6. BOOK REVIEW CONTEMPORARY PUBLIC ADMINISTRATION (2021).pdf

BOOK REVIEW :
Contemporary Public Administration
i

BOOK REVIEW :
i
BOOK REVIEW :
Contemporary Public
Administration
Adi Suryanto, et al. (Editors)
Copyright @ 2021 The National Institute of Public Administration, The Republic of Indonesia.
All Right Reserved.
Copyright is protected by law.
Book Title : Book Reviews : Contemporary Public Administration
Publisher : Indonesian Widyaiswara Professional Association
Place of Publisher : Jakarta
Publication : 2021
Edition : 1st
(First)
Number of pages : x + 108 pages
ISBN : 978-623-99129-2-5
Book Size : 17,6 cm x 25 cm
Redactional:
Gedung Atmodarminto, BPPK Kementerian Keuangan
Jl. Purnawarman No.99, Kebayoran Baru, South Jakarta.
Email : bppdapwi@gmail.com
Website : https://www.bppdapwi.com
Whatsapp : 083840572182

BOOK REVIEW :
ii
BOOK REVIEWS:
Contemporary Public
Administration
Editors:
Adi Suryanto
Agus Sudrajat
Basseng
Reviewers:
 Agus Sudrajat  Haris Faozan
 Basseng  Fahri Ardiansyah Tamsir
 Seno Hartono  Arif Ramadhan
Book Reviewers:
 Mid Rahmalia  Desy Maritha
 Heni Kusumaningrum  Ahmad Soekarno Syahrir
 Marsono  Muskamal
 Ilham Khalid  Riris Elisabeth
 Yasniva  Budi Fernando Tumanggor
 Neneng Sri Rahayu  Amrillah M
 Citra Permatasari
Cover Designers and Layout Persons:
Agus Pahrul Sidik
Arif Ramadhan
Translators:
 Ilima Fitri Azmi
 Dina Syarifah R

BOOK REVIEW :
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Remark of The Chairman of The National Institute of
Public Administration
Recently, maintaining the quality of human resources
in the midst of the demands of time change is an
absolute thing for organizations to do. The National
Institute of Public Administration as a government
think tank is of course well aware that the biggest
weapon in advancing an organization is investing in the
development of its human resource capabilities. One of
the efforts is to create a structured program that can
empower the quality of ideas from each employee
through literacy improvement activities. The tangible
manifestation of this noble goal is implemented in an
activity called the Compilation of Book Reviews which will collect review writings
from every employee in The National Institute of Public Administration area
related to the field of State Civil Apparatus management.
Given the literacy index which is still low at the national level, if this activity can
be leveraged on the importance of literacy awareness, which in the future will
certainly encourage the acceleration of the quality of human resources as a
whole. Therefore, in addition to being a place to improve employee skills through
writing activities, this activity can also be used as a learning space to exchange
ideas related to certain sources of knowledge.
In this opportunity, I would like to thank the deputy for the State Civil Apparatus
Management Studies and Innovation Division who has completed this review
compilation book, which of course can be an important reference source for every
employee, not only in the internal of The National Institute of Public
Administration, but also outside The National Institute of Public Administration
itself. Hopefully this can be a provision for all of us to advance the organization
and further contribute to the nation and state.
Chairman of The National Institute
of Public Administration
Dr. Adi Suryanto, M. Si

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Remark of CEO Global Tanoto Foundation
As a philanthropic organization whose mission is to
develop the potential of human resources through
quality and transformative education, the Tanoto
Foundation has consistently paid special attention to
the world of education. This has been proven by the
active participation of the Tanoto Foundation in
supporting and assisting many programs and activities
related to efforts to develop the world of education and
competency development.
This real effort is through our support for The National Institute of Public
Administration to play a role in terms of developing the competency of
government officials in order to create a qualified apparatus quality. Therefore,
through the writing of this book review, the Tanoto Foundation stands upright to
fully support the implementation of this activity, which of course can contribute
to the development of the quality of the apparatus.
This book review compilation is a work that deserves to be read for all readers
who are interested in the extraordinary books that have been written by reliable
authors, because they can open our horizons of knowledge even wider.
In closing, we would like to thank The National Institute of Public Administration
for initiating this brilliant activity and entrusting us to be a collaborative partner.
Hopefully this collaboration can provide benefits for many people and especially
for the progress of the nation and the country.
CEO Global
Tanoto Foundation
Dr. J. Satrijo Tanudjojo

BOOK REVIEW :
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Remark of Deputy Chairman for Research and Innovation
of ASN Management
Like a door, books are the gates of the world and reading
is the key. Today, reading is a basic need, because by
reading people can improve their quality, which of course
is one of the main problems of the inequality of
knowledge of human resources today.
This book contains a collection of very popular and well-
read book reviews, which have been presented in simple
language and can add to the knowledge base for readers.
The topics of the books raised are very relevant to issues
in government and state administration, and can be used as references for State
Civil Apparatus and policy makers in government. Far from that, this collection of
book reviews is expected to be a gate of motivation for human beings who like
to read in finding their best references.
We really appreciate the publication of this work, which hopefully can be a lever
for the birth of great works in the future. We also thank the authors who have
contributed to this writing and of course our greatest appreciation to the Tanoto
Foundation which has consistently supported us in our efforts to improve the
quality of the government apparatus.
In closing, I hope that the presence of this review book can be useful for State
Civil Apparatus, academics, students and other parties, to always together look
at a bright future with a wider repertoire of knowledge.
The Deputy of Management Studies and
Innovations of State Civil Apparatus
Dr. Agus Sudrajat, M.A

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“People could be as
bright as the sky, but if
he never writes, he will
be lost from the society
and history”
Pramoedya Ananta Toer

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TABLE OF CONTENTS
Book Identity
Remark of The Chairman of The National Institute of Public
Administration
Remark of CEO Global Tanoto Foundation
Remark of
Deputy Chairman for Research and Innovation of ASN Management
Quote
Table of Contents
Editorial
Disaster Governance ……………………………………………………………………………..
Menjadi Manajer Publik Efektif (Being an Effective Public Manager) …..
Simpler: The Future of Government ………………………………………………………
Green Constitution ………………………………………………………………………………..
A Coach's Guide To Developing Exemplary Leaders ……………………………..
Penyelenggaraan Pemerintahan Desa Berbasis Partisipasi Masyarakat
Community-Based Village Governance Impementation ……………………….
Perbuatan Melawan Hukum Oleh Pemerintah (Unlawful Acts by the
Government) …………………………………………………………………………………………
Handbook for Supervisors …………………………………………………………………….
Pengambilan Keputusan Stratejik: Untuk Organisasi Publik dan
Organisasi Nonprofit (Srategic Decision Making for Public Organization
& Non-Profit Organization)……………………………………………………………………
Standar Kompetensi Praktisi MSDM di Indonesia (Human Resource
Management Practitioner Competency Standard in Indonesia……………
Revolusi Mental: Seni Berperang Mengalahkan Diri Sendiri (Mental
Revolution : The art of Defeating Yourself)…………………………………………….
UNBOSS : Bagaimana Seharusnya Kita Memimpin Di Era Digital (UNBOSS :
How we should Lead in Digital Era)…………….………………………………………..
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Birokrasi Masa Depan Menuju Tata Kelola Pemerintahan yang Efektif dan
Prima (Future Bureaucracy toward Effective and Excellent
Governance)………………………………………………………………………………………………
Public Administration: Balancing Power and Accountability ……………........
Memimpin Perubahan di Birokrasi Pemerintah / Leading Changes In
Goverment Bureaucracy (Critical Notes of an Academic) ……………………….
Business Process Mapping : Untuk Meningkatkan Kepuasan Pelanggan
(Business Process Mapping: A Guidebook Of Improving Customer
Satisfaction) ……………………………………………………………………………………………
Leading In A VUCA World (Integrating Leadership, Discernment And
Spirituality) …………………………………………………………………………………………….
Millenials Who Manage …………………………………………………………………………
The Next Global Stage: Challenges And Opportunities In Our Borderless
World …………………………………………..………………………………………………………….
Governansi Nusantara: Jejak Kosmopolitan Dalam Sejarah Kepemerintahan
Di Indonesia (Archipelago Governance : Cosmopolitan Traces in the
History of Governance in Indonesia)………………………………………………………
Learning 5.1: Duluan Tiba di Masa Depan (Learning 5.1 : First Arrives in
the Future)……………………………………………………………………………………………….
Transformasi Menuju Corporate University Generasi Berikut
(Transformation toward Next Generation’s Corporate University)…………..
Book Reviewers’ Profiles…………………………………………………………………………
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EDITORIAL:
READING BOOK IS THE BEST WAY TO UNDERSTAND THE WORLD
In the long history of human life, advanced civilization has always been formed
from the collective intelligence of the society. An intellectual culture that is practically
capable of turning an arid environment into a green one by means of human
intelligence products. Then the question is, how can this intellectual culture develop so
rapidly that it is able to change the fundamentals of human civilization, for example the
renaissance era, industrial revolution, technology era, internet and so on? Could it be
just a miracle, or maybe just a spontaneous phenomenon that came down from the
sky, without any human intervention?
Such questions could definetely be answered while we slowly begin to realize the
importance of understanding the world holistically. In the epistemology of causality, of
course, nothing is coincidental. All things can be formed due to cause and effect. Such
is the case with how civilization was formed to date, moving from what may be very
conservative to very modern. Again, nothing is a coincidence. All existences today are
created by means of human intelligence, which they got from the long process of
understanding the world.
Understanding the world means finding out all the things the world has given, and
the best way to understand the world is to get acquainted with books and read what's
in them. By reading books, we seem to be able to navigate the vastness of the world,
with an infinite amount of accumulated knowledge. We can have all forms and types
of knowledge only by getting closer to reading activities which can continuously
transform into a reading culture.
When the time moves so fast, the context of knowledge changes no less quickly.
The knowledge we have today, will not necessarily be relevant again in the next year or
two, or even in the next month, day, and hour. So, the process of building up the quality
of knowledge (upgrading) is surely very crucial to adapt to the development of the
current environment and one of the best solutions is to understand the world by
reading. Reading, not only increase knowledge, but also bring us closer to get more
objective problem solution. The way we solve problems, the policies and decisions we
make, of course, will be very different when made by people who rarely read or do not
like to read. Their policy products tend to be more subjective, biased, and do not lead
to an ideal solution.

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An Austrian artist, Franz Kafka once said that books must be an ax to destroy the
frozen sea inside humans. Franz analogizes the frozen sea as human foolishness. This
Human stupidity can only be destroyed by reading books. Today, the struggle of the
nation is to fight against ignorance. However, ironically, this struggle seems to have
never really been achieved with our reading habits or literacy which are still far from
sufficient. The survey from the Program for International Student Assessment (PISA)
released by the Organization for Economic Co-operation and Development (OECD) in
2019 shows that Indonesia's literacy rate is at position 62 out of 70 countries, which
illustrates that our reading habit is still far from expectation. Meanwhile, in developed
countries, books have become very important and become one of the things people
bring along even when traveling.
Our reading tradition which is still minimal is a portrait that the fundamental
problems of our society need to be addressed, and government officials are no
exception. The culture of reading books must become a new culture, both for the
society and government officials, since reading books offers a better and new life.
Reading is not just about understanding letters, words, sentence by sentence in a book,
but deeper than that we will be able to interpret the world broadly, connect reality and
ideals, and aspire for a better life in the future.
“An intellectual culture that is practically
capable of turning an arid environment into
a green one by means of human intelligence
products”

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DISASTER GOVERNANCE,
An Introduction
Neneng Sri Rahayu
Polytechnic of STIA LAN Jakarta
nenengsrirahayu@stialan.ac.id
A. Book Identity
Title : Disaster Governance
Author : Oscar Radyan Danar, PhD
Publisher : DIVA Press (IKAPI)
Publication Year : February, 2020
Number of page : 179 pages
B. Book Content
This book discusses disaster management or disaster governance to reduce
disaster risk. Disaster governance is an approach for various actors to
manage disaster risk. The scope of discussion in this book includes :
1. Explanation of the concept and theory of disaster governance. This
section examines the theories and various approaches used to explain
disaster governance, including various terms that are often used. The
discussion on disaster governance is in line with the discussion from
UNDP. Disaster governance is an approach for the government,
employees, media, private sector and NGOs, and other institutions such
as academic institutions, independent research institutions, or
international institutions to coordinate with the community at the

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national and regional levels to manage disaster management and
reduce disaster risk and climate change risk.
2. Discussion on policies that underlie the management of a disaster that
is integrated with the concept of disaster governance and presents
various practices in disaster management in the national and
international scope. In general, it is explained that disasters may occur
anywhere and anytime so that appropriate and simultaneous policies are
required in management and in case a disaster occurs. With the
existence of disaster management, it is expected to minimize the impact
or damage caused.
3. Discussion of the problems encountered in implementing prevention
which is related to the capacity of all elements involved in prevention
and risk reduction and strategies for reducing disaster risk. In this
section, initially the author discussed the beginning of the rise of disaster
risk prevention and disaster risk reduction related studies known as the
International Decade for Natural Disaster Reduction (IDNDR), the
implementation of The World Conference on Disaster Risk Reduction
(WCDRR) conference which gave birth to a superior program known as
1) Yokohama Strategy and Plan of Action for Safer World, 2) The Hyogo
Framework for Action, and 3) Sendai Framework for Disaster Risk
Reduction. These three frameworks have been notified by the United
Nations as a globally applicable strategy to reduce the impact of disaster
risk at the national, subregional and regional levels.
4. Discussion on the importance of understanding disaster risk, which is
very useful for minimizing disaster risk. Meanwhile, for policy makers
(e.g. the government, or NGOs concerned with disasters), this discussion
provides an illustration of the importance of the value of public on.
People who are aware of disaster risks are easier to participate in disaster
impact management efforts. This section will be very helpful in assisting
the process of coordination, evacuation, and cooperation in carrying out
these efforts.
5. Capacity building of organizations and communities in managing disasters as
implementing parties.
6. Discussion regarding the actors involved in disaster management which
emphasizes the aspect of participation. Participation is the key to
success which is presented in the form of collaboration from various

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sectors or across sectors, namely government, private sector,
community and other institutions. This discussion is related to the
organization in implementing disaster risk management.
7. Discussions related to organizations in providing funds and
organizations or institutions that make policies, strategies and policies
and the community as policy recipients.
C. Strengths and Weaknesses
 Strengths
This book can be easily understood by readers because it provides basic
information on disaster management. Disaster management is very
important for all levels of society to learn. This is because the community
or even stakeholders in developing countries still have limitations in
carrying out disaster risk management optimally. Although this book
serves as an introduction, the content is complete and provides technical
directions as a guide in preventing and reducing disaster risk.
 Weaknesses
The weakness of this book is that there are still many typo errors in the
writing system, and the writing systematics is not structured because
there are chapters that are not well structured and have repeated details.
In addition, the discussion in certain sections is very detailed, but in other
sections it is still poorly discussed and there is no in-depth discussion on
the duties and functions of the institutions involved in disaster
management, especially in Indonesia so that disaster management does
not overlap.

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MENJADI MANAJER PUBLIK EFEKTIF
(BEING AN EFFECTIVE PUBLIC MANAGER)
Yasniva
The Center for Training and Development and Administrative Law Studies
(PUSLATBANG KHAN LAN)
Yasniva64@gmail.com
A. Book Identity
Book Title : Menjadi Manager Publik Efektif: Menciptakan
Kinerja Tinggi Organisasi Pemerintah (Being an
Effective Public Manager
Author : Steven Cohen, William Eimicke, and Tanya Heikkila
Publisher : PPM Manajemen
Publication Year : Jakarta, 2011
B. Book Content
The ongoing crisis of confidence in ineffective public management is of
particular concern to the authors. It was from this condition that the book
“Menjadi Manager Publik Efektif: Menciptakan Kinerja Tinggi Organisasi
Pemerintah” was written. In particular, this book aims to describe the
problems faced by public managers in managing the organization's internal
operations and communicating with parties outside the organization;
provide strategic options for dealing with these management problems and

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instructions for public managers on how to build and maintain the reputation
of the profession and how to prioritize bureaucratic hierarchies.
The reputation and credibility of the authors is beyond doubt. Steven Cohen,
professor in Public Affairs Practice at the School of International and Public
Affairs and executive director and COO of Columbia University's Earth
Institute; William Eimicke is professor in International and Public Affairs
Practice and founding executive director of the Picker Center for Executive
Education at Columbia University; and Tanya Heikkila who is professor and
director of the doctoral program in the School of Public Affairs at the
University of Colorado, Denver. The approach of the authors in this book is
also based on their experiences as consultants to government and non-profit
organizations.
The authors attempt to guide readers of this book from upstream to
downstream with 12 chapters presented, ranging from: (1) The Sustainable
Crisis in Public Management, (2) Effective Public Management, (3) Finding
and Retaining High Performing Employees, (4) Developing Effective Working
Relationships, (5) Organizing the System, Duties and Responsibilities, (6)
Implementing an Innovation Strategy in the Public Sector, (7) The Arts and
Skills of Service Contracting, (8) Collecting, Managing and Using Information,
(9) Mastering the Budget Process, (10) Establishing Organizational Goals and
Strategies, (11) Communicating with the Community, Media and
Stakeholders, and (12) Survive and Thrive in Public Service.
Through these twelve chapters, some ideas in this book can be learned,
namely:
1. Starting an entrepreneurship and revitalizing the government while
same time also. Recognizing the demands of public managers to
remain accountable to the demands of the public and to serve society
ethically and responsibly.
2. Public sector failure recipe and strategies for success.
3. Strategies for acquiring and retaining excellent staff.
4. Communication and listening skills for managers to keep the
organization functioning well.

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5. How to rearrange the organizational structure, assigned tasks, and
Standard Operating Procedures to improve organizational
effectiveness.
6. Understanding and applying innovation strategies in the public
sector.
7. Increasing privatization, creating networks, improving performance,
and influencing organizational network behavior.
8. A simple approach to managing the flow of information.
9. Budget use and limitation as a tool to influence organizational
behavior.
10. How to interpret orders from above, the signals sent by groups
outside the organization, and formulate a realistic organizational
strategy for the organization.
11. Some helpful hints for dealing with the outside world.
12. Taking risks in public management.
 Strengths
This book describes the challenges of public management and strategies
for dealing with them, excellent for beginning managers and students of
Public Management. In addition, as a practical book that provides a
complete “recipe”, certainly, this book deserves to be used as a reference
in managerial training or leadership training for public managers.
 Weaknesseses
As a recommended book for public managers and students of state
administration, this book does not get a touch of the Indonesian context.
The cover of the book seems no longer relevant to the demands of today's
public managers, and it does not even represent the ideas contained in
this book. Looking at the cover of the book, we imagine how public
manager is described as an exclusive job, cold, rigid, lavish, and distant
from the employees and the public they serve, stigma that the writers in
this book really want to get rid of.

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SIMPLER :
THE FUTURE OF GOVERNMENT
Heni Kusumaningrum
The National Institute of Public Administration (LAN RI)
heni.kusumaningrum.lan.go.id
A. Book Identity
Book Title : Simpler: The Future of Government
Author : Cass R. Sustein
Publisher : Simon&Schuster
Publication Year : 2013
B. Book Content
Introduction
Have you ever bought an electronic item that did not come with a manual?
Or a foreign language manual that you are not good at? Aren't you going to
wear it? Of course not, right? You're still going to use the stuff intuitively,
right? Things that are complicated at first, but can be solved simply. Cass R
Sustein, a person who worked at the White House Information and
Regulatory Affairs (OIRA) during the Obama administration from 2009 to
2012, argues that the government can take inspiration from this simple thing
when formulating policies.
Why is bureaucracy known as convoluted and complicated terms? Why is
complexity considered as the characteristic of bureaucracy? Shouldn't the
government be able to provide maximum service? These questions look
simple but are not trivial. The government in this case as the policy maker

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must be able to answer these questions. Simpler is an interesting reading
book which tells about the relationship between behavioral economics
approach and public policy. In this book, Sustein provides an overview of the
Obama administration process where Sustein worked at OIRA during the
Obama administration. OIRA is one of the state institutions that has three
functions to review, regulate, and supervise the implementation of
government policies. OIRA is one of the institutions that play an important
role in achieving the objectives of a policy and program drawn up by the
government. Most of the contents of this book tell of the interesting
experiences that Sustein had while managing OIRA.
Simpler: The Future of Government
In carrying out his duties at OIRA, Sustein shared many interesting
experiences he had, such as the debate on the role of government in the
economic approach and also red tape. One of the debates that he tells is the
debate related to the role of government in the economic approach. In this
debate always arises the question "how big should it be". This one question
sparked a long debate and discussion about the costs spent by the state in
running the program, how many employees were involved in implementing
the program, to how many policies and programs were formulated by the
government. Sustein attempted to change the question from "how big" to
"how effective". The government often arranges programs that use large
budgets, in the Obama era, it was changed to those with minimal costs but
can be right on target. One example is the Affordable Care Act (regulation of
the health care system in America) where all Americans are automatically
enrolled in health insurance so that it can help people who do not have
health insurance and reduce health care costs for individuals. This automatic
registration is expected to reduce the costs the government spends on
registering, but if there are residents who want to leave, they are also
allowed. This means that citizens' freedom of choice is maintained. OIRA is
very active in formulating alternative policies that use “influence decisions
while maintaining freedom of choice” so that public trust in the government
can grow.
The next debate is related to the red tape. Sustein said that in the Obama
administration, they were very active and could not tolerate a slow,
convoluted and complicated bureaucracy. While leading OIRA, Sustein

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reviewed, monitored and simplified more than 2,000 government
regulations. One example is by simplifying the rules for obtaining health
facilities in hospitals so that residents who need health services can be
handled quickly. It can also save on hospital expenses. Sustein tries to build
an environment that provides easy access and provides good information for
its citizens.
In this book, Sustein and OIRA applied cost-benefit analysis (CBA) in each
policy they took. One of the goals of using CBA in policy formulation is to
minimize costs but stay on the target. Sustein realizes that not all public
policies can use quantitative calculations, but if the benefits of using CBA are
greater, then CBA is one of the right steps. In addition, most of the existing
policies are understood by policy makers but not understood by the
community as the target. Sustein tries to make and change policies that are
complicated and difficult to understand by the public to be simpler and
easier to understand by the public. CBA is one of the analyzes used by him,
although CBA is a complicated analysis, the output is a simple policy. In his
book, Sustein provides an example of the use of CBA in the formulation of
air pollution policies to reduce mercury emissions. The advantage of this
policy is not only to reduce mercury emissions but also to reduce other
pollution. Sustein writes that if regulations create harm, the harm should be
accounted for, the same is true if regulations create benefits. By utilizing
simple analytical tools, OIRA takes CBA to a higher level where it can be used
in selecting government policies to be taken. CBA is one of the methods used
for someone to make the best decisions with high profits and low costs.
 Strengths
This book offers interesting things that are conveyed in simple language
where economic behavior can influence government policies. OIRA can be
an inspiration in monitoring the implementation of government policies and
evaluating them. This book is one of the must-read books in which there is
a lot of new insights about how the government play an active role in helping
its citizens to have a better life.
 Weaknesses
This book tells a lot of the author's experiences while working under Obama’s
administration. So, some readers who do not understand Obama’s

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administration will find it a little difficult to understand. In addition, the
reader must imagine how the implementation of the existing OIRA policies
in America can be applied in the reader's country.

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GREEN CONSTITUTION
Desy Maritha, S.E., MSE
The National Institute of Public Administration (LAN RI)
A. Book Identity
Book Title : GREEN CONSTITUTION; Nuansa
Hijau Undang-Undang Dasar
Negara Republik Indonesia
Tahun 1945
Author : Prof. Dr. Jimly Asshiddiqie, S.H.
Publisher : Rajagrafindo Persada Corporation
B. Book Content
Prof. Jimly Asshiddiqie, SH, MH, a constitutional law expert, wrote the book,
Green Constitution. He discussed the concept of an environmentally sound
constitution, as well as comparisons to other countries that have adopted
the Green Constitution and the concept of sustainable and environmentally
sound development.
Environmental issues have received increased attention in recent years,
reaching a peak. Several studies have found that environmental problems
are frequently caused by a combination of factors, including: incorrect and
failed policies; inefficient, even destructive, technology; low political
commitment, ideas, and ideologies that ultimately harm the environment;
deviant actions and behavior of state actors; the spread of cultural patterns
such as consumerism and individualism; and individuals who are not well

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guided. Away from these issues, Jimly Asshiddiqie wrote a book in which he
translated his thoughts on the concept of a "Green Constitution.".
According to him, the concept of green constitution is critical to comprehend
for two reasons. First, given the current state of environmental sustainability,
we should have established and strengthened the conceptual foundations of
environmental issues and Sustainable Development from an environmental
standpoint.
Second, as the Supreme Law of the Land, The 1945 Indonesian Constitution
essentially contained basic ideas about environmental sovereignty and
ecocracy, the values of which are also equated with the concepts of
democracy and nomocracy. As a result, all laws, regulations, and policies in
various development sectors have been explicitly required to obey and
submit to the environmental legal norms contained in it. Unfortunately, few
people have been able to translate the aims and values of the environment
contained in the 1945 Constitution until now.
Green Constitutional Discourse
The term "green constitution" first appeared in the 1970s, because it is
frequently used to describe something related to the concept of
environmental protection. The incorporation of environmental policies
(Green Policy) into legislative products is also known as Green Legislation in
English. Furthermore, if the legal norms are incorporated into the
constitution's text, it is referred to as the Green Constitution. Green
constitutions exist in several countries, including The 1976 Portuguese
Constitution, The 1978 Spanish Constitution, The 1997 Polish Constitution,
and The 2008 Ecuadorian Constitution.
There are two countries that can be said to have strong environmental
protection based on a number of their constitutions, namely France and
Ecuador. Since 2005, France has declared the Environmental Charter (Charter
for the Environment), which contains constitutional values. Even more
powerful is the Ecuadorian Constitution, which recognizes environmental
rights as legal subjects on par with human rights. As a result, many parties
refer to Ecuador's state constitution as "The Real Green Constitution.".

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The discourse on a green constitution in Indonesia itself emerged at the end
of the twentieth century and the beginning of the twenty-first century, when
it became apparent that it was critical to respond concretely to
environmental problems for the survival of humanity, thereby ensuring the
sustainability of sustainable development. Furthermore, Environmental
Management Law number 23 of 1982 is enacted and enforced. This first legal
product in Indonesia was initiated by Prof. Emil Salim, the first State Minister
for Environmental Affairs, who was successful in laying the groundwork for
environmental policies, which were finally enacted into law in 1982.
Following the study of the concepts of Kedaulatan Tuhan (Sovereignty of
God), Kedaulatan Raja (Sovereign Monarchy), Kedaulatan Rakyat
(Sovereignty of the People), and Kedaulatan Hukum (Sovereignty of Law), we
are now studying the concept of Kedaulatan Lingkungan (Sovereignty of the
Environment), which is However, before delving into this, we must consider
the ramifications of the democratic principles that have been practiced in the
past, particularly the ramifications of the democratic principles that have
been practiced in the name of a modern democratic system. Almost every
person, every community, and every country that exists today is pursuing the
concept of democratic governance. Every political system that exists today
claims to be a proponent of democracy. However, if we study the
constitutions of each country's United Nations members one by one, we will
discover – as Amos J. Peaslee stated – that more than 90 percent of the
constitutions are designed to promote democracy and civic education. As a
result, the term "democracy" has evolved into a symbol of the system. In fact,
in the time of Artistoteles and Plato, democracy as a whole was plagued by
negativity and skepticism. Now we must accept the fact that everyone
considers democracy to be a positive force in the development of nations
around the world, despite the fact that each country has its own unique
perspective on what constitutes democracy and what does not. Despite the
fact that every country claims to be democratic, each country has its own
definition of democracy and has its own ideas about what it means to be
democratic.
Environmental Sovereignty
The concept of Ecocracy and Environmental Sovereignty can be developed
as a counterweight to the democratic system that is currently being

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developed. The concept of ecocracy can be understood in terms of the
relationship between God, Nature, and Humans. So far, power dynamics have
been viewed solely as human issues. Only humans, known as the people, are
the starting point and focus of attention in a democracy. This is known as
anthropocentrism, which believes that life revolves solely around humans. In
comparison to previous times, particularly pre-modern times, this
"anthropocentric" viewpoint is unquestionably more advanced and superior.
However, people must recognize that democracy is not everything if it causes
humans to destroy their own ecosystems and sources of life.
According to a report on the findings of research conducted by the
Australian Geo-Science Institute, Indonesia is one of the countries that
contributes to the problem of environmental damage caused by
environmental and ecosystem imbalances, as well as climate change.
According to the report, natural disasters in Asia Pacific will be exacerbated
by high population growth, poverty, and climate change. Based on this
phenomenon, it is anticipated that government policies and pro-
environmental development will be able to be developed.
Sustainable Development and Environmental Insight.
Rachel Carson coined the term "Sustainable Development" in her book Silent
Spring, which was published in 1962. The term sustainable development
means that it is hoped that the development process will meet current needs
without jeopardizing future generations' ability to meet their own needs by
utilizing the Natural resource potential for life
However, the term has only recently emerged in Indonesia since 1980s, in
relation to the environmental political agenda that is centered on the
Western world's paradigm of sustainable development. Many conventions
and resolutions have been produced up to this point concerning the
principles and implementation of the concept of sustainable development.
The concept of sustainable development has always been associated with
three major aspects (Three Major Aspects of Sustainable Development),
which cover issues concerning the environment (environment), the economy
(economics), and the community (community) (community). In general, the
concept of sustainable development has been viewed solely from an
economic standpoint, rather than as a critical global phenomenon. As a

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result, in the 1945 Constitution, the provisions concerning sustainable
development and environmental awareness are found in Chapter XIV, titled
"National Economy and Social Welfare," specifically Article 33 paragraph 4.
The evolution of thinking and policies on the environment and sustainable
development is being felt all over the world. Unfortunately, few countries
have explicitly linked the concepts of sustainable development and
environmental protection in their constitutions. Poland, France, and Ecuador
are examples of countries that have incorporated the concept of the
environment and sustainable development into their constitutions. The most
substantive constitution is that of France, which was successful in compiling
a separate charter known as the 2004 Charter for Environment.
Legal form of Environmental Policy
It can be concluded that environmental policy development has two stages.
Environmental policies are formulated in the form of official laws and
regulations in the first stage, which is driven by increasing global awareness
of the importance of protecting the environment from the threat of pollution
and destruction. As a result, a wave of legalization or environmental policy
legislation has emerged around the world. The second stage involves
incorporating environmental policy into the formulation of the Constitution.
From this book, it can be concluded:
1. Since the spread of human awareness of the importance of
environmental protection, government policies have evolved in two
stages, namely the wave of policy legislation and the
constitutionalization of environmental policies.
2. In the second generation stage of development or the stage of
constitutionalization, there are also or are developing three more models
or stages of development, namely (a) a formal constitutionalization
model such as the Portuguese Constitution, (b) a substantial
constitutionalization model such as the French Constitution, and (c) a
constitutionalization model structural like in Ecuador.
3. Following the reform, the Constitution also adopted the principles of
sustainable development and human rights provisions for a good and
healthy environment. The 1945 Constitution has, at least formally,
constitutionalized environmental policies and the principles of

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sustainable development, making it one of the green constitutions that
must be realized and enforced in state practice.
This book is quite slick in its explanation of the significance of a sustainable
and environmentally sound constitutional concept in our country. However,
the current challenges are in gaining the understanding of development
organizers and all stakeholders, as well as in broadly socializing the concept
to state administrators and the general public.

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17
A COACH'S GUIDE TO DEVELOPING EXEMPLARY LEADERS
Riris Elisabeth
The Center for State Civil Apparatus Competency Development Program and
Policy Development (P3K Bangkom ASN)
ririselisabeth1977@gmail.com
A. Book Identity
Book Title : A Coach's Guide To Developing
Exemplary Leaders
Author : James M. Kouzes and Barry Z. Posner
Publisher : Pfeiffer
B. Book Content
The author writes in the book A Coach's Guide to Developing Exemplary
Leaders that there is a correlation between Coach and Coachee, which is seen
in the statement that Coach must be a role model for his/her Coachee, Coach
must be able to create a vision and mission for Coachee by challenging
Coachee to try something new so that Coachee can increase her/his
confidence. However, as a Coach, there are many challenges in implementing
Coaching, including many Coachees who want to be leaders and have role
models but do not know how to develop their own abilities. Furthermore,
the Coach has been unable to manage the Coachee and has been unable to
face the Coachee, who is busy and unable to meet face to face.
There are five practical steps to solving the above problems, which are as
follows:

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1. Coach identifies and articulates a Coachee's personal values, sets a good
example, and builds consensus with the Coachee.
2. Create an ideal picture of the organization's goals by inspiring a Shared
Vision.
3. The coachee transforms a process into a chance to succeed and learn
from mistakes.
4. Coachee is encouraged to act by developing cooperative relationships,
treating Coachee with dignity and respect, and believing in Coachee's
ability to do so.
5. The coach appreciates the team's accomplishments.
Coaching definitions from the International Coach Federation website:
1. Coaching is an interactive process that assists individuals and
organizations in developing faster and producing more satisfying
results; it improves others' ability to set goals, take action, make better
decisions, and fully utilize their natural strengths.
2. Coaching is a meaningful and responsible relationship that takes place
in the Coaching process through regular one-on-one conversations
about experiences and strengths.
3. "...dedication to aligning belief with action." "Train leaders to
communicate effectively, assist others in creating their desired result,
and build relationships based on honesty, acceptance, and
accountability.".
Organizations require coaching because coaching is thought to be very
beneficial for organizations, specifically to promote organizational
consistency, foster leadership development by facilitating the
implementation and understanding of leadership skills, and increase
performance and productivity. A coach must have skills and competencies,
the characteristics of a coach, the attitude and behavior of a coach, and the
desire to gain a lot of experience as a coach. The main competencies that a
Coach must possess are good communication skills, interpersonal skills, the
ability to build a good relationship with the Coachee, the ability to design a
Road Map in achieving Coaching goals; inspirational action; and the ability
to facilitate the Coaching process. The author refers to the Coaching process
as the 6C, which stands for:
1. Clarify the Agreement
2. Create a Partnership

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19
3. Collect and Analyze Data
4. Construct a Development Plan
5. Collaborate and Challenge
6. Complete and Celebrate
There are several causes of the Coaching process not running smoothly, such
as Coachee has different priorities than the initial goal of Coaching, Coachee
is no longer interested and frequently does not follow the Coaching
schedule, Coachee has a selfish and emotional nature, and Coachee has
negative thoughts and frequently opposes Coach. Coachee's changing
commitments that have been agreed upon by both of them, often delaying
the Coaching schedule, activities, and other events, Coachee has unrealistic
expectations, is not committed to results, is too busy to carry out the
Coaching process, ignores Coach's advice and recommendations, and has
other agendas without informing Coach are all signs that Coachee is not
ready to carry out the Coaching process. A strong commitment from the
Coach is required to overcome this. A Coach's commitment must be
increased by engaging in continuous learning, developing a master
Coaching development plan, improving training skills, expanding leadership
knowledge, and improving interpersonal skills.
The findings of a review of A Coach's Guide to Developing Exemplary Leaders
when combined with Non-Classical Competency Development Methods are
as follows:
1. The coaching process has only addressed personal needs and has not
addressed organizational needs;
2. The coach is sometimes only the direct supervisor, whereas the
coaching process is more than just technical;
3. There is no clear distinction between the coaching and mentoring
processes;
4. The short duration of coaching causes coaches to make decisions too
quickly, resulting in a coachee who is less independent and has not
addressed the root cause of the problem.
A Coach's Guide to Developing Exemplary Leaders contains the following
lessons:
1. A coach should be able to present himself as a leader or role model.

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20
2. A coach must always be willing to try new methods because many
failure factors stem from a lack of information required when handling
as a leader.
3. A coach must identify leaders who are not ready for the coaching
process early on.
4. In every coaching process, a coach must develop a clear plan of action.
5. A coach must be emotionally sensitive.

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21
PENYELENGGARAAN PEMERINTAHAN DESA
BERBASIS PARTISIPASI MASYARAKAT
(COMMUNITY BASED VILLAGE GOVERNANCE IMPLEMENTATION)
Citra Permatasari
(PUSLATBANG KHAN)
citra.noreng@gmail.com
A. Book Identity
Book Title : Penyelenggaraan Pemerintahan Desa Berbasis
Partisipasi Masyarakat
Author : Drs. Moch Solekan, MAP
Publisher : Malang Setara Press
B. Book Content
After the Indonesian political new order, which was centralized ,ended, a
decentralized government system began, with community participation as
an important instrument in the government system. The existence of regional
autonomy is mandated by The Law Number 6 of 2014 concerning Villages,
in which the central government trusts the village government to manage
the Village Budget Allocation (ADD), the source of funds for which is State
Revenue and Expenditure Budget (APBN). According to Villages The Law
No.6 Year 2014, a village is a legal community unit with territorial boundaries
that is authorized to regulate and manage government affairs, the interests

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22
of the local community based on community initiatives, origin rights, and/or
traditional rights that are recognized and respected in The Republic of
Indonesia's government system.
Participation is an essential component of good governance. Participatory
village development planning is expected to increase community members'
awareness and togetherness in the development process. The community is
involved in the decision-making process regarding the community's integrity
and interests. Meanwhile, the government acts as a regulator (regulator) and
facilitator with the goal of creating a conducive environment for the
interaction process of the community's socio-political and economic life. A
democratic government system entails including the community in all
decisions and policy formulation. The role of community members is
required here in order to achieve good governance in a village.
The lack of political education and community participation is exacerbated
by the low level of public education. The attitude of not caring about the
existence of participation rights that affect public policy tends to form
community leaders who they believe can represent and channel the
community's aspirations. Because of the failure of development in terms of
resolving social problems in society due to a lack of community participation,
it is necessary to cultivate a spirit of community participation for the success
of development. Government officials who are open to criticism, suggestions,
and input from the community are engaging in indirect community
participation. Mutual trust between the community and local government is
built by creating a conducive environment for the governance process to run
smoothly, but this process takes time and stages to build mutual trust and
community participation.
 Strengths
When there is a The Development Planning Cosultation Forum (Musrenbang)
in each village every year, the description of community participation is quite
clear. The Development Planning Cosultation Forum (Musrenbang) is a public
forum for the village government to plan village development programs in
collaboration with stakeholders and villagers. The aspirations and
suggestions that emerged from the community itself were contained in The

BOOK REVIEW :
23
Village Development Planning Cosultation Forum (Musrenbangdes) activity.
This book also explains how The Development Planning Cosultation Forum
(Musrenbang) is implemented from the sub-district to the city level. When
The Development Planning Cosultation Forum (Musrenbang) is held on a
yearly basis, it will continue to foster a spirit of participation from the
community, and new aspirations will emerge to accelerate development
programs in the village.
 Weakness
Community participation in village government implementation, particularly
in the management of Village Budget Allocation (ADD), still necessitates
regulatory refinements to provide more space for community participation
while also optimizing the quality of human resources and the capacity of
community institutions in a village. As a form of community empowerment
and community institutions, the role of community organizations in the
process of planning, implementing, monitoring, and evaluating development
program activities. What is critical to remember is that community
participation stems from a desire and awareness within each individual
community. Stimulus is required for someone who is eager to participate in
community government administration activities. The existence of the The
Village Development Planning Cosultation Forum (Musrenbangdes) is a forum
for aspirations for community participation in government administration; in
this forum, the community must actively participate in the advancement of
development in the village where they live. Community participation is still
lacking because people usually want to support a particular candidates based
on their preferences, making participation less objective.

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24
PERBUATAN MELAWAN HUKUM OLEH PEMERINTAH
(UNLAWFUL ACTS BY THE GOVERNMENT)
Ilham Khalid, SH
(PUSLATBANG KHAN)
A. Book Identity
Book Title : Perbuatan Melawan Hukum Oleh
Pemerintah
Author : Prof. Dr. Sudikno Mertokusumo,
S.H
Publisher : CV. Maha Karya Pustaka
B. Book Content
It is undeniable that there are many cases of government actions today that
can be classified as an act against the law. However, because it is based on
statutory regulations issued by the State, this act is not considered unlawful.
This situation clearly causes losses, and victims do not receive the justice that
is their right. This eventually resulted in various social upheavals and even
anarchic behavior. This book, which is based on the author's scientific work,
is divided into 10 (ten) chapters totaling 121 pages. In general, this book
attempts to discuss the concept of unlawful acts by the government in the
context of this book, namely the government of The Republic of Indonesia, as
well as an analysis of the evolution of government decisions. Until the early

BOOK REVIEW :
25
decades of independence, the Dutch East Indies government's court decisions
were against the law. In Chapter I, the author explains how he sees unlawful
acts by the government (onrechmatige overheadsdaad) that are not only in
the legal dimension of State Administration but can also be disputed in civil
cases, because the teaching of "unlawful acts" is generally a civil law teaching.
The foundation is Article 1365 of the Civil Code, which states that "every act
against the law that causes harm to another person obligates the person to
issue the loss, to compensate for the loss." As a result, the author emphasizes
classifying "onrechmatige overheadsdaad" as a civil law teaching rather than
a state administrative law teaching, as he explains in chapter II of this book.
Rights are important in the teaching of civil law. While the nature or position
of the disputing parties is unimportant, the authorities can be one of the
parties in civil disputes, and the judge has the authority to make decisions
against the authorities.
In Chapter III, the author defines an act against the law by slowly describing
what the act was against the law from Roman times to the present. Disorders
of balance in society caused by a person's unlawful act give rise to the right
of the sufferer of the loss to be compensated. On the other hand, as a balance,
the offender is obligated or liable to compensate for the loss. Law in the
primitive realm only observes birth deeds without regard to their motivations
in terms of acts against the law." The author also enriches readers'
understanding of the meaning of illegal acts by referring to customary law in
Indonesia, where customary law has a magical religious background and zero
commune influenced by society, economic conditions, and people's beliefs.
As a result, before determining what is meant by acts against customary law,
the community or alliance must first be investigated..
In essence, the government's understanding of unlawful acts is no different
from the general understanding of unlawful acts, both of which teach about
societal balance. The author describes in detail some of his main thoughts on
unlawful acts by the government or unlawful acts of the government in
Chapter VI, as well as an analysis of what the state's responsibility is for its
unlawful actions and the extent to which a state can be held accountable.
In Indonesia, we don't see many individual lawsuits related to the
government's unlawful acts; not many people dare to sue the government,
for example, because he had an accident while riding his motorcycle due to

BOOK REVIEW :
26
numerous potholes in the road, which caused him to fall. Or simply because
it smelled bad in a public place and someone sued the government as a result.
In Indonesia, such lawsuits are extremely rare; unlike in the Netherlands, no
one hesitates to sue the government over trivial issues (the assumption of
people in Indonesia), but on the other hand, it also indicates a good culture
because they prefer to solve problems peacefully (common in the east).
 Strengths
This book really provides a basic understanding in seeing what unlawful acts
are carried out by a country/government; it presents several definitions from
various legal experts complete with cases in other countries displayed in this
book of course with the author's analysis in dissect the case.
 Weaknesses
I believe that readers who do not study law or read legal literacy on a regular
basis would struggle to understand the book; aside from many legal jargon,
the grammar of legal books is extremely clear in this book.

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27
HANDBOOK FOR SUPERVISOR
Mid Rahmalia, SE, M.Si
The Center for State Civil Apparatus Cadre Development (Pusat Pengembangan
Kader ASN)
mid.rahmalia@yahoo.com / midrahmalia@gmail.com
A. Book Identity
Book Title : Handbook for Supervisors
Author : Lester R. Bittel dan John W.
Newstrom
Publisher : Management Education and
Training
B. Book Content
Handbook for Supervisor by Lester R. Bittel and John W. Newstrom is a book
that has undergone numerous revisions since its initial publication in 1959,
with subsequent editions published in 1968, 1974, 1988, and 1990 by
McGraw-Hills Inc. This book explains the various aspects of supervision that
must be understood and implemented by a supervisor or a supervisor's
canditate.
Supervisors are managers in this book who, generally under the coordination
of middle managers, assume responsibility for ensuring that implementing
officers can carry out the plans and policies that have been established.
Supervisors manage various available resources to complete tasks in order to

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28
plan, motivate, direct, and control employee activities at the operational level
of the organization.
This book's content includes how the supervisor's role in management and how
supervisors manage it, how to plan and control the activities and tasks carried
out within the scope of their authority, how to organize human resources, assess
their performance, and conduct employee training and development, how to
activate the work force they have, how to handle performance problems, how to
increase productivity, and how to pay attention to the humanitarian and safety
aspects of supervision.
 Strengths
Lester R. Bittel and John W. Newstrom's Handbook for Supervisor is a
handbook for a manager or task unit leader. The contents of this book have
undergone various changes that are adaptations of previous content editions
so that they can be practiced in any era. This book provides an overview of
best practices that an incumbent supervisor should or should not follow. This
book clearly explains the aspects that characterize the role of a Supervisor,
namely planning, motivating, directing, and controlling employee activities at
the operational level of the organization by managing various existing
resources.
This book describes how to deal with real-life workplace situations. The
author offers advice to book readers, particularly those dealing with complex
and non-standardized interpersonal relationship issues.
A Supervisor has the resources he needs to carry out his duties, which are 5
M (Man, Money, Material, Method, Machine) and 1 T. (Technology). Man
(human) resources are a distinct challenge in carrying out its activities,
requiring a supervisor's attention and time in managing them in comparison
to other types of resources. If financial resources are insufficient, the activities
and output targets are adjusted to reflect the budget's availability. However,
if the necessary human resources are not obtained, and the existing
resources/employees are incompetent, a Supervisor's challenge in managing
his activities within the existing constraints arises. Effective communication
techniques, as well as advice or tips on how to use communication
techniques, greatly assist the reader (supervisor) in performing his role as a
supervisor and managing his activities/work.

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29
In this book, at the end of each chapter content, a self-assessment is provided,
which can boost the reader's confidence by allowing the person in question
to evaluate and evaluate himself, so that the book reader (particularly the
supervisor) is aware of his strengths and faults.
This book can also be used as a basic reference by facilitators or trainers when
preparing training materials/materials that training participants can directly
apply. I have attempted some of the information in this book that is applicable
to the training subjects that I am capable of, and it can lead participants to a
more intensive understanding of their talents as leaders in their
organizational units, and it can lead to future competency development.
 Weaknesses
Besides the positive things in the content of this book (actually there are many
goodness), on the other hand, there are some things that need to be
completed (I use the more appropriate word: adaptation), considering that as
a source of reference in the field of management it must be kept up to date
in order to stay in line with time change / present situation.
This book was published in 2011, during the third industrial revolution, often
known as the technology revolution. Whereas in the twentieth century or
early 2000s, humans were already familiar with mobile phones, control
machines, and computers (particularly in big cities, big industry, and the
central government), computers and cell phones are still uncommon in most
other places, particularly in remote areas and villages. Technology has not yet
completely colored the commercial process of activities.
This is the period of the Fourth Industrial Revolution, in which smartphones,
management information technology, the development of the New Public
Management Paradigm, and the need for New Public Services demands
changes. In 2021, the second year of the 4.0 revolution era, also known as the
era of the internet revolution, which was launched by President Jokowi in
Indonesia, all jobs or activities can be intelligently connected, making it easier
to achieve the goals of activities or business processes carried out based on
existing artificial intelligence. Roles must be adjusted, as well as other qualities
and capabilities that a Supervisor must possess. So far, a supervisor meets
and supervises more individuals in his work connection. So, in order to carry
out their tasks, a supervisor must also have other talents, particularly in

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30
dealing with complicated situations that demand expertise to manage
individuals from different generations who have different ways of thinking,
viewpoints, and ways of functioning than other generations.
In this regard, the contents of the Handbook for Supervisors book must be
modified once again in order to adapt to advances that have the potential to
affect changes in the function of supervisors in this 4.0 age.

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31
PENGAMBILAN KEPUTUSAN STRATEJIK:
UNTUK ORGANISASI PUBLIK DAN ORGANISASI NONPROFIT
(STRATEGIC DECISION MAKING FOR PUBLIC ORGANIZATION &
NON PROFIT ORGANIZATION)
Marsono
Competency Development Technology Center
(Pusat Teknologi Pengembangan Kompetensi)
marsonoahmad@yahoo.co.id
A. Book Identity
Book Title : Pengambilan Keputusan Stratejik:
Untuk Organisasi Publik dan
Organisasi Nonprofit
Author : Prof. Dr. J. Salusu, M.A.
Publisher : Grasindo
B. Book Content
This book is divided into 15 chapters that address strategic decision making in
public and non-profit organizations, as well as the many features of society's
three categories of organizations, namely public, business, and non-profit
organizations. The following topics are covered in this book:

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32
1. An explanation of the parallels and contrasts between government,
business, and non-profit organizations. Every organization's raison d'être is
to complete the task at hand. To be able to carry out its duty properly,
meaning to carry out a task, the organization must have some of the same
qualities, which apply to government, commercial, and non-profit
organizations. These characteristics include, among others, everyone who
works in the organization is divided according to their skills and authority,
each responsibility is regulated by laws and regulations. At every level in
the organization there are superior and subordinate positions. All of them
are arranged in a pyramidal hierarchy of power. Everyone works according
to the details of the tasks provided for him and according to the general
rules that apply. Some of the main differences are in the type of
government organization which is clearly “public”, that is, a complex
organization created by law and tasked with regulating and administering
the law. Its function is authoritative in a very deep and very formal sense
(Gortner et.al., 1987). More specifically, according to Gortner, it is
"empowering", which is the most dominant and most prominent
characteristic of the public bureaucracy. However, the system of authority
created within the ranks of the bureaucracy is often complex and
overlapping. In contrast to corporate organizations' authority systems,
which are often simpler and clearer. Furthermore, managers in corporate
organizations are more able to act and develop a policy, as well as utilize
the approach deemed most successful in executing it, as long as it is not
clearly forbidden (Gortner, et.al., 1987). According to Gortner, the crucial
message for private businesses is "simply continue on until I say stop," but
the message for public management is "don't do anything unless I tell you
to." They attempt to give a number of fundamental contrasts between
"public organizations" and "private organizations" based on the findings of
a literature review undertaken by Rainey et al. (1976), which was
subsequently finalized by Gortner et al. (1987). The distinction examines
what differentiates public organizations from private organizations, which
are divided into three categories: (1) environmental influences, (2)
organizational-environmental interactions, and (3) internal structures and
procedures. While connected to non-profit organizations, the literature on
"non-profit organizations" has been expanding and varied since the early
1980s.Voluntary, non-business, collective, charity, non-market,

BOOK REVIEW :
33
philanthropic, third sector, non-governmental, or non-profit organizations
are some of the names used to describe these nonprofit groups. Strategic
decision making is not as simple for the three types of companies outlined
above as it is for other sorts of organizations. Several dimensions and data
points must be evaluated, including whether the decision is made by the
government, the commercial sector, or a non-profit organization
2. The most obvious type of government organization is "public," which refers
to complex organizations established by law and tasked with enforcing and
administering laws. Its function is authoritative in a very deep and formal
sense (Gortner et.al., 1987). According to Gortneria, it is "empowering," that
is, a characteristic that is most dominant and prominent in the public
bureaucrac In contrast to corporate organizations' authority systems, which
are often simpler and clearer. Furthermore, managers in corporate
organizations are more able to act and develop a policy, as well as utilize the
approach deemed most successful in executing it, as long as it is not clearly
forbidden (Gortner, et.al., 1987). According to Gortner, the crucial message
for private businesses is "simply continue on until I say stop," but the
message for public management is "don't do anything unless I tell you to."
They attempt to give a number of fundamental contrasts between "public
organizations" and "private organizations" based on the findings of a
literature review undertaken by Rainey et al. (1976), which was subsequently
finalized by Gortner et al. (1987). The distinction examines what differentiates
public organizations from private organizations, which are divided into three
categories: (1) environmental influences, (2) organizational-environmental
interactions, and (3) internal structures and procedures. While connected to
non-profit organizations, the literature on "non-profit organizations" has
been expanding and varied since the early 1980s. Voluntary, non-business,
collective, charity, non-market, philanthropic, third sector, non-
governmental, or non-profit organizations are some of the names used to
describe these nonprofit groups. Strategic decision making is not as simple
for the three types of companies outlined above as it is for other sorts of
organizations. Several dimensions and data points must be evaluated,
including whether the decision is made by the government, the commercial
sector, or a non-profit organization.
3. Strategic idea discussion, strategic concepts always pay close attention to
the creation of corporate goals and objectives, elements that become

BOOK REVIEW :
34
strengths, and problems that every company faces. The analysis of these
aspects is quite important in creating alternatives that will assist the highest
decision makers in every firm in selecting the ideal solution.
4. The explanation of decision making. Decision making is vital for an
organization's success, especially because present decision making
determines the organization's future. Mintzberg (1979) sees the relevance of
decision making in terms of decision-making authority, namely whether to
adopt a centralized or decentralized pattern. In contrast to Mintzberg, Weber
(1969) examines decision making from the standpoint of its existence,
arguing that without a theory of administrative decision making, we cannot
comprehend, let alone forecast, management actions, and hence cannot
increase management effectiveness.
5. The explanation of decision-making process. In the process of making an
organizational choice, there are two points of view (Brinckloe et al., 1977): (1)
Optimization. Here, a confident executive attempts to organize possibilities,
weighing the benefits and drawbacks of each option against the
organization's aims. Following that, he forecasts the likelihood of certain
future events occurring, evaluates the influence of these occurrences on the
alternatives that have been established, and then organizes them in a
systematic order based on priority and occasionally taste. He didn't make a
decision till that point. The conclusion he made was seen to be best since he
had evaluated all of the relevant considerations. (2) Satisficing. An executive
simply takes a satisfactory solution rather than pursuing the best solution. As
a consequence of neglect or a lack of information sources from the study
findings, he will be unable to identify all choices. He has limited knowledge
of the merits and downsides of any chosen solution. He also has a hazy
awareness of the events that may occur and their relationship to the
decisions he takes. As a result, it lacks an exact foundation for selecting those
choices, therefore it will select the one seen to be the most pleasing. As a
result, the decision is adequate; there is no need to exhaust yourself or spend
time becoming involved in many areas down to the smallest details. Simon
(Simon, 1982; Roach, 1979) created this satisficing model in response to the
awareness of constrained rationality.
6. Discussion of strategic decision-making implementation. Every strategic
decision, every strategy, necessitates its execution. It has no meaning unless
it is implemented. A series of operations carried out in response to a decision

BOOK REVIEW :
35
is referred to as implementation. A choice is always made with certain
purposes in mind. A set of activities are required in order to attain these
objectives. As a result, implementation may be defined as the
operationalization of multiple operations in order to achieve a certain aim.
According to Higgins (1985), implementation is a summary of many actions
in which human resources employ other resources to fulfill the strategy's
objectives. This action affects all levels of management, from top
management to front-line workers.
 Strengths
This book is easy to read and gives a wide perspective on the principles,
methods, and implementation of strategic decision-making in diverse
organizational structures, such as public, economic, and non-profit
organizations. Strategic decision making is critical for an organization's
success, especially when present decision making determines the
organization's future.
 Weaknesses
The book's drawback, particularly the chaptering and methodical writing,
is that it is too long, with 15 chapters. This will result in a less in-depth
discussion and the development of less contextual specific instances, and
it will also take a long time to read the full book.

BOOK REVIEW :
36
STANDAR KOMPETENSI PRAKTISI MSDM DI INDONESIA
(HUMAN RESOURCE MANAGEMENT PRACTICIONER COMPETENCY
STANDARD IN INDONESIA)
Budi Fernando Tumanggor
Polytechnic of STIA LAN Jakarta
budi.tumanggor@lan.go.id
A. Book Identity
Book Title : Standar Kompetensi Praktisi MSDM
di Indonesia
Author : Dr. Yunus Triyonggo, CAHRI
Publisher : Intipesan Pariwara Corporation
B. Book Content
In her preface in this book, Ida Fauziyah, the Minister of Labor of the Republic
of Indonesia, stated that "labor certification is required to acquire
acknowledgment of competency with national, or even worldwide
standards" then, the second printed book of Dr. Yunus Triyonggo, this CAHRI
is crucial and important. The issues of the national workforce are not trivial,
especially since that they are being worsened by the worldwide Covid-19
epidemic, but it is also vital to examine and plan for demographic bonuses
as well as the impact of the industrial revolution period 4.0. It is indisputable
that the competency of a country's manager and person in charge of Human

BOOK REVIEW :
37
Resources (HR) is highly important in the production of quality and
internationally competitive human resources.
If one looks at what is going on in Indonesia today, one can see that
developing the competency of practitioners in the field of Human Resource
Management (HRM) is a major problem that is really controlled and prepared
by the government through the Ministry of Manpower (Kemenaker). One
example is the Ministry of Manpower issue of rules through the Circular
Letter of the Minister of Manpower Number M/5/HK.04.00/VII/2019 on the
Compulsory Enforcement of Competency Certification for Positions in the
Field of Human Resource Management. Furthermore, the Ministry of
Manpower recently updated the regulations concerning the Indonesian
National Work Competency Standards in the Field of Human Resource
Management through the Minister of Manpower Regulation Number 149
Year 2020 concerning the Stipulation of Indonesian National Competency
Standards for the Categories of Professional, Scientific, and Technical
Services for the Main Activities of the Head Office and Management
Consulting in the Field of Human Resource Management.
About Author
Mr. Yunus Triyonggo who currently works as Director of Human Resource
General Affairs (HRGA) of PT Bridgestone Tire Indonesia and also currently
serves as Chairman of the Steering Committee of the Competent Indonesian
National Movement (GNIK) is a HR practitioner who has long been involved
in various improvements to practitioner competency. Human resource in
Indonesia, he is even the Deputy Chairman of Indonesian National Work
Competency Standards (SKKNI) Human Resource Management (MSDM)
Preparation Team, which was initiated and initiated by the National
Professional Certification Agency (BNSP) since 2013. Prior to serving as a
director at the current company, he had other work experiences in several
large companies in Indonesia.
Aside from the organizations stated above, he is also involved in other
organizations and served on Human Resource Management Association
(Perhimpunan Manajemen Sumberdaya Manusia) Expert Council from 2016
to 2019. He is also the Vice Chairman of the Indonesia Human Resources
Institute and one of the creators of The Indonesian Human Resource
Management (MSDM) Professional Certification Institute (LSP) (IndHRI). Pak
Yunus graduated from Bogor Agricultural Institute (Institut Pertanian Bogor)

BOOK REVIEW :
38
with a degree in Agricultural Industrial Technology. He completed his
master's degree (S2) at Diponegoro University and his doctoral degree (S3)
at Bogor Agricultural Institute (Institut Pertanian Bogor) Business School.
The book which was revised from the previous first edition published in
August 2016, contains six chapters that were compiled to make it easier for
all Human Resource Management (HRM) practitioners throughout Indonesia
to recognize the Indonesian National Work Competency Standards (SKKNI)
in the field of Resource Management Human Resource (HR). The findings of
a poll on the involvement of human resource practitioners during the Covid-
19 outbreak have been included to this book. This survey was conducted in
early August 2020 by the author in collaboration with the Competent
Indonesian National Movement (GNIK) with the goal of learning how the role
of HR practitioners as many as 781 people surveyed towards the company
where they worked during the global Covid-19 pandemic occurred. This is
significant because, as a result of the Covid-19 worldwide pandemic, human
resource practitioners are increasingly demanded to challenge their
competences and talents in order to assist their firms in surviving in the face
of hardship as a result of this pandemic crisis.
In the first half of this book, readers are reminded of how critical it is for HR
practitioners in Indonesia to undergo competency certification in order to
compete on a worldwide scale. This is becoming increasingly significant with
the introduction of MEA or ASEAN Economic Community, often known as
the Southeast Asian free market, on January 1, 2016, where the Indonesian
people must be able to compete with business people in the ASEAN area.
MEA can serve as a job barn for the workforce by opening up a variety of
career options for people with a variety of talents and requirements. In
addition to the workforce, MEA can help businesses and business activists
discover qualified and required workers by facilitating access to numerous
ASEAN nations.
More precisely, the book contends that, in actuality, holding a professional
certification for a range of vocations or positions has become the standard
in a number of nations, and that it is a person's obligation to do so. Therefore,
competency preparation is critical given the length of time the MEA has been

BOOK REVIEW :
39
in operation, and Indonesia must not fall behind workers from other ASEAN
countries who have certified competencies. If this happens, it is doubtful that
Indonesian employees would be able to work in their own nation since they
will have been outcompeted by workers from other countries with superior
skill sets. In order to consistently develop, be more structured, objective, and
able to elicit feedback, it is vital to comprehend and assess what has become
a professional level of competency in HR Management. This will eventually
enhance the HRD practitioner's readiness not only to compete with
employees from both within and outside of Indonesia, but also to work in
other nations outside of Indonesia that demand competency. This book
assists HR practitioners and organizational leaders in better understanding
the extent and value of competency requirements for a manager and person
in charge of HR in a company or country.
According to Ardana et al. (2012), an HR management leader must have the
ten following knowledge, skills, and competencies: (1) problem solving skills,
(2) business knowledge and organizational sensitivity, (3) knowledge of
compensation techniques that support the business plan, (4) strategic and
conceptual skills, (5) knowledge of career planning systems, (6) ideal and
recognized leadership abilities, (7) the ability to analyze data and plan, (8)
computer knowledge, (9) competence in functional areas of HR
management, and (10) concern for financial implications such as health care
costs, compensation changes, benefits, and pension costs.
This book also explores specifically into the Indonesian National Work
Competency Standards (SKKNI) for the HR Sector in one of the special
chapters. What distinguishes this book from earlier versions is the use of
legislation regulating SKKNI for the HR Sector, which relates to the most
recent Minister of Labor Decree, namely Kepmenaker No. 149 Year 2020,
whereas the first edition refers to Minister of Labor Decree No. 307 Year
2014. The distinction between the two is in the list of competency units that
will be provided later. tested in each scheme's competency certification test.
Regarding the elaboration of Indonesian National Work Competency
Standards (SKKNI) in the HR field, this book describes in detail the nine
clusters regulated in the new regulation by covering several different
Competency Units from the previous regulation (Kepmenaker No. 307 Year
2014), namely: (1) Strategy and HR Management Policy with 7 (seven)

BOOK REVIEW :
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 :
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
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 non-
physical 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 :
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 :
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 :
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 :
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
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 :
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, multi-
handed 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

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