How to impact LO to implementation e-government in Maros. The Topic My Dissertation.

1. Muh.Zainal (Public Administration)
Research Result
Learning Organization in the implementation
of e-government in Maros

2. Benefit of IT Adoption
Organization Survive, transparency and accountability of public services
realized new public service and new publik manajemen
Adoption of Technology Organizational Change
Adaptation  Change Organizational Development  availability of human
resources and infrastructure
Adoption shape IT  Public Organization  e-Governement  Adaptation
to Changes in the external environment
Inroduction Background Problem
• need to build a New Culture  Learning Culture
• Need to establish preconditions LO   e-Gov availability of skilled
labor
• Learning Organization  Help adaptation to environmental changes due
to technological and Prepare human resources that have the knowledge
skills (ICT literacy)

3. • e-government realize the new public service and influence the
process of service delivery to the community (Nurhadriyani, 2009)
• learning level organization learning organization
(Peter Senge, 1990)
Empirical evidence (Research)
Introduction Background Problem
• There is a theoretical link between the successful implementation of e-
government with a learning organization that seeks to build the
capacity of individuals and groups as well as the level of the
organization to ensure the success of e-government.
(Phang, Kankanhallib, dan Ang, 2008).

4. • Inpres No. 6 Tahun 2001: Telematics
(Telecommunications, Media and
Information)  government officials
should use telematics technology to
support good governance and
accelerate the democratic process.
• Peraturan Bupati Maros No. 79 Tahun
2011  Implementation of e-
government through the integration of
the superstructure, infrastructure and
e-government information systems..
• Perda Kab. Maros No. 12/2012, 
Satuan Kerja Perangkat Daerah 
Office of Communication and
Information Maros
Legal Basis
http://maroskab.go.id

5. FormulationProblemand
ObjectivesResearch Formulation Problem
1. How to shape organizational change Maros regency government in
the implementation of e-government?
2. What is the mechanism of learning organization within the
framework of e-government in Maros?
3. How learning organization characteristics within the framework of e-
government in Maros?
4. How to become a learning organization success factors supporting
the implementation of e-government in public service in Maros?
Objectives Reseaarch
1. Analyze and explain the shape of organizational change Maros
regency government in the implementation of e-government
2. Describe and explain the mechanisms of learning organization within
the framework of e-government in Maros?
3. Analyze and explain learning organization characteristics within the
framework of e-government in Maros?
4. Analyze and explain the learning organization as a factor supporting
the success of the implementation of e-government in public service
in Maros?

6.  Sources of data and information,
material inputs, as well as
consideration for Maros regency
on:
 Urgency learning organization
in the implementation of e-
government.
 formulation, determination,
and implement a learning
organization in the programs
of e-government
 As the study or study materials for
district or province about learning
organization.
Reading material or source reference
library UNM Graduate Program.
 Sources of data and information
for students and researchers.
 Source reference discussions,
seminars, assessment of learning
organization in the
implementation of e-government
Benefit of Research
Practical Benefits Scientific Benefits

7. • develop individual capacity continuously to create the
results they want,
• mindset that is spacious and newly maintained,
• polished collective aspirations,
• people learn without stopping to look at
everything together.
Sange (1990); Marquardt, (1993), Argyris, (1997);
Watkins & Marsick, 1993)
E-Government
Framework Theory
Learning Organization
use of information technology by the government to
transform the relationship with the community,
businesses and stakeholders
• Wide Area Network, Internet and mobile computing
World Bank, (2000), Alsawafi dan Sridhar, (2003); Bui
dkk. (2003); dan Zaied, (2007)

8. Kerangka Teori
Organiztion Capacity
(Individual & Tim)
New of Culture
Organization
ICT
Work Flow
Structure
System
Cultur
(Orlikowski, 2000)
Technologi
Adopsi
Learning
Organization
Organizational change
Organization Development
Mechanism Characteristics
Model
LO
Sange (1990); Marquardt, (1993), Argyris, (1997); Watkins & Marsick, 1993)
Knowledge
Society
Skill Labor
Mastery digital
Infrastructure
Culture
Alsawafi dan Sridhar, (2003); Bui dkk.
(2003); dan Zaied, (2007)
Adaptasi
(Schein, 2004)
(Groundlund, 2005)

9. Kerangka Konseptual
Pemkab
Maros
ICT
TEchnology
Learning
Organization
Mechanism
Characteristic
Model
LO
Adopsi
Adaptation
Workflow, structure, system
and culture
knowledge society, skilled
labor infrastructure digital
mastery and
culture
Organizational
Change
Dampak
Organizational
Development
Implementation
e-Government

10. » Focus: Learning organization in Maros
» Locus: Regional Secretariat Maros (SKPD) Office
of Communications and Information Technology
Maros South Sulawesi,  responsible for the
network and connections to e-government in
Maros
» Local Government reason Maros:
» one of the districts that implement e-
government
» still face many obstacles in the
implementation of e-government
» obtain ICTpura in 2013 in order to utilize the
technology in government
» PEGI obtain Score 4 in Indonesia
Location Research

11. • qualitative description: procedures problem solve to describe
the state of learning organization in Maros to describe the
principles, charasteristics and models of learning organization
associated with the implementation of e-government.
phenomenology  provides a systematic description, factual
and actual
Tipe and Approach Research
types Of Research
Research approach

12. data source
• key informant informant directly involved and know about the learning
organization and implementation of e-government
The primary data source
• Head or Head Office and SKPDs within the scope of Maros regency
which has been implementing e-government. (Connected)
Secondary data sources
documentation; UU RI; Peraturan Pengganti UU RI; Peraturan Pemerintah
RI; Peraturan Presiden RI; Keputusan Presiden RI; Peraturan Menteri;
Keputusan Menteri; Peraturan Daerah; risalah rapat, agenda rapat, and
document e-government in Maros.
Data Sources

13. Organizational changes in the implementation of e-government, the
changes that occur at the level of the organization due to the
implementation of e-government as a form of adjustment and
adaptation of the organization
• changes in the organization of work flow Maros regency
• Maros regency government organizational structure changes,
• changes in system / process organization Maros regency,
• Maros regency government organizational culture change.
Focus and description focus Research
The mechanism of learning organization within the framework of e-
government in Maros are the steps undertaken within the scope of the
Maros regency government organizations in creating a learning
organization
• there is the creation of top management support (leadership in
Maros regency government organizations,
• implementation of training and development of human resources,
• development on all fronts feedback Maros regency government
• provision and development of SIM (Management Information
System).

14. Focus and description focus Research
Charasteristics learning organization within the framework of e-
government in Maros
• the ability of various shared vision
• leaders provide support for learning for,
• encourage opportunities for learning for each employee Maros regency,
• promote learning and dialogue at all levels
• focuses on the creation of a continuous learning communication within
the organization
Support learning organization for successful
implementation of e-government in public service in
Maros
• the level of employee knowledge (admin and user /
user),
• availability of skilled labor in the Maros regency,
• mastery of digital infrastructure
• the creation of a new culture in the Maros regency.

15. • The main instrument 
researchers themselves and
interview, observation form/ check
list, and record documents..
• Mechanism create of instrument
– formulate focus / core issues and
indicators of each focus,
– create a matrix table instrument
development,
– make a list of questions with reference /
reference to the description of the focus-
focus problem.
Research Instrument

16. The main data collection techniques
• depth interviews (in-depth interviews)
• observation activities undertaken
• documentation notes, photos, reports
Data validation techniques through
examination
• credibility (cedibility) level of
confidence,
• transferability (transferability), similarity
between the sender and receiver context
• dependence (dependability) replica
repetition and the same results
• confirmability (confirmability) through
the factual assumptions, paradigms, bias,
theoretical orientation, value systems
(Moleong, 2000).
Data collection and
validation techniques

17. Interaktif Model Miles & Huberman (1992)
The technique used is the
analysis of qualitative
data
Qualitative descriptive
analysis, the analysis is
done after the data is
collected through
interviews and direct
observations in the field.
Analysis of the data
through the triangulation
of data
Data
Display
Conclusions
Drawing/
Verifying
Data
Collection
Data
Reduction
Data Analysis Techniques

18. DESCRIPTION OF STUDY SITE
Kondisi wilayah dan Program e_Government

19. Maros
• Administratively Maros consists of 14 districts comprising 80 villages and 23 urban
villages, (103 Village / Village). Of the 14 subdistricts are 89 environmental and 320
hamlets.
• Vision: Creating a Prosperous Society Maros and Faith Through Good Governance
and Professional
• Mission:
– Increasing economic growth by encouraging people seriously nodes economy;
– Optimizing sources of funding and investment through the creation of a conducive business
climate;
– Structuring bureaucracy and improving the quality of public servants;
– Improving the quality of human resources through education;
– Improving the quality of health services and improved nutrition;
– Increasing public participation in the development process;
– Increasing religious guidance;
– Increasing the empowerment of women;
– Improve coaching youth sports, arts and culture;
– Increase the carrying capacity of the environment and the urban environment;

20. RESULTS AND DISCUSSION

21. Organizational changes in the implementation of e-
government in Maros
Ideal Condition Research findings Interpretation/conclusion
Organizations can
not be removed
from the
intervention of
technology in it
(Orlikowski, 2000)
which was then
adopted in the form
of e-government
Technology of an
organization affect
the flow of work,
structure, systems
and philosophies in a
significant way
(Ivancevic et al,
2005; 7)
The influence of technology (e-
government) in the district's
government in benutk change
process and work flow organization,
changes in the structure, and any
changes of behavior and culture
perganisasi demonstrated through
the establishment of new
organsasasi unit that affects the path
of coordination, control range and
classifying it sfesifik employee tasks ,
changes in media and
communication flow and
coordination as well as the change of
the mechanism of the manual into an
electronic-based mechanisms and
changing work habits, coordinate,
consult and, pengambbilan decisions
during the implementation of e-
government.
The test results of the focus of organizational
change in the implementation of e-government in
Maros bring any change that affects the
organizational structure and workflow process
changes into a more compact organization,
changes in the span of control, lane changes and
changes sfesifik coordinative tasks in the
description field duties,, change media
communication and coordination, the change of
the mechanism of the manual into an electronic-
based mechanisms as well as changes in behavior
and organizational culture in the form of a change
in the habits of individual and group work,
custom coordinate, consult and habits in decision-
making, the breadth of mobility and interaction
within the organization for the implementation of
e-government.

22. The mechanism of learning organization within
the framework of e-government in Maros
Ideal Condition Research findings Interpretation/conclusion
Sange (1990); Marquardt,
(1993), Watkins &
Marsick, 1993)
Mangkuprawira (2009),
states that the
mechanism can be
applied to realize the
company into a learning
organization that is (1)
There is a top
management support, (2)
training and competency-
based human resource
development, (3 )
development of feedback
on all fronts and (4) the
provision and
development of
information systems and
management
Government support in the success of e-
government melalaui LO mechanism found in the
form of top management support at all levels of
leadership such as regulatory and public policy
and the determination of the terms of
appointment of officials, the requirements of
operators, the provision of facilities for on-line
learning or manually (Bimtek and socialization) as
one of the mechanisms of learning organization.
During the implementation of e-government
regularly conducted training and development of
human resources in the form of Technical
Assistance SIMAYA, e-Attendance, e-statements,
socialization socialization ICT and e-attendance, as
well as computer training for employees /
operators SKPDs as one of the mechanisms of
learning organization.
To support provided facilities tesebut SIM
(Management Information System) which also
supports the feedback process all lines
continuously organization for the implementation
of e-government.
Test results on the mechanisms of learning organization
within the framework of e-government in Maros led
indication of the mechanisms implemented in ataranya is
evidence of top management support at all levels of
leadership in the form of regulation and public policy as well
as specific regulations such as the appointment of officials
and personnel requirements of the operator, learn through
SIMAYA technical guidance, e-attendance, e-reports, SIPKD,
socialization socialization ICT and e-attendance, computer
training and the provision of online learning facilities are
integral in SIM (Management Information System) as well as
a means of establishing a feedback process in all lines of the
organization continues constantly

23. Charasteristics learning organization within the framework
of e-government in Maros
Ideal Condition Research findings Interpretation/conclusion
Senge (1990), Watkins &
Marsick (1993), and Kerka
(1995) then it can simply be
known that charasteristics
learning organization,
namely (1) a variety of
shared vision in achieving
the goals of the
organization, (2) provide
support for learning, (3)
encourage opportunities for
learning, (4) promote
learning and dialogue at all
levels in the organization
that is at the individual,
team, and organization, and
(5) focuses on the creation
of a continuous learning
communication within the
organization
Charasteristics learning organization is shown through
their common vision together in achieving the goals of
the organization indicated by the level of employee
satisfaction, engagement / participation of
employees, employee freedom submit proposals and
suggestions, share knowledge and expertise into
karasterisitik learning organization.
Leadership support for employees to learn conducted
through decision-making, policies, programs,
monitoring and evaluation, provision of equal
opportunities for study and consultation, provision of
resources / learning and the provision of learning is a
learning organization charasteristics.
Leaders encourage and provide opportunities for
employees to learn in the form of technical guidance,
support teams and the opportunity to communicate
via the companion SIM is charasteristics learning
organization.
Learning and dialogue at all levels is done by using the
Call Center, SMS Center and face-to-face, is a learning
organization charasteristics
Creation of continuous learning communication
between employees with leadership and peers, with
personnel among other organizational units, between
teams, between groups, a learning organization
charasteristics
Charasteristics learning organization within the framework of e-
government in Maros raises some charasteristics component
consisting of (1) share a common vision in achieving the goals of
the organization indicated by the level of employee satisfaction,
engagement / participation of employees, employee freedom
submit proposals and suggestions, share knowledge and
expertise be karasterisitik learning organization,
(2) support the leadership of the employees to learn conducted
through decision-making, policies, programs, monitoring and
evaluation, provision of equal opportunities for study and
consultation, provision of resources / learning and the provision
of learning is charasteristics learning organization, (3) leadership
to encourage and give opportunities for employees to learn in
the form of technical guidance, support teams and the
opportunity to communicate via the companion SIM is
charasteristics learning organization, (4) learning and dialogue at
all levels is done by using the Call Center, SMS Center and face to
face, and (5) Creation of learning communication continuously
between employees with leaders and peers, with personnel
among other organizational units, between teams, between
groups, a learning organization charasteristics.

24. Learning Organization Support in the implementation of e-
government Maros regency in public service delivery.
Ideal Condition Research findings Interpretation/conclusion
Implementation of e-government
itself requires the readiness of
human resources in the form of
skills possessed by human
resources, education, mastery of
ICT, training, and availability of
skilled labor (Zaied, 2007)
Indarjit, 2004: 15), that in order
to apply the concepts of
digitization in the public sector,
there are three elements that
must be successfully owned and
considered seriously
(1) Support
(2) Capacity
(3) Value
To the success of e-government, government kabupatenMaros
implement several programs including through Improved
knowledge and skills of employees either admin, user or users
within an organization can be realized through the
implementation of a learning organization and the creation of
mechanisms charasteristics learning organization for the
implementation of e-government.
Preparation of skilled labor both admin, user or users within an
organization can be realized through the implementation of
mechanisms charasteristics learning organization and the
creation of a learning organization to support the availability of
skilled personnel who support the implementation of e-
government.
Improved control of employee-owned infrastructure digintal
good admin, user or users within an organization can be realized
through the implementation of a learning organization and the
creation of mechanisms charasteristics learning organization to
support the availability of human resources master digintal
infrastructure that supports the implementation of e-
government.
Creating a culture of learning for both employees admin, user or
users within an organization can be realized through the
implementation of a learning organization and the creation of
mechanisms charasteristics learning organization to create a
culture of learning that supports the implementation of e-
government.
The determinant factors can be met in order to support the success of e-
government pelaksnaan The district through
(1) increasing knowledge of implementing e-government employees in Maros
is done by creating a top management support through the provision of
learning facilities, open dialogue with employees through the SIM and through
Bimtek, As well as the utilization patterns of assistance in the field by the
Support Team so that employees have the experience, knowledge and skills in
running the application,
(2) preparation of a skilled workforce to support the implementation of e-
Government in the District of Maros done through education and technical
training (Bimtek), Sosilaisasi ICT, Recruit and appoint employees who have
basic skills of ICT, Recruiting outsourcing, Form Support Team (team assistant)
, Form Expert, Form Technical Team from third parties, as well as utilizing the
SIM-based wesite to communicate intensively on the implementation of e-
government, (3) increasing mastery of digital infrastructure required in the
implementation of e-government in Maros done through the budget
allocation policy for provision of digital infrastructure, providing training and
technical guidance for employees, Form Partnership team from a third party,
Doing assistance by the support team and a team of experts who is
competent, and implement education and training for individuals,
organizations and groups in both formally and with the support team or escort
team, and (4) to encourage employees to create a culture of learning in
carrying out their duties and responsibilities are shown through an intensive
communication with all components like the support team of experts team,
utilizing the SIM to share information and communication between employees
of different SKPDs, work habits , motivation to work and so on. Creating a
culture of learning is done in two models namely the first is to do technical
guidance to employees who have been appointed as the operator and the
person in charge of each application on each SKPD. The second is to do with
the pattern of facilitation of learners Support Team for help and
membinmbing employees in performing their duties and responsibilities as
opertor and person in charge of e-government.

25. Conclusion
Implementation of e-government in Maros cause changes in
the organizational structure and workflow process changes,
changes in the span of control, coordination lane changes,
changes in the field of tasks, communication and coordination
of media change, the change of the mechanism of the manual
into an electronic-based mechanisms as well as changes in
behavior and organizational culture in the form of a change in
the habits of individual and group work, custom coordinate,
consult and habits in decision-making, the breadth of mobility
and interaction within the organization for the
implementation of e-government.

26. Conclusion
Mechanism that runs in ataranya is top management support
at all levels of leadership in the form of regulation and public
policy as well as specific regulations such as the appointment
of officials and personnel requirements of the operator,
learned through technical guidance SIMAYA, e-Attendance, e-
reports, SIPKD, dissemination of ICT and socialization e-
attendance, computer training and the provision of online
learning facilities intergral in SIM (Management Information
System) as well as a means of establishing a feedback process
all lines continuously organization.

27. Conclusion
Charasteristics learning organization within the framework of e-government in
Maros consists of (1) share a common vision in achieving the goals of the
organization indicated by the level of employee satisfaction, engagement /
participation of employees, employee freedom submit proposals and suggestions,
share knowledge and expertise into karasterisitik learning organization, (2) support
for employees to learn leadership through decision-making, policies, programs,
monitoring and evaluation, provision of equal opportunities for study and
consultation, provision of resources / learning and the provision of learning is
charasteristics learning organization, (3) leadership to encourage and provide
opportunities for employees to learn in the form of technical guidance, support
teams and the opportunity to communicate via the companion SIM is
charasteristics learning organization, (4) learning and dialogue at all levels is done
by using the Call Center, SMS Center and face to face, and (5) Creation of learning
communication continuous between employees with leaders and peers, with
personnel among other organizational units, between teams, between groups, a
learning organization charasteristics.

28. Conclusion
Learning organization into a supporting element of success in
the implementation of e-government public services in Maros
that bring the determinant factors of e-government
supporters from the aspect of learning organization through
increased employee knowledge, preparation of skilled labor,
increasing mastery of digital infrastructure, encourage
employees to create a culture of learning in organization can
be realized through the implementation of a learning
organization and the creation of mechanisms charasteristics
learning organization in the implementation of e-government.