the Mutilation of his Subordinates.

Position the Syndrome Mutation

End of 2012 and we disemarakkan with a variety of reports related to the mutation position.

Inauguration of new officials virtually massively to echelon III and IV that occurred in the city of Blora empty.

For those who happen to get a promotion to smile, but for whose fate again is definitely affected "mutilation" should be able to be patient and exercise restraint so as not to be exposed to the "syndrome".

One cause of post power syndrome is a "mutilation of office". In the civil service rules mutilation is not known term in office. And a leader may not think to do the mutilation of his subordinates.

Mutilation is only possible and felt by those who minded "master", ie, assume the position is a power, not as a commercial service.
Model "mutilation" evolving position lately very diverse indeed very "feared" by every civil servant.

For example, over the task from the structural to functional positions, placed into a unit of work "dry", mutations to the suburbs or outlying or decreased by reason of streamlining organizational echelon or may not be extended longer term should be entering a period of preparation for retirement (MPP).

Mutation, transfer duty, transfer of title or whatever his name is indeed a common and routine in every agency of the government in all levels. Mutation is a need for an organization with the main purpose of improving the performance of the bureaucracy and improving public services.

However, the impact of a mutation policy are sometimes incompatible with the object and purpose of the cause or even exist-exist new counter-productive.

Authorities did mutation is an absolute right of Regional Head accordance with the Law on Regional Autonomy consideration officials staffing supervisors in their respective levels of government.

Where in carrying out the duties and functions are technically assisted by a body called the Baperjakat (Title and rank Advisory Board), chaired by the District Secretary.

Technical data in consideration of the position generally known by all employees, both related to promotion, education / training and work experience positions.

But with the support of the technical data alone is not a guarantee of a person can get promotion. The most decisive factor (more so in the era of reform) is a factor of "trust".

Not a secret anymore, is building a trust is the essence of every civil servant to build a future career, and can be built among other shortcuts, such as ABS, service bureaus "success team" services, pressure groups and so on.

However, it should be realized that the shortcut is not the right way and in the language of religion is very far from the blessing of Allah SWT. Users shortcut, sooner or later, one day will surely be "ticketed" by the police and is prone syndrome virus.

Because it is the most secure and straight is by showing "excellent performance" so as to become a figure of a civil servant who "needed" by the organization and by the leadership or policy-makers.

PNS is needed will not be swayed by the politics of climate change or changes in "extreme weather" with tornado though. Even those who happen to gain confidence with any shortcut, should be introspective and able to foster trust by trying to show excellent performance, so as not to be the butt of a change.

Making yourself or PNS figure the right man on the right job to stay relevant and always relevant in a future career.

As management experts have warned that in order to improve organizational performance to the maximum, then the placement of personnel should always be based on a consideration of "the right man and the please" or put the appropriate competence.

To realize such personnel placement, staffing legislation in the country has been set up and establish requirements, mechanisms and procedures for the appointment of civil servants in a structural position very clear.
In order to create the figure of the civil service office holders the right man on the right job, the agency related training and psychology.

The essence of psychological tests is to provide a comprehensive picture of the leadership aspects of a person, so it could be considered in the policy of promotion (mutation positions) a civil servant.

However, the extent to which the results of psychological tests has been used by every policy makers need to be explored further.

In addition to a belief, essentially "office" is a trust and the trust of the leaders, the mandate of the people / community and trust from God Almighty.

By looking at the position as a mandate, we would never think of what I "get" from this position, but we will always think of what I can "give" in carrying out this mandate.

By thinking of office is a trust, then God willing we will be spared from the "syndrome", because in fact the job of God and sooner or later we will return to Him.

(The authors Drs Ec. Agung Budi Rustanto - Chief Editor of the tabloid INFOKU - compiled from various sources)

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