal, closed, or mechanistic terms commonly referred to as formal or classical schools, and demonstrates the evolution of organizational theory and its relationship to management public practice. When compared to traditional public administration theory, organizational humanism seeks to change policies and structures that systematically impede social equality by increasing effective and efficient productivity, Total Quality Management (TQM) and reengineering, praxis, and cultural hermeneutics. Theory must inform practice in public organizations, and administrative practice must produce theory. Unfortunately, there is extremely limited

BOOK REVIEW : Contemporary Public Administration 60 theoretical study in public administration in terms of constructing if-then formulations (i.e., experimental testing of hypotheses). On the other hand, most of what counts as theory is a description of normative propositions, prescriptions for how things should be. Theory is critical in public administration because the administrative process connects ideas to implementation. If the government intends to serve the people better, public officials must have a theory that relies on and balances the ideas of all academic fields. Furthermore, this section examines decision making, problem resolution, and the translation of ideas into practice at the intermediate leadership level. Organizational transformation tactics include: (1) thoroughly assessing organizational challenges; (2) sharing data with the organization's team; and (3) developing a shared action plan to address the problems that have been found. This technique creates an organization that is more adaptable to change and has a higher level of flexibility and structures. PART III The management function is responsible for planning, organizing, coordinating, and controlling, as well as reviewing decision-making, communication, and leadership processes, as well as public relations. Planning, as a continuous action that is most commonly heard in local government, demands us to do something in the present if we wish to affect the future with the help of a reliable agency or organization in coordinating the preparation and plans and activities. Planning is the most important function in organizational management; it demands us to choose the best path to take in order to properly map out the goals, objectives, programs, and activities to be accomplished. The success of planning consists in enhancing coordination and reducing gaps; without planning, there will be no development control. Top-level administrators are in charge of imagining, initiating, and accomplishing future goals, as well as planning, organizing, coordinating, and controlling. Top management prioritizes strategic or comprehensive planning, i.e. planning for the entire unit or institution. There are a variety of tools and strategies available to help mid-level leaders achieve corporate goals. Program planning, management by objectives (MBO), and program evaluation and review (PERT) procedures are among the most extensively

BOOK REVIEW : Contemporary Public Administration 61 employed. The following factors must be considered when evaluating and reviewing programs: (1) focusing management's attention on key aspects of program development, (2) reminding middle-level leaders of potential problems that can impede program objectives achievement, (3) facilitating program evaluation, (4) providing rapid reporting, and (5) improving the quality of decision-making. To reach an ideal decision, decision makers must construct a consistent and logical process that will generate the most acceptable results in order to achieve the goals that have been specified. The steps are as follows: correctly diagnose the problem, collect data and create decision criteria, identify alternatives, critically, in-depth, and compare alternatives, select and recommend alternatives to be considered, and implement alternatives. Power can be wielded and accountability is difficult to come by; it entails a variety of rules, regulations, and procedures applied by mid-level managers, particularly in programmatic decision making; and it entails the leadership's ability to sift through hierarchical information or communications, allowing for "uncertainty absorption." Because of the reductive processes that occur as knowledge passes up the hierarchy, the negotiating environment in which public decision-making occurs assures that checks and balances have a considerable influence on what judgments are made. There is, however, a limit to how well a bargain can control the quality of decisions and their implementation. PART IV This section examines the exercise of power through program execution by defining the functions of regulating and supporting staff, financial management, and production. The method by which managers collaborate with people to achieve organizational goals is included in the personnel function. Traditional functions include recruitment, inspection, certification, job classification, salary policy, job assignment and supervision, training (especially in service), promotions, service records, and transfers; safety plans, relations with professional and trade union organizations, and morals; prestige, discipline, and the ability to create career services. In carrying out its functions, it has resulted in an achievement system that includes both general and specific achievements to support employee competency, provide careers in government and ensure fair salaries, adequate benefits

BOOK REVIEW : Contemporary Public Administration 62 (particularly pension provisions), promotion of performance criteria, freedom from partisan interference (neutrality), protection of employees from unfair treatment by superiors, and improvement of the status of public employees through enhanced training and development of the professional community (merit). This part also highlights program monitoring and evaluation, as well as the impact of programs on the costs and benefits of goods and services, and the role of organization as a delivery system instrument. Two key topics were evaluated: administrative and fiscal federalism in interstate interactions, as well as issues in international administration and development. In general, financial administration is concerned with three major issues: (1) formulating fiscal policy, which is the process by which public or political authorities select common projects and enable appropriations to accomplish them (problems such as employment, taxation, inflation, increasing income, and borrowing or financing deficits), (2) ensuring accountability, so that public monies are used honestly and intelligently for purposes accepted by the general public, and (3) implementing those programs (problems such as employment, taxation, inflation, income raising, and borrowing or financing deficit). Another factor that acts as a supporter is the budgeting process, which is both dynamic and long-term. It is usually divided into five stages: (1) planning and prioritization; (2) preparation based on guidelines; (3) legislative review of agency requests and allocations; (4) program implementation; and (5) postaudit and review of agency expenditures. Accountability efforts are pervasive across the financial management system. The need to prevent the manipulation of government resources for personal gain drives the creation of line-item budgets as well as purchasing and auditing routines. It should also be highlighted that the current financial management system goes beyond fiscal monitoring to include program activity analysis and evaluation of the social impact of government initiatives. In summary, it is becoming increasingly evident that significant authority continues to exist outside of the control of superiors, making responsibility dependent on the leader's personal value system. On a bigger scale, greater accountability implies not only honesty but also the

BOOK REVIEW : Contemporary Public Administration 63 opportunity to develop the government's effectiveness in implementing the programs undertaken. PART V This section outlines the policy areas that are transformed into systems of intergovernmental relations. This chapter depicts the dynamic intergovernmental arrangements in which a specific government unit operates involved in managing an agency in the federal system, the need for cooperation, the existence of ongoing bargaining between government units, identifies different types of financial operations and administrative arrangements, and comprehends the strong role of finance in the intergovernmental system in determining the policy direction of various levels of government, characteristics, problems and advantages of the US federal system, and the important role of leadership in influencing intergovernmental policy. Meaning of accountability: (1) greater responsibility to elected superiors, (2) greater responsiveness to community groups (often minorities), and (3) stronger commitment to "better values and moral standards”. Accountability at the intermediate level must be built on both a power and a moral base. Community capability and empowerment must complement one another. Accountability must be redefined and operationalized to demonstrate its connection with power and to reduce misuse of authority. The primary abuses of power are the government's inability to implement approved and funded programs and services, as well as the replacement of publicly declared program objectives with organizational and personal growth goals (job security and promotion). So, in order to promote accountability, we must strengthen government's ability to achieve publicly declared goals. This must concentrate on mid-level leadership because they are the major translators of publicly stated intentions into outcomes. Accountability must therefore rely on enhancing the capacity of middlelevel executives who are in charge of policy implementation. Middle-level executives are the primary agents of organizational transformation. They have the potential to establish "workable democracy" by balancing power and accountability in order to improve people's quality of life. The job of balancing power and responsibility is daunting, requiring power to be

BOOK REVIEW : Contemporary Public Administration 64 subjected to competencies that improve the quality of governance in a democratic country. C. Strengths and Weaknesses Strengths This book is very comprehensive in explaining theory and reinforced by actions that occur in public administration administration, and it becomes a new guide in operating a bureaucracy that fights between power and accountability, with a concentration on middle-level leaders. Weaknesses 1. Administrative practice was also not explored for the use of the implicit theory. 2. There are essentially no theories that explore the link between top-level policymaking and execution by operators. ada.

BOOK REVIEW : Contemporary Public Administration 65 MEMIMPIN PERUBAHAN DI BIROKRASI PEMERINTAH (CATATAN KRITIS SEORANG AKADEMISI) LEADING CHANGES IN GOVERMENT BUREAUCRACY (CRITICAL NOTES OF AN ACADEMIC) Budi Fernando Tumanggor Polytechnic of STIA LAN Jakarta [email protected] A. Book Identity Book Title : Memimpin Perubahan di Birokrasi Pemerintah Author : Agus Dwiyanto Publisher : Gadjah Mada University Press Publication Year : 2016 Number of page : 391 pages B. Book Content The experience of a leader in a transformation process in an organization is not always easy and smooth. This book arose from an author's statement and critical remark in driving change in a think tank government agency in the field of developing the competency of the State Civil Apparatus. The author's experience as a leader in the National Institute of Public Administration (LAN RI) in conditioning and implementing reforms in this agency is conveyed in a systematic and detailed manner. He has not

BOOK REVIEW : Contemporary Public Administration 66 squandered his privilege as an academic and a bureaucrat for almost three (three) years by documenting his experiences in this book so that it can be a lesson for everyone and the next struggle in the process of changing LAN RI to become a reference for the nation in administrative reform. The author's emphasis on the need for ongoing attempts to take specific actions to speed the transformation and reform of the government bureaucracy is expressed and achieved in change programs and policies in LAN RI, with him as the highest leader. When beginning and executing improvements in LAN RI, he encountered numerous objections and problems. He provides many critical remarks in each chapter of this book, demonstrating that the contents of this book are, in fact, his true experiences and the outcome of his serious reflection. If you pay attention to each chapter of this book, beginning with Chapter I and ending with Chapter 10, the reader will find a coherent systematic writing as if this is an explanation related to real programs and his achievements for approximately 3 (three) years as the highest leader as well as a change leader on LAN RI. Each chapter in this book concludes with a critical note from him, as if it were his in-depth reflection on the changes that have been implemented, as well as several constructive criticisms, improvement plans, ideas/innovations, and change efforts that will be realized in the future for the improvement of LAN RI. This book appears to be a "mirror" as well as a genuine accountability report from the Head of LAN RI in making the necessary changes. This book also demonstrates the dynamics that occur in LAN RI during the change process, as well as a picture of the behaviors and responses of some government bureaucracies when confronted with the change process. Resistance to change and the presence of someone like a writer from outside the government system appears to be widespread. Isn't there, nevertheless, opposition to any reform process? He did not let this opposition stand in the way of fulfilling his aim of making LAN RI a national model for administrative reform in Indonesia. The author hopes that this book will be successful. About Author Professor Dr. Agus Dwiyanto MPA was a Professor at the Department of Management and Public Policy (MKP), Faculty of Social and Political Sciences, Gadjah Mada University during his lifetime. In 1980, he received his

BOOK REVIEW : Contemporary Public Administration 67 bachelor's degree in public administration from the Faculty of Social and Political Study at UGM, and in 1990, he pursued his master's and doctoral degrees in public administration at the University of Southern California in the United States of America. He held many posts at his alma school, Gadjah Mada University, including Head of the Department of Public Administration from 1992 to 1999, Head of the Gadjah Mada University Center for Population Research from 1994 to 1997, and Vice Chancellor for Cooperation and Business Development from 2002 to 2007. During his tenure as The Head of LAN RI from 2012 to 2015, he implemented numerous improvements with his colleagues in a variety of areas, including institutional structure, leadership training, pre-service training, and changes in LAN RI’s bureaucratic culture. This book is the outcome of his critical reflection on the experience of making changes in LAN as one of the government agencies that is vital for building the competency of the Indonesian State Civil Apparatus (ASN RI). Learn More About This Book This ten-chapter book offers a spark of thought that departs from the author's tangible and direct experience guiding the process of transformation in government bureaucracy. According to the author, it is not always as simple as analyzing and developing the current literature on the context of change management in the process of change in the government bureaucracy. According to him, existing literature on change management relies on instinct, common sense, and the instincts of change agents and leaders, but his experience as the author of this book is more of a personal experience or tacit knowledge, so it becomes an alternative literature that is slightly different from the existing ones related to the context of change management, particularly in government bureaucracy. From Chapter 1 through Chapter 10, this book has the advantage of having a very methodical and "flowing" train of thought that is born from the author's specific experience, with various chapter summaries as follows: Chapter 1 delves into the writer's inner turmoil after being lined up and requested to serve as The Head of LAN RI in an open selection process for candidates for Head of LAN RI. The author's strong desire to affect change in LAN RI as a think tank for state civil apparatus competency

BOOK REVIEW : Contemporary Public Administration 68 development pushed him to accept this position. Interestingly, this fight has become even more heated within the author because the author has before frequently criticized the organization he will lead. The author hopes that LAN RI will become the nation's standard for administrative reform in Indonesia. Chapter 2, the author examines the processes of initiating change. The author emphasizes that the process of change in government bureaucracy takes a different approach, particularly given the characteristics of the Weberian bureaucracy implemented in Indonesia. In this chapter, the author highlights that in order to foster a change-making attitude, the government must embed principles and public interests in the lives of state civil apparatus. Chapter 3 explains the author's experience in conducting institutional arrangements in LAN RI as a physical representation of the agency's change process. In LAN RI, institutional arrangement is accomplished by combining all activities in multiple connected roles into one institution, for example, the study function, which was formerly overseen by three deputies, is now managed by one deputy, making it more efficient and effective. Chapter 4 discusses how to foster a bureaucratic culture that, according to the author, is more in keeping with the situation in Indonesia, which is rich in ethnic, cultural, religious, historical, and socioeconomic variety. This is significant because the Weber-style bureaucracy that has formed in various government organizations in Indonesia places a high value on uniformity, hierarchy and control, formalization, and power orientation. Chapter 5 explains how the author seeks concrete steps to form change leaders in LAN RI and evaluates several key LAN RI activities related to the LAN RI 's main tasks and functions so that innovation can be carried out to support the necessary change process, such as The Implementation of Leadership Training (Diklatpim). Chapter 6 continues the discussion from the previous chapter related to the evaluation process and changes made in LAN RI. The discussion in this chapter is specifically about the innovations and changes that LAN RI needs to make in the context of implementing pre-service training for prospective state civil apparatus as an important starting point for the creation of “energy of change” in all government agencies.

BOOK REVIEW : Contemporary Public Administration 69 Chapter 7 delves into the dynamics involved in creating a policy analyst functional position and establishing LAN RI as a center of excellence. This section also mentions The Graduate School of Public Administration (STIA LAN), one of the work units that was formerly very strategic but has lost its relevance. According to the author, STIA LAN should be turned into a State Civil Apparatus Cadre School with all of the benefits and drawbacks that come with being part of LAN RI. Chapter 8 discusses and describes the dynamics of innovation carried out in LAN RI by establishing a new Deputy, namely the Deputy for Innovation in Public Administration. According to the author, this is important because the main problem faced in accelerating bureaucratic reform is the low level of innovation in the public sector. LAN RI must encourage innovation to become an integral part of the new culture of government bureaucracy. Chapter 9 discusses the difficulties that the government had in constructing the functional post of policy analyst. So far, the government's approach of policy analyst functional officials as if they were structural officials only impairs their role and function. Chapter 10 outlines how the author describes the signs that have so far shown the government bureaucracy's predisposition to have an established disorder. To address this, a comprehensive policy plan is required, such as building a more change-friendly organizational structure, cultivating an open and innovative mindset, attitude, and behavior, and enhancing the bureaucratic work environment. This book continues to provide inspiration as a result of the author's experience and tacit knowledge in the process of change that should be implemented in relation to government bureaucratic reform and Weberstyle government bureaucratic culture, as seen in Indonesia.

BOOK REVIEW : Contemporary Public Administration 70 BUSINESS PROCESS MAPPING: UNTUK MENINGKATKAN KEPUASAN PELANGGAN (BUSINESS PROCESS MAPPING: A GUIDEBOOK OF IMPROVING CUSTOMER SATISFACTION) Marsono Competency Development Technology Center (Pusat Teknologi Pengembangan Kompetensi) [email protected] A. Book Identity Book Title : Business Process Mapping: Untuk Meningkatkan Kepuasan Pelanggan (Guidebook) Author : J. Mike Jacka & Paulette J. Keller Publisher : John Wiley & Sons, Inc. All rights reserved. Publication Year : 2009 Number of page : 426 page B. Book Content This book is divided into 12 chapters that cover the necessity of mapping corporate processes to increase efficiencies, providing better services, innovating, and bringing people together to achieve goals. This book's area of topic includes: 1. A description of what a process is. Processes underpin everything we do in business and in life. It is the processes that allow us to come to work, the

BOOK REVIEW : Contemporary Public Administration 71 processes that allow us to do our tasks, and the processes that bring people together to achieve common goals. The interdependence of these processes ultimately determines whether a corporation succeeds or fails. 2. Process mapping discussion. Process mapping is a method of visually representing the transactions and stories that comprise a business. Process mapping enables us, as reviewers, to better understand the process, actively seek ways to improve its success, and ensure that true value is delivered to our customers (stakeholders). 3. The explanation of the advantages of process mapping. Better documentation of the review process, the capacity to visually portray the process, and a detailed assessment of many components of the process are all advantages of more explicit process mapping. If the sole step in creating a process map was to graphically depict the process, process mapping would be nothing more than a boastful flowchart. The process map is a component of a bigger system. There are additional benefits to mapping all stages of the system that may not be immediately evident. 4. Techniques for process mapping discussion. Process Mapping has been used to refer to a variety of methodologies and techniques over the years. There is no clearly defined approach to process mapping, nor is there a right or wrong approach to process mapping from a technical standpoint. Each method has advantages and can be used in a number of situations. However, we have discovered that our method to process mapping has resulted in a large number of effective process studies. The mapping process is the instrument that carries all of this information. The process map is created as a result of a reviewer sitting with an employee and listening to him tell a story about his job. As the tale progresses, the reviewer documents the process in such a way that employees may visualize the shift that is taking place. Employees can finally witness the finished product and confirm that the story has been told correctly. 5. Steps for business process mapping discussion. The process mapping step is divided into various sections. The process is identified in the first stage by identifying the triggering events. Identifying these critical drivers and the systems that support them necessitates viewing them from the outside, rather than the inside. Look for events that cause the process to communicate with you. The following stage is to determine the supporting processes. All processes must be named once they have been identified.

BOOK REVIEW : Contemporary Public Administration 72 Although this activity may appear insignificant, it is sometimes the first time everyone in the firm has to consider what the actual processes are. The following step is to create the Business Process Sequence Worksheet. It is a graphical representation of the primary processes, as well as how they interact with and support one another. This worksheet can be viewed as a high-level overview process map. It should incorporate events that affect and conclude the story. The following step is to collect data and information. A data collection tool is required to document background information about processes, units, activities, and actions due to the vast volume of data and information that must be collected, such as: Review of process descriptions: a review of all identified processes, along with a brief description; Process owner/unit owner chart: a graphical depiction of all processes, as well as their owners and unit owners. Process profile worksheets: a centralized store for critical information about processes and units. Work flow survey: an employee's summary of the work he has done and the tasks he has finished. C. Strengths and Weaknesses Strengths This book is easy to read and provides readers with a grasp of the principles, procedures, and execution of business process mapping, as well as abilities in identifying, documenting, and pouring processes into process spreadsheets and visualizing processes in flowcharts. Weaknesses The book's weaknesses include overly complex chaptering and systematic writing, as well as the usage of rigorous and technical examples of flowcart visualization.

BOOK REVIEW : Contemporary Public Administration 73 LEADING IN A VUCA WORLD (INTEGRATING LEADERSHIP, DISCERNMENT AND SPIRITUALITY) Siti Tunsiah The National Institute of Public Administration (LAN RI) [email protected] A. Book Identity Book Title : Leading in a VUCA World (Integrating Leadership, Discernment and Spirituality) Author : Jacobus (Kobus) Kok & Steven C. van den Heuvel Publisher : Springer Open Publication Year : 2017 Number of page : 207 pages B. Book Content VUCA is an abbreviation for Volatility (turbulence), Uncertainty (uncertainty), Complexity (complexity), and Ambiguity (unclear). In general, VUCA is a phenomena that depicts a world environment that is fast changing and unpredictable. Votality, like the organizational environment, is characterized as a rapidly changing and unstable organizational environment that occurs on a wide scale. Uncertainty can refer to either uncertainty or uncertainty. This indicates a circumstance in which people will find it difficult to forecast what will happen in the future with accuracy. Complexity describes a scenario that is becoming increasingly complicated as a result of the numerous challenges that exist as a result of many interconnected elements. Ambiguity

BOOK REVIEW : Contemporary Public Administration 74 denotes a lack of clarity regarding the cause of an event. This VUCA phenomena emerges as a result of increasingly improved technology, resulting in a competitive, fast-paced, and unpredictable work environment. To cope with the VUCA situation in the organization, a leader with dependable leadership character is required in addition to the readiness of each employee, so that the organization may continue to run in the midst of the VUCA situation. There is a variety of material that may be examined to deepen knowledge about leadership in the VUCA era, one of which is a book titled Leading in a VUCA World authored by Jacobus (Kobus) Kok (Integrating Leadership, Discernment and Spirituality). It turns out that this book was written in 2017, despite the fact that in Indonesia, particularly in the realm of bureaucracy, it appears that VUCA is only frequently discussed in the 2000s. The book was written to supplement different perspectives on leadership in the VUCA era, among other literature. This 207-page book explains how to combine leadership, wisdom, and spirituality. The book is part of a symposium of interdisciplinary and transdisciplinary researchers, with 13 (thirteen) writers who also provide leadership insight. Many authors view spirituality as being tied to personal growth and ideals, namely attitudes of openness, caring, and awareness. Spirituality, as defined by Joke vab Saane in this book, is "a continuing search for meaning from an open attitude with a focus on sustainability and credibility, anchored in self-knowledge and a desire to grow and evolve." Spirituality, according to du Toit and Lombaard, investigates the function of simplicity in various spiritual traditions and how it might contribute to knowledge in complex organizational systems. According to Kessler and Nullens' chapter, spirituality in leadership is concerned with making judgments and working for the common good. Another chapter focuses on how spiritually astute leadership may be in a VUCA world. Van den Heuvel proposes that division of labor can protect employees from narcissistic and manipulative leaders who insist on a "spiritual" commitment to work and loyalty while denying them any control. According to Heuvel, some leaders appear to have spiritual values at work and are loyal to the organization, but employees are not given control or freedom to express themselves. An organization must carry out the combination of theological mandate and appreciation for social constructivism. Kok and Jordan introduce the term "hermaneutics of hope" and utilize the term "social constructivist" to emphasize the importance of

BOOK REVIEW : Contemporary Public Administration 75 self-awareness and development for transformation. The ideal scenario is for a person to progress from unconscious to conscious disability, then to conscious competency, and lastly to unconscious competency. Kok and Jordaan investigate physical experience metaphors, cultural learning, and the influence of expectancies. This type of thought is applicable and beneficial to religious societies that the leader is an effective communicator with an ethical and spiritual obligation to fight for hope as a sacred space for potential change. In the same line, Jordaan shared his thoughts on changing the'mental model,' specifically how to develop trust by shifting from a competitive to a collaborative approach that in order for a business to be 'alive' in this VUCA era, a strong leader must be able to motivate his staff to work collaboratively rather than competitively, even if competitiveness is still required. Jordaan writes that trust in others is founded on assessments of ability, integrity, and virtue. The emphasis is on the fact that trust is gained not only from the 'following' to the leader, but that the leader must also trust the 'followers,' which is closely related to the collaborative method. Leadership is concerned with leading and assisting goals while being collaborative, rather than directing. It is more about leading the process, connecting the right people, bridging various cultures, and getting members acclimated to sharing ideas, resources, and power across hierarchies and breaking down silos. In other words, collaborative leadership is a leader who is creating conditions and methods that optimize the synergy between people/subordinates rather than simply commanding. Jordan contends that excellent collaboration demonstrates trust in process management and allows for individual flexibility in each person's position. Decisions are made based on the outcomes of interaction and discussion so that team members are more inclined to accept decisions and assume responsibility for their implementation. Collaborative leadership also necessitates leaders lowering their egos, as not all team members can accept it and it takes time for them to realize it. In another chapter, Barentsen investigates the significance of working in bridging two ways of thinking and distinguishing experienced faith from analytical knowledge through practice. In practice, groups and connections are at the heart of knowledge, implying a process of community construction

BOOK REVIEW : Contemporary Public Administration 76 and evolution with implications for ethical traits like patience, openness, respect, and perseverance in the process of knowledge generation. Thus, collaborative leadership is where trust meets expectations through the creation of new metaphors and participation in goals. In theological terms, we can consider how much we think of God as acting in collaborative leadership that fosters and exhibits trust in others, inspires hope, and gives a common purpose and meaning. He goes on by saying "Not only is our entire system of human perception and knowledge tuned to know the world and people, but it is also tuned to know God." As a result, we should think about how we (as a group) acknowledge their innate ideas and expectations, as well as how we combine experience knowledge (intuition, wisdom, phronesis) with formal learning and scientific (social) technique. This investigation will enhance the affirmation process by grounding it in perceived experience, valuing integrity, and sharing strengths. Leadership is therefore defined as "rational, emotional, and intuitive performance to create a safe environment for followers regardless of fear or insecurity.". C. Strengths and Weaknesses Strengths This book takes a different approach to leadership in the VUCA era compared to other publications on the subject. This book discusses a spiritual approach to leadership, which has ramifications for collaborative leadership, or leaders that position their teams as collaborative rather than competitive. So, despite the title "Leading in a VUCA World (Integrating Leadership, Discernment, and Spirituality)," this book contains a deeper meaning regarding the qualities that a leader in the VUCA period should possess. Weaknesses This book does not provide actual instances of its application; nonetheless, examples of figures/leaders in countries with leadership as indicated in the book can be provided or perhaps an example of a business leader who has effectively led his organization by utilizing collaborative leadership strategies.

BOOK REVIEW : Contemporary Public Administration 77 MILLENIALS WHO MANAGE Mid Rahmalia, SE. MSi The Center for State Civil Apparatus Cadre Development (Pusat Pengembangan Kader ASN) [email protected] A. Book Identity Book Title : Millenials Who Manage Author : Chip Espinoza dan Joel Schwarzbart Publisher : Elex Media Komputindo Publication Year : 2018 Number of page : 186 pages B. Book Content Millennials Who Manage is a book released in 2018 by Elex Media Komutindo Kompas Gramedia Corporation. This book is about how to enhance multigenerational connections and how millennials can become outstanding leaders. This book assists Millennials in building leadership and management skills, as the primary focus of leaders in the 4.0 era and beginning to transition into the 5.0 era is on themselves, as evidenced in the nature and presence of Millennial leaders themselves. In addition to the technical abilities that are required for good leadership, the capacity to negotiate, emotional processes, and relationships are sciences and arts that must be learned in order to become an effective leader.

BOOK REVIEW : Contemporary Public Administration 78 The material content in Millennials Who Manage is organized into eleven (11) Chapters which include; 1) An Apriori, 2) Transitioning into Management, 3) Developing Perspectives, 4) Be Yourself, 5) Honest to others, 6) Generational differences, 7) Fact or fiction, 8) Multigenerational Workforce Dynamics, 8) Why you'll be a great leader, 9) Leading Millennials, 10) Leading Baby Boomers – x -and Quiet, and 11) Reaching the next level. C. Strengths and Weaknesses Strengths The material knowledge offered in the Millennials Who Manage book has an advantage over other publications because it is based on research and studies on best-best practices that refine a millennial leader's capacity to manage their job and communication style. It will put to the test millennials' capacities to operate effectively in the 4.0 era by developing a communication style and managing work based on their assumptions and ideals. This book's focus is on educating millennials to be able to work together, create relationships, and interact with four generations of generations who are still present in their work environment, unit, or organization. The four generations are as follows: 1. Baby boomers, 2. Generation X, 3. Generation Y, and 4. Millennials themselves. Understanding the ability to establish a leadership perspective by understanding mindsets is really beneficial. A basic perspective acquired by Millennial leaders can be a very good answer for Millennial leaders in responding to the failure of others or their subordinates' willingness to take risks. Furthermore, a Millennials Leader would confront obstacles in carrying out his perspective, which stems from the 5 (five) mindsets of a management, including the contemplative mindset, analytical mindset, worldly mindset, collaborative mindset, and action mindset. As a Millennial Leader, this book provides demands on the typical workplace challenges such as a lack of experience, being considered unimportant, not being appreciated, having no rights, being patient, not receiving useful feedback, failing to understand expectations, misunderstanding with older

BOOK REVIEW : Contemporary Public Administration 79 coworkers, and a rigid process. And this benefits Millennial Leaders by lowering the risks of leading them. Weaknesses A tiny portion of the observations I made in Civil State Apparatus (ASN) training, specifically as a Millennial State Civil Apparatus (ASN), is that it is much faster to gain and be able to get the abilities that we need. The acceleration of millennial leaders is both a challenge and an opportunity for millennials to succeed in managing responsibilities, activities, and the institution's trust. This book provides as a guide and a guide on how to manage as a millennial. The disadvantage of this book is that it should include a self-assessment test for each chapter or topic. So that the reader may feel the depth of each chapter. Readers are no longer debating if Sasya is capable and deserving. Self-assessment can help readers to more effectively understand, explore and be motivated to try and develop their management skills. Especially selfassessment in the form of soft competencies as leadership.

BOOK REVIEW : Contemporary Public Administration 80 THE NEXT GLOBAL STAGE: CHALLENGES AND OPPORTUNITIES IN OUR BORDERLESS WORLD Desy Maritha, S.E., MSE The National Institute of Public Administration (LAN RI) A. Book Identity Book Title : The Next Global Stage: Challenges And Opportunities In Our Borderless World Author : Kenichi Ohmae Publisher : Wharton School Publishing Publication Year : 2005 Number of page : 312 pages B. Book Content Kenichi Ohmae, a business strategist who has written many other books about the business world, wrote The Next Global Stage: Challenges and Opportunities in Our Borderless World. In the Introduction to The Next Global Stage, we look at the techniques that various corporations, government, and individuals adopt to combat the strong rivalry that exists in this global context. The format that must be followed is a summary, interpretation and personal opinion on the discourse. This may come point by point as each topic presents an idea or trend. At the end, there will be a part that can be referred to as the executive summary. Various subheadings will be used to review the book, including recommendations and reviews.

BOOK REVIEW : Contemporary Public Administration 81 Philosophizing Idea as All-Inclusive On his preface to The Next Global Stage, Kenichi mentions a “concept.” He describes the concept concisely as a developing imagination triggered by circumstances. Changes in global events have caused thinkers change their minds substantially. All aspects of human endeavor are affected economically, politically, socially, corporately, and personally. Stomach and health are almost inseparable, and they are two factors shaping the world’s upheaval. Politics evolved as a key factor as a result of efforts to fulfill the first two. Politics is a tool for fighting and winning the battle against stomach and health. No one will compete for political status if everyone feeds well (i.e., if the world economy satisfies everyone, which is impossible, even though the book sees the possibilities) and everyone is healthy, nobody will compete for a political position. The author has traveled extensively. When this book was published in 2004, the author had visited 60 countries. He has visited the United States 400 times and Korea and Taiwan 200 times each as a consultant, speaker, and tourist. “Walking around, listening, looking, and asking questions are still the best ways to learn,” he concluded. Kenichi Ohmae is a Japanese native. He contends that in order to properly comprehend what is going on in the world, one needs travel and interact largely with the business world. The Book’s Contents This book is broken into three sections, each with a separate chapter. Part I has three chapters: The World Tour, Opening Night, and The End of Economics. Part II is divided into four chapters: Playmaker, Platforms for Progress; Out and Around; and Breaking the Chain. It is 112 pages long. Part III includes a “Script” that outlines the chapters’ contents. It is divided into three chapters, with the fourth serving as a Postscript; Reinventing Government, Future Market, and Postscript are the chapters. Part III is 81 pages long. This book analyses the worldwide economic trends and the characteristics of the global economy, examines traditional economic failures, investigates the platforms for meaningful global economic success and the systems used to achieve the desired results. All of these theses include ideological adjustments and modifications. This book not only analyses previous attempts to transform the global economy and their consequences for society, but it also provides solutions to make change a reality. Change and globalization are no longer just theories or concepts; they are things that can

BOOK REVIEW : Contemporary Public Administration 82 be practiced. This is a critical step to take. The first chapter of The Next Global Stage is a collection of success stories from countries that understand what has to be done. A leader who lacks foresight is like a night train that lacks a ray of light and will eventually slipped. Universal channels of communication are one of the pillars of company success. English is fundamental in this regard, but it is not limited, as knowledge of a foreign language other than English is essential (for individuals whose mother tongue is not English). Japanese, Chinese, Russian, and even Korean are useful instruments for conducting successful commercial operations. Education is a development instrument that must be treated seriously. Globalization or global economy is what many countries and people want to avoid but have come to stay. Many countries, including Japan, Indonesia, the United States, and Europe, have adopted it directly. There are a number of other countries that have not fully embraced it, including Russia, China, and India, in addition to the Third World Countries that are most disadvantaged countries. Swimming against the current is difficult. Globalization is a world movement. It’s so simple that with a little instruction, you’ll be on the scene. It has no boundaries and simply requires “four key points: communication, capital, enterprise, and consumers” to fulfill its objectives. Another factor that makes the global economy’s true globalization is that it is unseen but not hidden. Payments are made digitally and without the use of cash. The global economy is linked to cyberspace and is measured in multiples as well (mergers may be the term). In his book, Ohmae summarizes the global economy as “a global economy without limits, invisible, connected to cyberspace, and measured in multiples.”. If you can’t beat them, join them, is a popular saying that sums up the current state of global affairs. Global factors tiing the first real trial is e-Commerce in which other words, is economy which is the only human existence. Nothing brings people together more rapidly than commerce. All human existence is dependent on commerce or economy, and if this experiment is successful, all other transactions will be in sync. The five main economic words – land, labor, production, supply, and demand – are central to e-Commerce. Consideration of the effects of all of these elements in one country or another is met with worry in many countries. All concerns were alleviated when an experiment convinced many people of

BOOK REVIEW : Contemporary Public Administration 83 globalization’s success. The world has dramatically changed. Economic ideas no longer work as they were intended. The economic model that was created no longer functions as intended. This is due to the fact that there are so many unanticipated variables at play. Economists are perplexed, and rather than dealing with mathematical precision, they appear to be working with probability. Change is characterized as an unavoidable phenomenon, and while change is always required, it is not always readily embraced. Trading by barter is shown as the earliest means of trading. Another method of valuing items or commodities is to place them in different countries, each with its own distinct characteristics. None of these trading tools produce positive results over the time they are used. When paper money was introduced in the early nineteenth century, many saw it as “state supported thievery.” People are constantly resistant to change, yet it is unavoidable. Many people still hope that the past comes alive ife. Is it possible to go back in time? It has nothing to do with a physical body or reality; it is simply a mental dwelling. Every age has its own set of problems or challenges. Each era has its own set of challenges to solve, and the solutions presented are then matched to the wisdom of the people of that era. In the future, paper money or coins may be replaced with plastic ATM cards for monetary transactions. The current paradigm as the saying goes, each age has its own set of rules and culture. What is already in place cannot be maintained; else, there will be no advancement. When people examine various economic theories, they discover that they are the result or product of the environment. Factories produce according to the needs of society at that time. Distance was seen as a hurdle by the early visionaries. The good was produced for local consumption. Every country or region has unique and specific needs that must be met in order to thrive. Some 16th and 17th century economists defined the economy as the ability to meet the needs of a specific country or nation. Trading is primarily reliant on bills or exchanges. It is a linear model that relates employment, demand, supply, interest rates, and the money supply. Breaking out from this shell is a massive effort that necessitates the use of an anvil and a hammer. With the advent of technology, products are mass produced in such a way that there

BOOK REVIEW : Contemporary Public Administration 84 are more goods than local consumers. This eliminates the need for people to look for a market in order to breach the cage, barrier, or border. The internet comes to bridge this gap. Interaction across borders occurs not just physically through travel, but also through communication in cyberspace. Any type of data can be sent. Politics and religion are two other areas where business is conducted. Many factors are overlooked when some economists present their ideas. David Ricardo, for example, is a proponent of the concept of Purchase Power Parity (PPP). “This teaches that the relative purchasing power of the currency in question determines the exchange rate.” So, if 100 units of currency A are required to acquire a list of commodities in market A, while the same set of commodities can be purchased in their home market for only 150 units of currency B, the exchange rate between currencies A and B is 1 to 1:5”. According to PPP theory, while the exchange rate is fluctuating, the long-run exchange rate between the two currencies will be determined by their buying power in their respective countries. Does not take into account factors that could explain the price differential between the two markets Depending on supply and demand, there may be variances between the two markets on different days. There is also no consideration of whether the product is moveable, such as clothing, radios, pens, and so on, or immovable, such as houses and land. We cannot continue to do things the same way over and over and expect different outcomes. A paradigm shift is required to produce different results. This shift brought to the globalization. We must not forget that habits are difficult to break. Other habits must be acquired in order to stop it. It is difficult to detox a drunk. It necessitates a steady and progressive process. Determination is a significant role that must also be demonstrated in order for a change to be properly accomplished. Dare and Take It! Japan agreed to the revisions. It will not be simple, but the political and economic will is present. The government must be ready for change. Organizations must be ready to accept change. Individuals must comply and adopt a changeoriented mindset. Globalization entails seeking additional knowledge, wisdom, facilities, and profitable ways of doing things. Globalization entails being exposed to and open to the globe. Globalization: Antidote to quarrels of many issues arise

BOOK REVIEW : Contemporary Public Administration 85 when governments attempt to safeguard their sovereignty. Laws of various kinds are enacted to cover the majority of states at the expense of others, especially if the “other” is not your colony. Even the colonies were heavily taxed, and in many cases, war was required prior to emancipation. There will be integration as a result of collaboration which is another name for globalization. No single country can meet all of its needs. Every country does not have access to all of the resources it requires. On the other hand, no single country or state possesses all of the necessary technology. If you have a large enough staff, you may require the services of someone else to train them on a technology that you do not have. We must also keep in mind that, just as villages become cities and cities become megacities, states grow in population and evolve or collapse. There may be complaints of marginalization and inadequate care. In today’s global economy, a solid foundation is required; it is one thing to plan what to do and another to empowerment. This includes communication and the use of technology. There are norms and regulations that must be adopted, and the participating bodies must follow them. Platforms may not be the same for words but must have the same principles. To solve real-world problems, a person adapts it to his environment. The platform is not the only place where changes occur on a regular basis. The internet, with the right computer software modification, is a well-known and global platform. The platform must be adaptable enough to local and component conditions. Where this fails, a return to an abandoned paradigm is required. With cyberoptical telephone connections and World Wide Web Technologies, border crossings are no longer an issue. There is a need for a worldwide brand, and many companies are developing one today. Sony (China), Sony (India), Sony (Germany), and so on. It is highly recommended that you jump on the bandwagon! How to Make Payment Choosing what to buy is one of the next steps in determining how to pay for it. This question is concerned with the method, currency, and remittance to the receiver. Before we get started, it’s worth emphasizing that buying on the Internet provides more certainty of a customer’s purchase than window shopping. As a result, buyers are more likely to purchase the product because of the brand that introduced it. The focus is now on how to send money and trade currencies. The following concern involves shipping things ordered via the internet or by phone. Some

BOOK REVIEW : Contemporary Public Administration 86 technological companies have solved this problem but globalization is not there yet. According to the book’s author, Ohmae, Japan is leading the way in this area. Developed countries can lead, and others will follow in time. The mixing of three currencies in one credit card is an innovative invention that should be copied. Sony’s EDY (euro-dollar-yen) technology is a non-contact IC card-based device that can store both airline mileage and real money in its prepaid chip. This is a payment method in e-commerce that is distinct from unit money. It has convenience built in because it can be used to buy newspapers or candies inside the building as well as pay for train fare. The reality of ecommerce payments is one such example. There is no turning back now that it has begn. Dell’s collaboration with Fed Ex, a well-known independent postal firm, has resulted in a significant innovation in goods/shipping. The bureaucracy of order taking, procurement, vendors, and subcontractors is reduced with this corporation to facilitate seamless business operations. Following this arrangement is a plus for the global economy. DHL is another leading courier service company currently in use. Globalization’s Benefits Individuals, rather than governments (since governments may not have adequate authority), stand to benefit from a unified globe. Because there will be so much diversity, poverty will be a thing of the past. You can purchase goods and food from countries all over the world. As the world expands, there will be a fusion of human physical and creative concepts, information, technology, culture, religion, and much more. What affects one will have an effect on the other. There will be no squabbling, no escalation of rage, and no power grab later. If properly governed, the world will become a utopia. The continent would no longer be so far away. We must remember the adage “together we stand, divided we fall” as we fight for worldwide harmony. In the case of globalization, there is no turning back. Except for color and politics, the world becomes an inseparable unity, whether consciously or unintentionally. Economically, the globe will profit greatly if we all work together when the bridges of inequity crumble as a result of sharing together, peace, harmony,

BOOK REVIEW : Contemporary Public Administration 87 tolerance, and love will emerge. When the rich-poor divide is bridged, poverty will be widespread, and starvation, poverty-related deaths, illiteracy, robbery, hatred, and all forms of cruelty will be greatly reduced, if not eliminated. Everything that is nice and produces harmony will take root. The utopia described above is possible, despite the fact that some people perceive it as impossible.

BOOK REVIEW : Contemporary Public Administration 88 GOVERNANSI NUSANTARA: JEJAK KOSMOPOLITAN DALAM SEJARAH KEPEMERINTAHAN DI INDONESIA (ARCHIPELAGO GOVERNANCE : COSMOPOLITAN TRACES IN THE HISTORY OF GOVERNANCE IN INDONESIA) Yasniva The Center for Training and Development and Administrative Law Studies (PUSLATBANG KHAN) [email protected] A. Book Identity Book Title : Governansi Nusantara: Jejak Kosmopolitan Dalam Sejarah Kepemerintahan di Indonesia Author : Anwar Sanusi and Fadillah Putra Publisher : LP3ES Publication Year : 2020 Number of page : 280 pages B. Book Content In coping with the dilemma of globalization, John Naisbitt’s famous quote, "think globally, act locally, think tribally, act universally." This quote means something like "think globally, act locally, think tribally, act universally", a recommended approach which is in dealing with the problem of globalization.

BOOK REVIEW : Contemporary Public Administration 89 It appears that John Naisbitt's cosmopolitan thinking aligns with the principles in Anwar Sanusi and Fadillah Putra's book, Governasi Nusantara. The knowledge and experience of the two authors were put to the test while creating this book. Anwar Sanusi, Ph.D. is the Secretary General of the Republic of Indonesia's Ministry of Villages, Development of Disadvantaged Regions, and Transmigration. Anwar has served as the Director of LAN RI Center for Policy Analyst Development and has worked as a freelance consultant for international organizations such as UNDP, USAID, JICA, and others. Meanwhile, Fadhilah Putra, Ph.D. is a Public Policy Lecturer at the Faculty of Administrative Study, Brawijaya University (FIA UB), as well as the Vice Director for Academic Affairs for Postgraduate Brawijaya University, and he actively writes works on public administration and policy. The authors not only provide an understanding of public affairs through the 9 chapters presented, but also express their criticisms of Good Governance (GG) and New Public Management (NPM), two concepts that, according to the author, are dogmatic and more market-oriented, and Sound Governance (SC) and New Public Governance (NPG), which are seen as only being able to answer problems at specific times and places. As a remedy, the author proposes the concept of cosmopolitan governance, namely the concept of governance management that is oriented towards the discovery of universally accepted values. These universal values, as described by the authors, are as follows: 1. Equal worth and dignity, basically all humans have honor and self-esteem that must be upheld by each other. 2. Active agency, no group of people can claim to know more about life than others. 3. Personal responsibility and accountability, all human beings should be aware and responsible for all the consequences of the actions they take. 4. Consent, everyone basically has the right to participate in global conversations in determining the direction of civilization without being overwhelmed by fear or inferiority. 5. Collective decision-making about public matters through voting procedures, emphasizing collective and collective decision-making.