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Penyakit Flu Buruag (Avian Influenza) merupakan salah satu masalah kesehatan masyarakat yang tidak saja bardampak pada isu kesehatan tetapi telah berdampak pada aspek idiologi, politik, ekonomio bahkan pertahanan keamanan. DKI Jakarta sebagai Ibukota negam RI menempati urutan kedua setelah Jawa Barat dalam jumlah kasus Confirm AI hingga 2007 yaita 26 kasus 23 diantaranya meninggal dunia Untak itu Pemda DKI telah menerbitkan Pergub nomor 15 Tahun 2007 dan Perdn nomor 4 Tahun 2007 sebagai langkab tindak lanjut pengendalian AI di DKI Jakarta Kedua kebijakan ini mengatur aspek pengendalian pemeliharaan dan peredaran unggas di DKI Jakarta. Pemerintah Provinsi DKI Jakarta pada Januari hingga Desember 2007 telah melaksanakan tindakan di lapangan sebagai implementasi dari pergub dan perda yang telab dibuatnya dalam adalah langkah implementasi produk kebijakan yaitu pergub no 15 dan Perda no 4 talmn 2007 di lapangan atau di masyarakat Sedangkan outcome adalah dampuk yang ditimbulkan dilihat dari jumlah mobiditas dan mortalitas pra kebijakan dan pesca kebijakan. Rancangan penelitian menggunakan pendekatan kualitataif dengan melaksnakan wawancara mendalam terhadap informan utama yang terlibat dalam pembuatan kebijakan, dan infurmau pendukung yang akan dimintai infonnasinya terkait implementasi kebijakan. Data primer dari basil wawancara akan dikonfirmasi dengan data sekander, telaab terbadap dokumen dan observasi di lapangan. Analisis data dilakukan dangan analisis isi (Contens Analysis), terbadap data primer dan interpretasi dilengkapi data sekunder. Hasil disajikan dalam bentuk narasi, tabel dan grafik agar mudab dipahami oleh pengguna kebijakan. Hasil penelitian menunjukkan bahwa Pergub nomor 15 dan Perda nomor 4 tahun 2007 telah merujuk pada peraturan yang lebih tinggi. Terbitnya kebijakan ini diintrndusir oleh situasi perkembangan kasus AI global, nasional maupun lokal DKI, disamping itu pengarub tekanan masyarakat interest group, dan aspek kepemimpinan stakeholder kunci yaitu Gubemur Sutiyoso. Beberapa irnplementasi kebijakan yang berhasil adalah sosialisasi pergub sudab baik namun perda masih harus dilakukan terus. Koordinasi, komunikasi dan informasi antar instansi terkait telah be!jalan dengan baik. Depopulasi sektor 4 peternakan telah dilaksanakan namun belurn tantas. Vaksinasi tidaklagi menjadi strategi utarna pengendalian oamun bwsecurity adalah strategi piliban yang dianjurkan. Sertifikasi kesebatan hewan terintegrasi, termasuk pelibatan unsur TNI/Polri Perda yang akan dibuat tersebut perlu dilengk.api dengan kajian ukademis yang mendalarn, serta mempertimbangkan aspek geografi, demografi dan kekayaan alam serta aspek Ipoleksosbudhankam DKI Jakarta.
Avian Influenza illness is one of society healthiness which is not only effected of healthy, but also about the effect of ideology, politics, economy, social, culture even defend and security, DKI Jakarta as capital of Indonesian Republic state, take a place as second number after West Java in case of Confonn AI up to 2007 i.e 26 cases among others 23 are die. Therefore the DKI Regional Regulation number 15 of the year 2007 and Regional Regulation number 4 of the year 2007 as further step to bridle AI in DK1 Jakarta. This both prudent are to regaled bridling aspect to take are bridling and hen circulation in DKI Jakarta. The province Government of DKI Jakarta in January up to December 2007 has done field activities as implementation of Governor's and and Regional regulation, and the method which is used in policy making. Policy output is a step to policy product this are Governor Regulation number 15 and Regional regulation number 4 of the year 2007 in the field or society. While outcome is as result which is emerged seeing from the sum of morbidity and mortality after policy. Research planning is using qualitative approach and doing deep interview against better informan who is involved in policy making of supporter informan who want to ask by us about the involved infoimation with policy implementation, The primer datas of interview process will be confirmed with the secondary data analysis about document and field observation. Data analysis is doing by content analysis of primer data and interpretation fulfilled with secondary data. The products will be served in the form of narration, table and graft so that easy to be understand by policy user. The research products indicate that Governor Regulation number 15 and Regional Regulation number 4 of the year 2007 have been revocationed to the higher regulation. This policy emerging has been introduced by the situation development cases of global AI, national as well as local DKI and beside that also the effect of society pressing, interest group and aspect of stakeholder leadership as the key it is Governor Sutiyoso. Some policy implementation which is Successes are as socialization of better Governor Regulation, but the Regional Regulation must be done further. Coordination, communication and Governor Regulation and information inter involved instances are going better. Population of 4 domestic cattle's have been done but it is not clearly yet. what are suggested by President Instruction (lnpres) nwnbcr I of 1he year 2007 about Instruction of intensive increasing of AI bridling integrated include involved side of TNl/Polri. The Regional Regulation which will be made as above is necessary been full filled by deep academic wisdom and aspect geographic balance, demografic and nature forces and aspect of poleksosbudhankam of DKI Jakarta.
Customer satisfaction become a very important aspect so that it must be managed bywell, because it is as promotion media for hospitals (mouth to mouth).Dissatisfaction in the process of hospital services have affect on do not completion ofthe payment by the patient who run away, that it will have impact on patients will notcome back or losing customers. Some problems was still frequently complained bythe patient is the waiting time is too long. The waiting time was analyzed by observeon the patients who was undergoing outpatient services, and then measured theirsatisfaction, and also asked about their intentions to re-visit. It can be concluded thatthe waiting time was still above average standards and there is significant correlationbetween satisfaction and re-visit intentions .Keywords: run away, waiting time, customer satisfaction, re-visit intention
ABSTRAK Pemerintah saat ini telah melakukan berbagai upaya kesehatan dalarn rangka penyediaan pelayanan keszhatan yang merata, bermmu, dan tezjangkau oleh seluruh Iapisan masyarakat. Namxm upaya kesehatan tersebut belum diselenggarakan secara menyeluruh, sehingga kumng dapat menunjang peningkalan demjat kesehatan masyarakat. Harapan masyamkat agar pelayaman rumah sakit dapat memberikan pelayanan yang efektif dan kcpuasan yang optimal bagi setiap orang yang memanfaatkannya, untuk itu dibumhkan sumberdaya manusia yang handal. Mengelola Sumber daya manusia bukanlah sesuatu ha] yang mudah, karena menyangkut banyak faktor panting yang- harus diperhatikan, salah satunya adalah faktor kepuasan kerja. Kepuasan kelja ini akan berpengaruh pada kinerja, dan rendahnya kepuasan kezja merupakan satu tanda rusaknya kondisi suatu organisasi. Peuelitian ini bcrtujuan untuk mendapatkan gambaran tentang kepuasan kezja pegawai di rumah sakit dr A K Gani Palcmhang, melalui pengisian lcuesioner untuk mengetahui persepsi, dan kepuasan kexja yang dinilai dengan melihat harapan dan kcnyataan dari kepemimpinan, pekcljaan, komunikasi dan penghargaan. Wawancara mendalam serta focus group discussion yang dilaksanakan pada kepala ruangan, kepala polikiinik, anggota pelaksana, bcxtujuan mendapwn penegasan pada hasil data kuantitatiii Penelitian ini dilaksanakan pada bulan April sampai Mei 2007. Desain penelidan yang dipilih adalah analitik kuantitatif rancangan cross sectional dengan responden yaitu SCIUIUII militer yang ada sesuai dengan kriteria inklusi sebanyak 50 orang, dan Pegawai Negeri Sipii diambil secana acak sebanyak 100 orang. Hasil penelitian didapatkan adanya perbedaan nilai rata-rata tingkat kepuasan pegawai Militer dan Pegawai Ncgcri Sipil, yaitu mia-rata tingkat kepuasan Pegawai Negeri Militer sebcsar 59,24% yang bervariasi antara 45%-8l,82%, sedangkan Pegawai Negeri Sipil lata-rata tingkat kepuasan kexja sebesar 54,58% yang bervariasi antara 44,87%- 67,l2%, hasil penelitian ini juga membuktikan bahwa pada responden militer terdapat beberapa vasiabel yang mempunyai hubxmgan signiiikan yaitu, jenis pekeljaan, motivasi, konflik, dan prosedur kelja. Sedangk/an pada responden Sipil didapatkan vmiabel yang bedxubungan signiikan dengan kepuasan kczja adalahz mam ke1ja,pendidikan, peluang promosi dan konflik. Variabel yang paling dominan berpengaruh ten-hadap kepuasan kelja pada pegawai Negeri Militer adalah jenis pekexjaan, dan pada Pegawai Negeri Sipil adalah evaluasi kelja. Selain im ada bebempa hal yang menjadi prioritas mama dalam hubungannya dengan kepuasan kexja bagi Militer, yaitu atasan diharapkan melibatkan bawahan dalam memncanakan Sualll pekeljaan (faktor kepemimpinan), perasaan suka akan suatu pekeljaan dibutuhkan untuk mendapatkan hasil yang memuaskan (P??kClj38I1), dalam menyelesaikan permasalahan dibuhuhkan komunikasi yang. baik_ Sedangkan pada PNS yang menjadi prioritas utama adalah : atasan harus melibatkan bawahanda1ammerencanakm\suampekmjaan,atasanharusmembanmkenaikan P=1l1£J
ABSTRACT There are so many e&`orts have been done by the govemment in order to provide a thorough, high quality, and aEordable health services to any level of community in Indonesia. However, the effort has not yet been accomplished comprehensively and can not be optimal to enforce the increasing of the level of community?s health. People?s expectation on the hospital services is that hospital can provide an e&`ective and a satisfaction services to everyone who visit and utilizing the hospital. Therefore, outstanding human resources are needed. To organize and manage the human resource in the institution is not a simply as turning the palm ofthe hand, as there are so many important factors are related that need to consider. One of the factors is the working mtisfaction. It is known that working satisfaction will influence the working performance, and a low working satisfaction can be a sign of organization devastation The study has aim on exploring the description on working satisfaction of employees at the DR. A. K. Gani Hospital (AKGH) of Palemhang, using self-filling questionnaire in order to know the perception, and working satisfaction that assessed by looking at the expected and facts of leadership, task, communication and reward. In- depth interview and focused group discussion (FGD) are carried out toward head of section, head of poiiclinic, and member of implementer, in order to get continuation on the result of quantitative data. The study is carried out between April and May 2007. The design of the study is a cross sectional with quantitative approach. All military employees are included as respondents, but only 100 civil employees are selected randomly. The study result showed that there is a different score on the average of the satisfaction level between military and civil employees. The average of satislaction level among military employees is 59.24% with range between 45-8l.82%. While among civil employees, the average is 54.58% with range between 44.87-67.l2%. Variables that significantly related with working satisfaction among military employees are: type of work, motivation, conflict, and working procedures. But, among civil employees, the variables are: length of working, education, opportunity for increasing level of working rank (promotion), and conflict. The most dominant variable at the military employees is type of work, but in the civil employees is working evaluation. For military employees, the main priorities in relation to working satisfaction are namely: suppose the chief should involving the employees for planning the work (leadership factor), sense of liking the job/work is needed in order to give a satisfactory on working (work factor), good conununication is needed to solve the problem. In the civil employees, the main priorities are: the chief should involve the employees for planning the work and should facilitate the employees to raise their rank based on their performance (leadership factor), good communication is needed to solve the problem and working evaluation should be disseminated (communication factor), sense of liking the job/work is needed in order to give a satisfactory on working, a working rotation can be use to prevent the working boringness, conformity between task and skill is an important thing (work factor). To conclude, the managers should provide a kind of communication pathway, especially hom down imder to top manager, such as: suggestion box, and independent small team, team evaluator, to consider a reward system with minimal cost, and enforcing motivation towards employee for increasing the work performance.
Good work results and optimal benefits and the achievement of expected goals will be successful through effective and efficient organizational management. So that we need an effective and efficient way of hospital governance. For this reason, it is necessary to implement the principles of good corporate governance (GCG) as a guideline for implementing governance in the Tk. IV Singaraja Hospital organization. Based on the Law of the Republic of Indonesia No. 44 of 2009 states that the hospital is an institution that provides individual health services which completely plays a strategic role in realizing the highest degree of health. The purpose of this study was to determine the relationship between the implementation of good corporate governance and the performance of Tk. IV Singaraja Hospital, Buleleng, Bali, 2020. This research is a quantitative study with a cross sectional design. Based on the results of the univariate analysis of the performance of Tk. IV Singaraja Hospital, Buleleng, Bali is currently in a fairly good performance condition with a mean of 76.08 (SD 11.50 and 95% CI: 73.48-78.67) and there has been an implementation of GCG principles at the Tk. IV Singaraja Hospital with the results of applying the principle of transparency is fairly good with a mean of 19.81 (SD 2.35 and 95% CI: 19.28-20.34), accountability is fairly good with a mean of 19.00 (SD 2.97 and 95% CI: 18.33-19.67), the responsibility was fairly good with a mean of 19.21 (SD 2.75 and 95% CI: 18.59-19.82), the independence was fairly good with a mean of 18 , 89 (2.67 and 95% CI: 18.29 - 19.49), the fairness was fairly good with a mean of 20.12 (SD 2.27 and 95% CI: 19.60 - 20.63). With the interval estimation above, the fairness principle has a more dominant implementation / application. Based on the results of bivariate analysis through simple linear regression statistical tests, it was found that there was a significant relationship between the implementation of GCG principles (transparency, accountability, responsibility, independence and fairness with the performance of Tk. IV Singaraja Hospital (p = 0.0001). Based on the results of multivariate analysis through multiple linear regression statistical tests, the five principles of GCG (transparency, accountability, responsibility, independence, and fairness) can explain hospital performance by 76.2% while the rest is explained by other influencing factors. Interpretation of the relationship obtained from the implementation of GCG principles with the performance of Tk. IV Singaraja Hospital, namely: Every increase in the transparency score of 1 score, then the hospital performance score will decrease by 0.49 score. Every increase in the accountability score of 1 score, the hospital performance score will increase by 1.09 score. Every increase in the responsibility score of 1 score, then the hospital performance score will increase by 0.91 score. Every increase in the independence score of 1 score, then the hospital performance score will increase by 1.84 score. Every increase in the fairness score of 1 score, then the hospital performance score will increase by 0.43 score. From this interpretation, it was found that the principles of GCG had the greatest influence on the determination of the performance of Tk. IV Singaraja Hospital is the principle of independence. Researcher's suggestion is that the hospital's performance and the application of the principles of GCG in Tk. IV Singaraja Hospital, which is fairly good, needs to be further improved in various ways such as socialization and more sustainable unit guidance accompanied by a strong commitment between the leadership / directors and all employees in order to increase professionalism and improve the quality of hospital service