Higher Leadership Positions Research Articles

About the regional stage in the biography of the first deputy minister of railways of the USSR N.A. Gundobin

Relevance. The role of railway transport in modern conditions is increasing due to the intensification of economic and geopolitical processes that require constant mobility of human and material resources. In this regard, the experience of the functioning of Soviet railways is becoming in demand not only by production workers, but also by representatives of humanitarian knowledge. Any modernization of production technologies is impossible without the active and creative participation of a labor person in it. Therefore, the study of the human factor in Russian history continues to be updated. The use of newly identified sources of personal origin in the study allows us to reveal previously unknown aspects of the life of historical personalities, which is especially important in creating full-fledged portraits of statesmen who made a significant contribution to the development of the country, among which N.A. Gundobin should be included.The purpose of the study is to comprehensively examine, on the basis of newly identified historical sources, the initial stage of the biography of the former First Deputy Minister of Railways of the USSR N.A. Gundobin.Objectives: to reveal the specifics of the functioning of railway transport in the period under review; to characterize the main factors of N.A. Gundobin's personal and professional development.Methodology. The principles of objectivity and historicism were used as the methodological basis of the work. To solve the tasks set, the authors used historical-genetic, historical-systemic, biographical, and retrospective methods.Results. The study and generalization of archival and memoir sources allowed us to reconstruct the events of the initial stage of personal formation and professional activity of one of the outstanding organizers of railway transport in the USSR, N.A. Gundobin.Conclusions. Family traditions and the passage of all stages of career growth from ordinary transport professions with a responsible attitude to the assigned task allowed N.A. Gundobin to hold a high leadership position in the Ministry of Internal Affairs of the USSR for almost 30 years, which testifies to the exceptional organizational abilities and hard work of a person who for so long ensured the functioning of an industry strategically important for the country.

Women’s representation in higher leadership positions in Ethiopia in the last three decades since 1991

Gender equality in decision-making positions is crucial to achieving the goals of good governance, peace, democracy, and inclusive/sustainable development. The major aim of this research article is to investigate the representation trend of women in higher decision-making positions over the last thirty years, since 1991. The federal three organs of government (law formulating, law enforcing, and law interpreting bodies) were the focus of this research. This research is a mixed type of research that inculcates both qualitative and quantitative data types. Secondary data sources from relevant government institutions were mostly used. The data was analyzed through content analysis of documents and presented via descriptive data presenting techniques. The research findings reveal that although women’s representation in positions of decision-making has advanced considerably in recent years, the empirical data throughout the previous thirty years demonstrated the underrepresentation of women in higher leadership positions within the Ethiopian federal government. Furthermore, Women never held certain higher-level government leadership positions, such as the Prime Minister position, which seems to be forbidden for women. Women made up 23%, 19%, 19%, and 24% of the House of Peoples Representatives (HPR), the House of Federation (HoF), ministerial posts, and judicial bodies, respectively over the last three decades. Women are visibly underrepresented in the executive positions as compared to others. Thus, substantial policy and practical initiatives are needed to remove institutional, social, and economic barriers to boost women’s advanced visibility in senior leadership roles.

Analysis of the Implementation of the Merit System in the Mataram City Government from a Gender Perspective

Human resources (apparatus) are the basis of the bureaucratic reform movement. Human resources are one aspect of achieving the goals of government organizations, namely providing optimal public services. Therefore, it is necessary to implement a merit system to obtain human resources, in this case specifically the best State Civil Apparatus (ASN) who do not consider male or female gender, including in the process of filling pratama high leadership positions (JPT) in scope of the Mataram City Government. This research aims to describe the implementation of the merit system in the Mataram City government from a gender aspect. This research uses a qualitative approach with data collection methods consisting of in-depth interviews and document review. Data analysis uses qualitative data analysis techniques. The validity of the data was tested using triangulation techniques. Research provides an illustration that the Mataram City government has basically implemented a merit system in ASN management. When filling out the JPT, preparation, implementation and evaluation stages have been carried out in accordance with the provisions. Basically, the number of female ASNs in the city of Mataram is more than male. Likewise, the educational level of female ASN is better than that of men. However, if we look at it in terms of rank and class, the number of men is increasing, this will make the opportunity for men to occupy top positions in the bureaucracy greater. The Mataram city government consistently provides opportunities for women at the rate of 10 percent and hopes that in the future this will be further increased.

Exploring the “inner compass”: How career strivings relate to career self‐management and career success

AbstractThis research investigates the relations between career strivings, career self‐management behaviors, and career success. Examining 312 German workers with two measurement waves, Study 1 reveals that career strivings significantly positively relate to engagement in various career behaviors, extending beyond the scope of established motivational variables. Specifically, we observed that self‐enhancement strivings correlate with self‐promotion activities, self‐transcendent strivings with helping behaviors, and personal growth strivings with continuous learning. In Study 2, incorporating three measurement waves and involving 299 German workers, examines how these career strivings differentially relate to objective career success and career satisfaction. Our findings indicate that self‐enhancement strivings are associated with higher leadership positions and workplace status, while self‐transcendent and personal growth strivings are linked to greater career satisfaction. Additionally, self‐enhancement strivings indirectly relate to career satisfaction through increased recognition. In contrast, self‐transcendent and personal growth strivings relate to satisfaction through experiences of meaningful work and personal development. This research underscores the significance of career strivings in influencing career self‐management behaviors and success, providing novel insights into the complex interplay between individual aspirations and professional outcomes.

Implementation of the Open Selection Policy for Primary High-Level Leadership Positions during the Acting Regent Period in Indonesia (Case Study in North Hulu Sungai Regency in 2023)

This research aims to analyze the implementation of the open selection policy for high-level Primary (Pratama) leadership positions during the term of the Regent of Hulu Sungai Utara in 2023. This type of research is descriptive qualitative. Data collection was carried out using observation, interviews, and documentation. The data analysis technique is carried out through four stages, namely data collection, data condensation, data presentation, and conclusion. The results of the research show that the implementation of the open selection for Pratama high leadership positions during the term of Acting Regent of Hulu Sungai Utara has been carried out well in terms of the preparation stage, implementation stage, and monitoring and evaluation stage. Apart from that, looking at aspects of Edward III's implementation theory, namely: 1) Communication, the communication process from the source of information to the resulting impact, influences the efficiency and effectiveness of the implementation of open selection; 2) Resources, emphasizing that the quality and quantity of these resources greatly influences the smoothness and integrity of the implementation of the open selection; 3) Disposition, the process of appointing bureaucrats and the use of incentives as motivation factors; and 4) Bureaucratic Structure, Standard Operating Procedure which is not integrated between government agencies and fragmentation shows that separation in the implementation process can hamper the efficiency and effectiveness of the implementation of open selection and the inauguration of high-level pratama officials.

Women's representation in higher leadership positions in Ethiopia in the last three decades since 1991.

Gender equality in decision-making positions is crucial to achieving the goals of good governance, peace, democracy, and inclusive/sustainable development. The major aim of this research article is to investigate the representation trend of women in higher decision-making positions over the last thirty years, since 1991. The federal three organs of government (law formulating, law enforcing, and law interpreting bodies) were the focus of this research. This research is a mixed type of research that inculcates both qualitative and quantitative data types. Secondary data sources from relevant government institutions were mostly used. The data was analyzed through content analysis of documents and presented via descriptive data presenting techniques. The research findings reveal that although women's representation in positions of decision-making has advanced considerably in recent years, the empirical data throughout the previous thirty years demonstrated the underrepresentation of women in higher leadership positions within the Ethiopian federal government. Furthermore, Women never held certain higher-level government leadership positions, such as the Prime Minister position, which seems to be forbidden for women. Women made up 23%, 19%, 19%, and 24% of the House of Peoples Representatives (HPR), the House of Federation (HoF), ministerial posts, and judicial bodies, respectively over the last three decades. Women are visibly underrepresented in the executive positions as compared to others. Thus, substantial policy and practical initiatives are needed to remove institutional, social, and economic barriers to boost women's advanced visibility in senior leadership roles.

Evaluation of Merit System Policy Implementation in the Selection for High Leadership Positions within the Riau Provincial Government

This article discusses the evaluation of merit system policies in the implementation of selection for High Leadership Positions in Regional Government Agencies. According to Law Number 5 of 2014 concerning State Civil Apparatus (ASN Law) has brought a new foundation in bureaucratic reform of apparatus resources. This law brings a breath of change to create an apparatus that is professional, has integrity, is neutral and free from political interests. This topic is important because, so far, research on JPT selection is still dominated by matters of administrative and procedural suitability. In fact, the merit system in the theory of meritocracy and Weberian bureaucracy emphasizes aspects of transparency and equal access for each candidate. Therefore, it is important to carry out research regarding studies of equality of access and career opportunities in JPT selection at the Regional Government Agency level. This research data was obtained through literature study in the form of a literature review. The author found that there are non-merit aspects in the JPT selection process in several Regional Government Agencies studied. The author recommends the need to develop a JPT selection model that prioritizes the merit aspect for better bureaucracy. The implementation of the JPT Pratama open selection within the Riau Provincial Government has been running in accordance with Perman PAN-RB Number 13 of 2014. However, the implementation of this policy has not fully met expectations, because ASN interest and motivation to take part in the selection is still low.

An Investigation of How Open Selection System Will Be Implemented In 2021 For Primary High Leadership Positions In The Government of Gayo Lues Regency

Filling High Leadership Positions within Government Agencies is a guideline for central and regional government agencies in carrying out the filling of major, middle and primary high leadership positions in an open and competitive manner. The aim of the research is to find out how to implement, supporting factors, inhibiting factors and efforts in implementing open selection for first high leadership positions. The theory used is the theory of public policy implementation. The research method uses qualitative research methods. The implementation of the open selection policy for senior high leadership positions within the Gayo Lues Regency Government has been running in accordance with Law Number 5 of 2014 concerning State Civil Apparatus. However, the implementation of this policy is not optimal because there are still inhibiting factors in implementing the policy. Efforts that can be made by implementers to maximize the implementation of the JPT first open selection in Gayo Lues Regency include increasing the budget, facilities and infrastructure, re-evaluating the parties involved. Future research can look at it from the perspective of rationalization in the education level for participating participants. take part in the JPT first open selection

Legal Study of the Appointment of Regional Head Officials from TNI/Polri Officials

This research aims to find out the legal rules related to the appointment of Acting Regional Heads from TNI/POLRI High Officers. The proposal to appoint active high-ranking TNI/PORI officers as Acting Regional Heads by the Ministry of Home Affairs has drawn polemics. The method used in this research is qualitative research through a normative legal approach, namely an approach that uses positivist juridical conceptions. The data collected is by using literature studies, scientific articles, legal expert opinions, and other legal sources. The data that has been obtained is then analyzed using qualitative analysis methods. Based on the research results obtained in this study, the following conclusions were drawn: (1) The appointment of Acting Regional Heads from TNI/POLRI elements is contrary to Article 109 Paragraph 2 of Law Number 5 of 2014 concerning State Civil Apparatus, which states "TNI/POLRI can fill high leadership positions after resigning from active service if needed and in accordance with the competencies determined through an open and competitive process." (2) The impact of the appointment of TNI/POLRI officials as acting governors basically violates the provisions of the Pilkada Law and also the State Civil Apparatus Law itself, besides that the appointment is also a setback for the continuity of Indonesian democracy that has been running so far.

Women in high leadership positions at the Central Bank of Brazil

Women in high leadership positions at the Central Bank of Brazil

Problem of Authority For Executing Task (PLT) In The Transitional Period of Regional Government Before and After The Simultaneous Elections Based On Law Number 23 Of 2014 Concerning Local Government

The task executor (PLT) in state administration is an official who occupies a temporary position because the official who occupied that position was previously unable to or was subject to legal regulations so that he did not occupy that position. The purpose of this research is to describe the appointment of the PLT if there is a vacancy in the regional head position during the transition period, analyze, qualifications, limits of the PLT authority and strategic policies during the transition period, but are still held by the PLT and know and analyze the sanctions given to the PLT who does something outside authority. The method used in this scientific work is a normative and qualitative juridical research method that is studied holistically, contextually, progressively, it is known that a. The appointment of Acting Governors is appointed by the President through a proposal from the Minister of Home Affairs, while the appointment of Regents/Mayors is appointed by the Minister of Home Affairs through a proposal by the Governor. b. The qualifications of the PLT who were appointed based on Law Number 8 of 2015 article 201 paragraph (8) to fill the vacancy for the position of Governor are from middle high leadership positions. b. If during the change period a strategic policy is needed that must be taken by the acting head, then it is regulated by Article 132 A paragraph (2) Government Regulation Number 49 of 2008 concerning the Third Amendment to Government Regulation Number 6 of 2005 concerning Election, Ratification of Appointment and Dismissal of Regional Heads and Deputy Regional Head, which must be approved by the Minister of Home Affairs. c. In fact, there are no clear provisions for the Plt who abuses his authority, as the type of authority given to the PLT is unclear.

Kajian Yuridis Pengisian Jabatan di Lingkungan Pemerintah Daerah Bondowoso Berdasarkan PERMENPAN RB RI No. 15 Tahun 2019 Tentang Pengisian Jabatan Pimpinan Tinggi Secara Terbuka dan Kompetitif di Lingkungan Instansi Pemerintah

The public has an important role in choosing regional leaders. Open selection is carried out in order to select officials who have the capacity, competence and integrity to occupy positions in an agency. Pancasila plays an important role as the foundation of the Indonesian state. Implementation of Primary High Leadership Position Selection is one of the activities carried out to find competent and professional leaders. This research is a normative juridical study that analyzes PERMENPAN RB RI No. 15 of 2019 concerning Filling Primary High Leadership Positions as used as a guideline in implementing selection for filling JPT Regional Secretary in Bondowoso Regency; as well as Law no. 5 of 2014 concerning State Civil Apparatus. Based on the results of the existing discussion, the results of this research: first, ASN regulations regarding filling positions which are the main issue in legal incidents have a predetermined format so that they need a more detailed interpretation to help provide solutions related to the same problems within the Indonesian Government. Second, the presence of Law Number 5 of 2014 concerning State Civil Apparatus has indeed used the principle of a merit system so that it can suppress the practice of unscrupulous individuals in the implementation of filling out the Regional Secretary's JPT. As regulated in PERMENPAN RB RI No. 15 of 2019 concerning Filling of Primary High Leadership Positions carried out openly and competitively, missed supervision actually resulted in the filling of the JPT for District Regional Secretary. Bondowoso is impressed that the closer carrier system is not open bidding. The cases that occurred were carried out by unscrupulous individuals, money politics with abuse of position or power created sub-optimality in the implementation of job selection. The effort offered by researchers is to revitalize public participation in the implementation of filling the position of High Leadership Regional Secretary to prevent derivation in the selection of JPT Regional Secretary.

Analisa Penerapan Sistem Merit Di Pemerintah Kota Mataram (Studi Pengisian Jabatan Pimpinan Tinggi Pratama Tahun 2022)

One of the presidents prHiority programs is human resource development. Human resource development is one of the determining factors for organizational policies, including government organizations. In addition, human resources (apparatus) are also a whisper for the smooth running of bureaucratic reform. Human resources are one aspect of achieving the goals of government organizations, namely providing optimal public services. Therefore, it is necessary to apply the merit system to obtain human resources, in this case specifically the best State Civil Apparatus (ASN), including in the process of filling the pratama high leadership positions (JPT) within the Mataram City Government. This study aims to describe the application of the merit system in the government of Mataram City. This study uses a qualitative approach with data collection methods consisting of in-depth analysis, documentation and observation. Data analysis used technical qualitative data analysis. Data validity was tested using triangulation techniques. The research gave the result that the Mataram city government had basically implemented a merit system in ASN management. In filling out the JPT, it has been carried out with the stages of preparation, implementation and evaluation in accordance with the provisions. Many indicators of the criteria for implementing the merit system have also been created and implemented by the Mataram City government. Things that are still considered not responsive enough by directly inviting LANs who have experience in implementing merit systems. One of the deficiencies found in this study is related to an assessment center that is not yet owned by the Mataram city government.

Analysis of Merit System on Filling High Leadership Positions in the Government of East Manggarai Regency

The purpose of this research is to analyze the application of merit system in the implementation of open selection for high leadership positions in the context of a local socio-cultural setting. The merit system policy in this open selection in this research refers to the Regulation of the Minister of Administrative Reform and Bureaucratic Reform (Permenpanrb) Number 15 of 2019. This research was conducted in the East Manggarai Regency Government utilizing a post-positivist research approach with qualitative data collection techniques. The findings showed that the implementation of open selection for filling JPT in East Manggarai Regency was not based on succession planning, there were differences in administrative requirements with relevant regulations; the addition of several administrative files. The background checking process is only carried out based document-driven and conducted indirectly to the participants’ work environment. The process of monitoring and evaluation or re-mapping for elected officials is carried out periodically. The limited number of elected officials with different socio-cultural backgrounds is due to the composition of employees and selection participants who mostly come from the East Manggarai Regency area and share the same socio-cultural background. Keywords: Civil Service, Merit System, Open Selection, Primordialism.

Implementation Open Bidding For Middle Managers (JPT Pratama) Position In The National Archives Of The Republic Of Indonesia (ANRI)

Indonesia is one of the countries that has carried out personnel reform by implementing open recruitment and selection for Primary High Leadership Positions (JPT) which are currently being carried out openly using a merit system. The National Archives of the Republic of Indonesia as a non-ministerial government institution has also implemented this policy in conducting open recruitment and selection by implementing a merit system. The purpose of this study is to analyze how the implementation of and problems with policy implementation in filling recruitment and open selection for Primary High Leadership Positions (JPT) in personnel management in Indonesia, especially in the National Archives of the Republic of Indonesia. The research method in this paper is qualitative using a post-positivism approach. Data obtained through observation obtained from journals, documentation and interviews were analyzed descriptively in a relevant and accurate manner. The results of the study show that the implementation of the implementation of open selection at the Pratama High Leadership Position (JPT) has not fully gone well so it is necessary to take steps to be able to make strategic improvements in an effort to implement effective bureaucratic reform so that the practice of KKN (Corruption, Collusion and Nepotism) can be avoided. Thus, it is necessary to improve the practice of civil service reform in Indonesia, especially in the implementation of open selection so that it can provide public services in a selective, objective and better supervisory manner based on applicable policies and regulations.

Women leadership for public health: The added value and needs of women driving public health system reform in Ukraine

The Ukrainian health care system is undergoing reforms. Although women constitute a driving force in the Ukrainian health system transformation, their economic and decision-making participation remains extremely low. The existence of barriers such as: work/life balance, gender bias, stereotypes, lack of confidence, lack of mentoring, and lack of adequate networking and equal access to opportunities prevent women from reaching high leadership positions. With the aim to empower the current and future female public health leaders, the Ministry of Health of Ukraine and WHO held a seminar entitled “Women’s Leadership in Public Health” in Kyiv on 16-18 May 2017. The seminar was based on the assumption that contemporary public health demands require a more inclusive and less hierarchical style of leadership – focused on developing and working with stakeholder networks. Such a leadership style is more effective in achieving public health goals. The international, interdisciplinary and inter-professional faculty engaged in the interactive meaning making around such topics as: the self-assessment of leadership competencies, public health leadership, leadership theories, system thinking, dealing with interests, power and stakeholders, barriers to women leadership and methods to address them, special leadership tools for women empowerment and leading change, communication and impact. Strengthening health systems for better health was the red thread throughout the whole seminar.

Method for assessing structural gender barriers in an organization: Development and assessment of psychometric properties

In gender studies, there is a lack of instruments to assess the severity of gender inequality in an organization. Gender inequality at the structural level of the organization manifests itself as gender asymmetry in an organization and in certain status positions. It is indicated by metaphors of “glass” phenomena: “glass ceiling”, “sticky floor”, “glass walls”, “glass escalator”, “glass rock”, “glass box”. The article is devoted to the development and testing of the author’s methodology for assessing structural gender barriers in an organization. The study was conducted using an online survey in 2020, with a sample of 273 employees aged 18 to 62 years (median 34 years) from various organizations. The survey included, in addition to the developed questionnaire for assessing structural gender barriers, a methodology for assessing gen- der inequality at the individual-behavioral and normative levels in an organization (“Doing gender” and “Undoing gender” scales, “Scale for the severity of norms that support gender inequality” (author’s development), “Perceptions of Politics Scale” (author’s modification of the methodology of K.Kacmar and D.Carlson). The survey also included questions about the characteristics of the organization to assess the criterion validity. Reliability analysis, correla- tion analysis, and structural modeling were used. The results of the study showed good reli- ability of the scales, the results of SEM analysis show that the obtained data do not correspond to the six-factor model. An exploratory factor analysis was carried out, the resulting one- factor solution explains 54% of the variance. A positive correlation was found between the severity of structural gender barriers and the severity of norms that support gender inequality, with the presence of unfair policies in the organization and with the use of the “Undoing gender” individual behavioral strategy. A negative correlation was obtained with the number of women in high leadership positions in the organization. The obtained results testify in favor of the reliability, constructive and criterion validity of the new instrument. It is planned to further test the properties of the questionnaire on a larger sample.

How Radiologists Who Volunteer in Their Communities Enrich Lives

A nationally renowned radiologist who had served as president and received the gold medals of each of our large radiology societies was asked, “What is the most fulfilling thing you have done in your career?” She answered, “Working with members of my department – technologists, residents, faculty, etc. – on a Habitat for Humanity construction project.” It is remarkable that someone who had served in high leadership positions, achieved great professional recognition, and made a lot of money found voluntary community service the most meaningful aspect of her professional career.

Accountability Analysis of High Leadership Positions for ASN Pratama Tolitoli District

Open selection is a relevant structural position filling mechanism based on the value of accountability and a merit system. Based on Law Number 5 of 2014 concerning State Civil Apparatus, which requires filling the Primary High Leader Position using the system. His study aims to analyze the mechanism for implementing an open selection, commonly called an auction of positions, in procedural accountability for the Primary High Leadership Position of ASN Tolitoli Regency. The approach in this research is qualitative with descriptive analysis. With the method of collecting interview data and documentation. Research results in bidding for positions, the procedural accountability criteria have been met because the applicable requirements and provisions carried out each stage by Law Number 5 of 2014 concerning State Civil Apparatus.

Perception of Female State Civil Apparatus (ASN) towards Primary High Leadership Positions (Echelon II)(A study of social reality within the scope of the Female Civil Service Apparatus who assignedin the Administrator Position in the Malang District Local Government)

The concept of gender equality which is echoed as one of the indicators of development success has encouraged the emergence of various issues regarding the meaning of gender equality for development progress. One of them is the issue of linking gender equality with the good state administration, a concept that was later labeled good governance. This progress has been driven, among other things, by the success of development activities that put women "in the middle". This background has moved the World Bank to conduct specific research that will link the quality of good governance with development where gender is placed at the core. The results of the World Bank research in 2000 related to gender can conclude that countries that have a high degree of gender equality, Relatives have a high level of progress in life or prosperity. Based on the phenomenon above, the research problem can be formulated as follows: What is the perception of female ASN in administrator positions (echelon III) towards JPTP structural positions (echelon II)? and What factors are behind the perception of female ASN administrator positions (echelon III) towards JPTP structural positions (echelon II)? The theory used in this research is the theory of perception, understanding of gender, and relevant social theories. And there are several concepts, namely the concept of assessment and competence, the phenomenological approach, the concept of local government, and the concept of structural positions. This research is descriptive qualitative, where qualitative research methods are research methods used to examine the condition of natural objects, researchers are the key instrument, the technique of collecting data is triangulation (combined), data analysis is inductive and the results of qualitative research emphasize meaning rather than generalization. This research can produce 15 findings and several minor propositions so that the major propositions can be formulated as follows: Fear and insecurity overshadows the perception of female ASN to be involved in the kingdom of government officials as a modern organization where there is a mix of professional and political authority in making decisions, especially services public because the power of officials determines all matters related to their position.