Innovation is the key to improve organizational performance. The development presently requires the actualization of innovation culture as a continuous improvement in the organizations' services. This paper presents an overview of the application of innovation culture in public sector organizations namely Investment and Integrated Licensing Offices (DPMPTSP) of Samarinda City, as well as factors that influence the success of actualizing the culture of innovation in this organization. This research is a qualitative research with a descriptive approach. The application of an innovation culture in DPMPTSP of Samarinda City has been relatively optimal, as evidenced by the various achievements and awards that have been achieved. Afterwards, the factors that influence the success of the actualization of innovation culture in DPMPTSP of Samarinda City are mainly by visionary and innovative leadership, reliable human resources, high team collaboration, and budget support. In addition, it can also be analyzed that the innovation culture in this organization has relatively implemented a holistic model of innovation culture. Keywords : Innovation, Innovation Culture, Organization, Public Service Abstrak Inovasi merupakan kunci untuk meningkatkan performa organisasi. Perkembangan zaman menuntut aktualisasi atas budaya inovasi sebagai perbaikan terus menerus atas pelayanan organisasi yang ada. Tulisan ini menyajikan gambaran mengenai penerapan budaya inovasi dalam organisasi sektor publik yakni DPMPTSP Kota Samarinda, serta faktor-faktor apa saja yang mempengaruhi keberhasilan aktualisasi budaya inovasi dalam organisasi tersebut. Penelitian ini merupakan penelitian kualitatif dengan pendekatan deskriptif. Hasil penelitian ini menunjukkan bahwa penerapan budaya inovasi di DPMPTSP Kota Samarinda relatif sudah berjalan optimal, terbukti dengan berbagai capaian dan penghargaan yang telah dihasilkan. Adapun faktor-faktor yang mempengaruhi keberhasilan aktualisasi budaya inovasi di DPMPTSP Kota Samarinda utamanya adalah kepemimpinan visioner dan inovatif, sumberdaya manusia yang handal, kerjasama tim yang tinggi, dan dukungan anggaran. Selain itu, juga dapat dianalisis bahwa budaya inovasi pada organisasi ini relatif sudahmenerapkan model holistik budaya inovasi.  Kata Kunci : Inovasi, Organisasi, Budaya Inovasi, Pelayanan Publik

The plan to simplify the bureaucratic structure by streamlining the echelon system is one of the strategies and breakthroughs of bureaucratic reform in Indonesia that was implemented in the first period (2010-2014) and the second period (2015-2019) of Bureaucratic Reform. However, on the other hand, a survey issued by the World Economic Forum shows that Indonesia is still experiencing some difficulties with implementing bureaucratic reforms and has not effectively used the delayering process in its implementation. The purpose of this study is to examine and analyze bureaucratic reforms through delayering of government institutions in Indonesia. This research uses a qualitative type of research with the method of literature review. Researchers have found 15 peer-reviewed journal articles within five years (2017-2021) that follow the research topic, which is then studied and analyzed to obtain comprehensive findings. The results showed that government agencies in Indonesia generally have undergone bureaucratic reforms but have not led to a specific delayering process. The Civil Service (ASN) Law passed in 2014 has also supported the spirit of administrative reform. This shows that delayering within government institutions in Indonesia can provide effective and efficient changes that occur within the governance management of government institutions in Indonesia.

This paper aims to examine the citizens’ initiative (CI) to save the Karang Mumus River in Samarinda, Indonesia, through a collective movement, namely GMSS SKM (Gerakan Memungut Sehelai Sampah Sungai Karang Mumus). The river has complicated problems that are mostly caused by human behavior, such as pollution and illegal dwelling. Drawing on the CLEAR (Can do, Like to, Enabled to, Ask to, and Responded to) framework, this research explores the effort of the movement to what extent it engages to save the river. Data in this research are collected at least in two ways, such as interviews and field observation. This research finds out that the local government seems powerless to tackle the river’s problems, therefore the voluntary movement emerges and takes some of the roles. The activists or volunteers use their own resources to run their activities (Can do). They set at least four programs to educate people and the impact will save the environment in the city (Like to). The movement is open for all citizens and communities to join in their activities (Enabled to). They mobilize the group members and publish their activities on social media to attract other citizens (Ask to). It works when some citizens and communities are willing to participate in the activities. The local government then supported the voluntary group by creating a small team of Hantu Banyu. However, some local government officials and local parliament members support the voluntary group individually rather than institutionally. On the other hand, institutional support comes from the central government agency in the city. Moreover, some support also comes from individuals, communities, and the private sector (Responded to).

The Small-Medium Scale Industries (SMIs) is the leading sector that has proven able to absorb labor which is contributed to economic development in North Maluku Region. The potential of SMIs in North Maluku has a very strong probability to develop, so be able to compete with other regions in Indonesia, especially in eastern Indonesia. Consequently, in this paper, we purposed to describe and analyze the development of SMIs in North Maluku and the roles and relationships among actors through the quadruple helix (QH) model approach. This article used literature research methods with a qualitative descriptive approach and systematic review. We found that the SMIs have increased year on year in terms of both the number of SMIs and the labor, however, it has less contribution on GDRB. The government involvement in SMIs development through QH can increase innovation and open opportunities to improving regional economy by increasing the number of SMIs, manpower, and SMIs productivity. Aspects of culture / local wisdom that develop in the community can encourage the successful implementation of collaboration.   Industri kecil dan menengah (IKM) di Provinsi Maluku Utara merupakan sektor penggerak unggulan daerah karena terbukti mampu menyerap tenaga kerja dan berkontribusi pada perekonomian daerah. Potensi pengembangan IKM ini masih memiliki peluang yang sangat tinggi untuk dapat dikembangkan dan bersaing dengan Provinsi lainnya, baik di wilayah timur Indonesia maupun Provinsi lainnya di Indonesia. Artikel ini bertujuan untuk mendeskripsikan dan menganalisis perkembangan IKM di Maluku Utara serta mendeskripsikan dan menganalisis peran dan hubungan antaraktor melalui pendekatan kolaborasi model quadruple helix (QH). Penulisan artikel ilmiah ini menggunakan studi kepustakaan dengan pendekatan deskriptif kualitatif dan systematic review. Perkembangan IKM di Maluku Utara dari tahun ke tahun mengalami kenaikan, baik dari segi jumlah IKM maupun jumlah penyerapan tenaga kerja namun memiliki kontribusi rendah pada PDRB. Upaya untuk mengembangkan IKM melalui QH membuat kolaborasi menjadi lebih terbuka dan meningkatkan inovasi sehingga mampu mendorong peningkatan ekonomi daerah melalui peningkatan jumlah IKM, baikpenyerapan tenaga kerja, serta peningkatan produktivitas IKM baik dari segi kuantitas maupun kualitas produk IKM yang dihasilkan. Aspek budaya/kearifan lokal yang berkembang di masyakarat mampu mendorong keberhasilan pelaksanaan kolaborasi.

This paper descriptively presents a concept of supplementary income calculation for civil servants simulated using Keywords: Job Incentive Index, Additional Income AbstrakTulisan ini menyajikan secara deskriptif konsep perhitungan pemberian tambahan penghasilan bagi PNS yang disimulasikan dengan metode Indeks Insentif Jabatan yang secara serius memperhatikan besarnya APBD yang dialokasikan untuk tambahan penghasilan PNS (TPP), banyaknya aparatur daerah yang dimiliki, serta menyelaraskannya dengan berbagai regulasi yang terkait. Dengan menggunakan pendekatan mix-method diperoleh besaran TPP untuk setiap tingkatan jabatannya yang proporsional dan berbasis pada performance kerja. Tulisan ini juga menyertakan pertimbangan-pertimbangan pokok yang perlu dicermati dalam setiap kajian kebijakan