Iwan Dakota
Faculty of Medicine, University of Indonesia/ Harapan Kita National Cardiovascular Center

Published : 2 Documents
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Endovenous laser therapy for varicose vein Mulia, Erwin; Dakota, Iwan; Andriantoro, Hananto; Kaligis, R. W.M.; Sunu, Ismoyo
Medical Journal of Indonesia Vol 22, No 2 (2013): May
Publisher : Faculty of Medicine Universitas Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (565.521 KB) | DOI: 10.13181/mji.v22i2.539

Abstract

Laser has become a useful technology in treating venous incompetence especially superficial venous disease. Introduction of endovenous thermal ablation through endovenous laser therapy helped by duplex ultrasound guidance has provided an alternative for traditional saphenous vein stripping. High success rate, minor complications, and minimally invasive technique provide the advantages over traditional treatment. In this case illustrated, the endovenous laser therapy used for great saphenous varicose vein. Yet, future development in endovenous laser therapy is still needed and only long term follow-up and uniform reporting standards will provide the answers. (Med J Indones. 2013;22:117-20)Keywords: Endovenous laser theraphy, great saphenous vein, varicose vein
Implementasi Kebijakan Remunerasi di Rumah Sakit Pemerintah Dakota, Iwan; Ayuningtyas, Dumilah; Oktarina, Ratih; Misnaniarti, Misnaniarti
Jurnal Kebijakan Kesehatan Indonesia Vol 6, No 3 (2017)
Publisher : Center for Health Policy and Management

Show Abstract | Download Original | Original Source | Check in Google Scholar | Full PDF (287.646 KB) | DOI: 10.22146/jkki.v6i3.29669

Abstract

ABSTRACTBackground: Since 2008, Hospital A began implementing remuneration. However, this system gets the refusal of some parties. Therefore, aims this research was to determine the remuneration policy implementation at the Hospital A Jakarta. Method: The study was conducted with a qualitative approach through in-depth interviews and focus group discussions, each with 10 medical personnel involved. Result: The results of this study indicate that aspects of the environment in general have a positive perception of the organization while the relationship between negative perceptions obtained. Negative perceptions are also found on the organization’s resources and budget allocation accuracy especially bureaucratic commitment is relatively low. Meanwhile, the characteristic aspects and capabilities of implementing agencies received a positive perception. Secondary data showed an increase in financial performance and hospital services after the implementation of the remuneration. Conclusion: Implementation of the remuneration policy in Hospital A goes pretty well with a few flaws that need attention. Therefore, the necessary changes to the paradigm of gradual and continuous work culture of employees, improving the quality and quantity of communication between the organization and management of the employees regarding transparency, optimization remuneration policy dissemination and implementation of monitoring and evaluation on a regular basis with the involvement of all stakeholders. Keyword : Implementation, Policy, Remuneration, Hospital ABSTRAKLatar Belakang: Sejak tahun 2008, Rumah Sakit A mulai menerapkan kebijakan remunerasi. Akan tetapi sistem ini mendapat penolakan dari sejumlah pihak. Oleh karena itu, tujuan studi ini adalah untuk mengetahui implementasi kebijakan remunerasi di Rumah Sakit A di Jakarta. Metode: Studi dilakukan dengan pendekatan kualitatif melalui wawancara mendalam dan diskusi kelompok terfokus, masing-masing dengan 10 tenaga medis yang terkait. Hasil: Hasil penelitian ini menunjukkan bahwa aspek kondisi lingkungan secara umum memiliki persepsi positif sedangkan hubungan antar organisasi didapatkan persepsi yang negatif. Persepsi yang negatif juga dijumpai pada sumber daya organisasi khususnyaketepatan alokasi anggaran dan komitmen birokrasi yang relatif rendah. Sementara, aspek karakteristik dan kapabilitas instansi pelaksana mendapat persepsi positif. Data sekunder menunjukkan adanya peningkatan kinerja pelayanan dan keuangan rumah sakit setelah pelaksanaan remunerasi. Kesimpulan: Impelementasi kebijakan remunerasi di Rumah Sakit A berlangsung cukup baik dengan beberapa kekurangan yang perlu mendapatkan perhatian. Oleh karena itu, diperlukan perubahan bertahap dan berkesinambungan terhadap paradigma budaya kerja karyawan, peningkatan kualitas dan kuantitas komunikasi antar organisasi maupun manajemen dengan karyawan menyangkut tranparansi, pengoptimalan sosialisasi kebijakan remunerasi serta pelaksanaan monitoring dan evaluasi secara berkala dengan melibatkan semua pemangku kepentingan. Kata kunci: Implementasi, kebijakan, remunerasi, rumah rakit