Prevention of corruption requires the involvement of all elements. This is because corruption has become an acute problem, especially in the auction of goods and services. The level of corruption in this sector based on data from the Corruption Eradication Commission (KPK) in 2020 is the second highest after bribery cases. The purpose of this study is to analyze the collaborative Institute Design model for preventing corruption in the procurement of goods and services in South Sulawesi Province. This study uses a descriptive qualitative research approach. Data collection techniques used in the form of interviews, literature study, observation, and documentation. The results of the study indicate that the Institute's Design for auctions of goods and services has not been optimal in realizing the Collaborative Prevention of corruption in the procurement of goods and services in the health sector in South Sulawesi Province. This is because although the auction of goods and services is open to the public to participate, there is no joint forum between auction organizers, law enforcement, providers and non-governmental organizations in preventing corruption. In addition, joint decisions across stakeholders are only at the central level and have not been implemented well to the regions.

The purpose of this study is to determine the implementation of leadership styles in increasing local government innovation. This research method is based on the approach used in this study is a qualitative approach. This research was conducted in North Luwu Regency, South Sulawesi Province, to be precise at the Regent Office of North Luwu Regency. Data collection was carried out through observation and interviews. The results showed that the leader has carried out his function as a spokesman. The output of the aforementioned activities has brought the good name of the North Luwu Regency Government as a regency that has the ability to speak professionally, where organizing international and national scale events require optimal lobbying and negotiations. The implementation of the leader in giving natural rewards to employees turns out to be able to improve performance and motivation on the pretext that the work given is an award because not everyone is able to complete the job well, on the other hand, employees feel that tasks that can be completed properly are opportunities for further increase his potential and competence so that it will be easier to get strategic positions in the future. Leaders play a role in creating a positive mindset towards developing potential employees from various dimensions, namely the dimensions of HR development, the dimensions of skill development, and the dimensions of decision making.

Puskesmas (Community Health Center) is a public organization that is tasked with providing the best health services to the people who live in 139 villages and 5 sub-districts in Jayapura Regency. In fact, Community Health Center are not optimally performing their duties and functions because they experience delays in their human resources, supporting facilities, poor management of Community Health Center, no clear regulatory support and a lack of budget availability to support Community Health Center operations in their services. The problem in this research is How to Strengthen the Organizational Capacity of Puskesmas in Improving Health Services in Jayapura District? The purpose of this study was to analyze the Strengthening of Public Health Center Organizational Capacity in improving health services in Jayapura Regency. This research is expected to contribute to the Jayapura Regency Government, through the Health Office and in particular for Community Health Center as regional technical implementation units to improve the Organizational Capacity in Improving Health Services in Jayapura Regency. The results showed that the Organizational Capacity of Puskesmas can be improved by strengthening management governance, incentive systems, facilities, leadership, organizational culture, communication, and organizational structure.

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