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FINAL REPORT

AWARENESS ON ETHICS AND INTEGRITY AT THE

PERAK TENGAH DISTRICT OFFICE: A DISCOURSE

STUDY

30 January 2015

Private and Confidential | 2

TABLE OF CONTENTS

PAGE

Executive Summary…………………..………….………………………................................................................................

Acknowledgments …………………………………….…..………………………………………………………………….

Researchers………………………..………………..…...……………………………………………………………………

Contents ………………………………………………………………………………............................................................

Chapter 1 – Introduction, Research Setting: Perak Tengah Office, Literature Review, Research Methodology……………

Chapter 2 – Results and Discussions…………………………………………………………………………………………

Chapter 3 – Highlights, Conclusions and Recommendations………………………………………………………………..

Appendices……..…………………………..…………...…….……...........……....................................................................

Appendix 1 Letters to seek approval to conduct research at Perak Tengah District Office……………………………….

Appendix 2 Sample of posters and signages at Perak Tengah District Office………………………………………………

3

4

5

8

11

47

98

115

116

117

Appendix 3 Sample of questionnaire……………………………………………………………………………………....

Appendix 4 i. Structured questions for interview……………………………………………………………………….....

ii. Detailed summary of responses from interviewees………………………………………………………...

Appendix 5 Evidences from archived files on ethics related initiatives at Perak Tengah District Office

– letters, circulars, etc ………………………………………………………………………………………....

Appendix 6 Integrity Pledge………………………………………………………………………………………………..

118

119

119

121

122


EXECUTIVE SUMMARY

The public sector, operated through local/state governments is the most important instrument in management and administration of

a nation. Apart from delivering services and sustaining national development, it is also the social institution entrusted to restore law

and order of a nation; largely linked with ethics, referring to morality and social justice. As any social institution, the public sector

is constantly evolving through new leadership, environmental influences and socio-political environment. The Malaysian

government has been rigorously campaigning on ethics and its importance as part of nation building. Globalization, a concept

introduced within a capitalistic economic system and facilitated by information and communication technology has contributed to

changing human values and societal norms in the last three decades. Corruption, ethics and integrity have become important

contemporary issues in the practice and theory of politics, public administration, law, economics and society in the global era. In

view of the significance of public service and the pertinent role of the local/state government to imbue ethics and integrity within

the civil service employees themselves, an exploratory research has been initiated to investigate the initiatives and awareness

strategies developed at the District Office, Perak Tengah, Perak D. R., Malaysia from 1980 onwards to draw some insights and

conclusions on the consciousness of ethics and integrity among public service employees. This report will share findings and

conclusions of the full study conducted.

Research Contributions

This study will contribute to the limited value-based studies within the Malaysian context; not to mention the public sector

as a whole.

The findings will also provide some empirical evidence and insights for the government to assess/ take constructive steps

towards instilling ethics and integrity among its employees while balancing economic considerations.

At the decentralized level, it will be indicative of the state public service after all the ethics and integrity campaigns at local/

national levels. In addition, it will support Perak State government’s call to promote an ethical culture in the process of

transforming the state’s socio-economic landscape under Perak Amanjaya Plan.


ACKNOWLEDGEMENTS

On behalf of the team, I would like to convey our deepest appreciation and gratitude to Perak Tengah District Officer, Tuan Haji

Mad Dan bin Haji Hassan, Puan Sharmida Alia binti Sariff, ADO (Management Services) Perak Tengah Office, En. Shahrul Azam

bin Shariff, ADO (Kg. Gajah), Puan Latiffah binti Hamzah, Puan Norlada binti Shamsuddin, Cik Rafidah binti Abdul Rashid and

all respondents for their significant contributions to realize this study. Special mention is extended to En. Mokhtaruddin bin Lamsin

(Director, Arkib Negara, Cawangan Perak), En. Rahmat bin Abdul Manap and En. Isa bin Alang Ibrahim, who have patiently

supported us in the archival data collection process.

This research is conducted by Universiti Teknologi Petronas for Institut Darul Ridzuan, Perak (IDR). A grant of RM10, 000 has

been provided by Perak State Government to fund this project through IDR. We take this opportunity to extend our deepest

gratitude to Dr. Mazalan Khamis, Dr. Asae Sayaka and all IDR staff for providing their utmost support in this endeavour. The team

would not have completed this research without IDR’s continuous financial support. Finally, I take this opportunity to thank A. P.

Dr. Shahrina Md. Nordin (Head of Department, Management and Humanities), Research Innovation Office (RIO), UTP

Management and everyone who has contributed directly and indirectly to realize this project.

As researchers, we hope that the findings will give an insight on the way forward for Perak Tengah District Office, in particular,

and Perak State Government in general, to enhance current systems and processes towards shaping an ethical workforce within the

public sector while supporting Malaysia’s Vision 2020 and Perak Amanajaya Plan.

May Allah the AlMighty and the Most Merciful give all of us good health, drive and perseverance to continue contributing for the

well being of the community.

Khalidah Khalid Ali

Representing the research team


RESEARCHERS

Project Leader

Khalidah Khalid Ali

Department of Management & Humanities, Universiti Teknologi PETRONAS, Perak, 31750 Malaysia.

phone: +605-3687737; fax: +605-365 6280; email: [email protected].

Co-Member

Prof. Dato’ Dr. Ahmad Murad bin Mohd. Noor Merican

Department of Management & Humanities, Universiti Teknologi PETRONAS, Perak, 31750 Malaysia.

phone: +605-3687772; fax: +605-365 6280; email: [email protected].

Research Assistant

Siti Nooriza binti Abd. Razak

Universiti Teknologi PETRONAS, Perak, 31750 Malaysia


BACKGROUND OF RESEARCHERS

Khalidah Khalid Ali is a Senior Lecturer (Corporate Ethics) at Department of Management and Humanities, Universiti Teknologi

PETRONAS. She holds a bachelor degree in Analytical Economics from University of Malaya (1979) and Master of Science in

Industrial Relations and Personnel Management from University of London (London School of Economics and Political Science,

1983). She has more than 17 years of industrial working experience in PETRONAS Group of Companies and has served for 18

years as an academician. Her fields of specialization incorporate business management, economics, human resource management,

entrepreneurship and corporate ethics. Her research interests include the understanding of Al-Quran and Hadith, apart from studies

on internalization of ethical values in a diverse and competitive global business environment. Khalidah has provided consultation

for projects on business organization and been a trainer in the related area. She has presented papers at local and international

conferences and contributed several publications for local and international journals. She is the main author of a text book entitled

“Business Management - A Malaysian Perspective” 1e and 2e, published by Oxford Fajar in April, 2008 and February, 2012. She

is also the main author of Business Ethics 1e text, published in October 2014 by Oxford Fajar for Malaysian higher leaning

institutions. Khalidah is currently pursuing PhD on part-time at Universiti Teknologi PETRONAS, Perak D. R.

Professor Dato’ Dr. Ahmad Murad Merican teaches at the Department of Management and Humanities, Universiti Teknologi

PETRONAS, in Bandar Seri Iskandar, Perak since 2008. His academic career spans 28 years when he took up the appointment at

the then Institut Teknologi MARA’s School of Mass Communication. His academic and research interests include Journalism and

Mass Communication, Malay Media Studies, focusing on the history of Malay journalism, Media and intellectual History,

Postcolonial Studies and History of Social Science. He has published 9 monographs and books, in addition to journal articles and

book chapters on his areas of interest. He obtained a PhD in the History and Philosophy of Science (Malaya), Master of Arts (Mass

Communication), and a Baccalaureate in Political Science (Minnesota). He holds a Diploma in Mass Communication, majoring in

Journalism from Institut Teknologi MARA. He is a referee/contributor to such journals as the Asiapacific Media Educator, Current

Sociology, Forum Komunikasi, International Sociology. Journal of the Malaysian Branch Royal Asiatic Society, Jurnal

Komunikasi, Melayu: Jurnal Antarabangsa Dunia Melayu, TAFHIM: IKIM Journal of Islam and the Contemporary World, Journal

of South Asian Studies and Southeast Asian Journal of Social Sciences. He was also on the editorial board of Analisis Sejarah

(Department of History, Universitas Andalas), Forum Komunikasi (Faculty of Communication and Media Studies, Universiti

Teknologi MARA - UiTM) and the International Journal of Communication and Media (College of Arts and Sciences, Universiti

Utara Malaysia). He was advisor to Sasaran, the Malaysian journal of media criticism published by the Faculty of Communication


and Media Studies, UiTM. He is a columnist for the New Straits Times and the New Sunday Times (Learning Curve). He also

occasionally writes to dailies and periodicals such as Utusan Malaysia, Berita Harian, Dewan Budaya and Dewan Masyarakat. He

has been interviewed both by the Malaysian and foreign media including the New Straits Times, Utusan Malaysia, Berita Harian,

the Star, RTM, TV3, ASTRO, Radio Singapura Internasional, Reuters, Padang Ekspres, Harian Singgalang, BTTV (Bukittinggi,

West Sumatera) and TVRI, in Padang, Indonesia, and by IRIB (Iranian radio and television). He was instrumental in establishing

the journalism and media studies program at Universitas Andalas in West Sumatra, Indonesia. He is associated with the Malaysian

Press Institute (MPI). His contributions to the journalistic fraternity was through moderating and conducting workshops mainly in

science and technology journalism under the auspices of MPI, and at various times, being chairman/member of the panel of judges

for the PETRONAS-Malaysia Press Institute Journalism Awards, and the Malaysian Journalism Laureate Awards. He co-authored

the Report on the proposal for a Malaysian Media Council. He sits on various panels, among them the Malaysian Qualifications

Agency – program assessment, university assessment and Malaysia University Rating Committee. He is also a member of the

Accreditation Committee, MQA; and a Radio Bernama Panel of Advisor, as well as the History and Philosophy of Science

Committee under the Dewan Bahasa dan Pustaka. Prior to his appointment at Universiti Teknologi PETRONAS, Prof. Ahmad

Murad Merican taught at the Faculty of Communication and Media Studies, UiTM for 22 years. He was instrumental in changing

the former name of the faculty – ‘School of Mass Communication’ to its present name. He was founding editor of the faculty’s

media monograph series. He was a member of UiTM’s University Restructuring Task Force (2001-2003). He co-founded UiTM’s

Institute of Knowledge Advancement (InKA) in 2001, founded the Institute of Journalism Studies in 2003 and was founding-

chairman of the university’s Centre for Intellectual History and Malay Thought (Centis). He was awarded a grant in 2009 to be the

first Resident Fellow of the Perdana Library Foundation under the Honorary President Fellowship. One of his books is titled Media

History: Worldviews and Communication Futures (University of Malaya Press, 2005). He has put together and is editor of his latest

book titled Blinded by the Lights: Journalism and Communication Study in Malaysia since 1971 (Upena, 2008).

His current focus is on Malay Occidentalist discourse. At the same time, especially since 2002, he is engaged in the work on the

history of the Malays in Penang under the ‘Alam Minangkabau – Melayu’ Penang History Project. Negotiating between colonial

and post-colonial history, the project mainly delves upon the evolution of a Malay community from Sumatera (Padang-Pagaruyung-

Kampung Bodi-Batubara-Batu Uban-Trong-Matang), looking into historical and family connections, with some reference to trade

and other activities across the Strait of Melaka. He is an advocate on Penang history and heritage as deputy chairman of the Penang

Malay History and Heritage Society. His research and academic interest extends to the origin of ideas and intellectual history,

using media and historiography as instruments of intellectual production and representation. He now heads the Perak, Penang and

Southeast Asian Studies Group in UTP.


CONTENTS Page

CHAPTER 1 - INTRODUCTION AND RESEARCH BACKGROUND ………………………………………………... 11

1.1 Introduction ……………………………………………………………………………………………………………….. 12

Overall Purpose of Study ……………………………………………………………………………………………… 14

Research Project: Problem statement …………………………………………………………………………………. 15

Research Objectives …………………………………………………………………………………………………... 16

Milestones for Perak Tengah District Office Study …………………………………………………………………... 17

1.2 Research Setting: Perak Tengah District Office …………………………………………………………………………... 18

Background: Perak Tengah District Office ………………………………………………………………………….... 19

Perak Tengah District Office: Manpower Strength by Category ……………………………………………………... 22

1.3 Literature Review …………………………………………………………………………………………………………. 23

Malaysian Civil Service and Malay Representation ………………………………………………………………….. 24

The Malay and Islam as a Religion …………………………………………………………………………………… 25

Islamic Worldview ……………………………………………………………………………………………………. 26

Defining Ethics ………………………………………………………………………………………………………... 27

Integrity as Defined by IIM …………………………………………………………………………………………… 28

A Western Study on Integrity …………………………………………………………………………………………. 29

Malaysian Government Initiatives to Instill Ethics and Integrity from 1980 onwards ……………………………….. 30

The National Integrity Plan (NIP) …………………………………………………………………………………….. 31

Contemporary Issues and Challenges in the Public Sector …………………………………………………………… 32

Malaysia: Perception of Corruption …………………………………………………………………………………... 34

Transparency International : Perception of Corruption – 2013 ……………………………………………………….. 35

Transparency International : Corruption Perception Index 2013 : Asia Pacific ………………………………………. 36

What Can We Learn from that Index? ………………………………………………………………………………… 37

Globalization and its Impact on Human Values ………………………………………………………………………. 38

1.4 Research Methodology – Questionnaire, Interview, Archival and Documentary Sources ……………………………….. 39


CHAPTER 2 – RESULTS AND DISCUSSIONS ………………………………………………………………………….. 47

2.1 Demographic findings (sourced from questionnaire) ……………………………………………………………………... 48

Respondents for Full Study …………………………………………………………………………………………… 49

Demographic Analysis (Gender, Religion, State of Origin and Place of Upbringing) ……………………………….. 50

Analysis by Age ……………………………………………………………………………………………………….. 51

Analysis by Position …………………………………………………………………………………………………... 52

Analysis by Qualification ……………………………………………………………………………………………... 53

Analysis by Household Income ……………………………………………………………………………………….. 54

2.2 Ethics Awareness Initiatives: Findings and Analysis (sourced from questionnaire) ……………………………………... 55

Results and Analysis - Effectiveness of Awareness Initiatives ……………………………………………………….. 56

Results and Analysis - Respondents' Suggestion to Enhance Ethics and Integrity at the Workplace ………………… 57

Results and Analysis (Questions 1- 8) ………………………………………………………………………………… 58

2.3 Ethics Awareness Among Perak Tengah District Office Employees :

Interview Findings, Analysis and Discussions ………………………………………………………………………….....

66

2.4 Results and Analysis : A Comparison on Initiatives Taken at Perak Tengah District Office

for Awareness on Ethics and Integrity - 1980 onwards ( sourced from Arkib Negara Cawangan Perak) ………………...

79

A Comparison on Initiatives Taken to Create Awareness on Ethics and Integrity at Perak Tengah District Office

in 1980s, 1990s and 2000 onwards (from Archived Files) …………………………………………………………….

89

Slogans used for Official Letters in 1980s, 1990s and 2000 onwards ………………………………………………... 90

2.5 Perak Tengah District Office : Awareness Initiatives on Ethics and Integrity - Comparison between Interviewed

and Archived Data in 1980s, 1990s and 2000 onwards …………………………………………………………………...

91

CHAPTER 3 - HIGHLIGHTS, CONCLUSIONS AND RECOMMENDATIONS ……………………………………... 98

Highlights of Overall Study Findings …………………………………………………………………………………. 99

Conclusions …………………………………………………………………………………………………………… 101

Recommendations for Perak Tengah District Office and Perak State ………………………………………………… 104


REFERENCES ………………………………………………………………………………………………………………. 107

MEMORIES WITH PERAK TENGAH DISTRICT OFFICE AND INSTITUT DARUL RIDZUAN (IDR) ………… 110

APPENDICES ………………………………………………………………………………………………………………. 115

Appendix 1 Letters to seek approval to conduct research at Perak Tengah District Office ………………………………. 116

Appendix 2 Sample of posters and signages at Perak Tengah District Office …………………………………………….. 117

Appendix 3 Sample of questionnaire ………………………………………………………………………………………. 118

Appendix 4 i. Structured questions for interview ………………………………………………………………………….

ii. Detailed summary of responses from interviewees ………………………………………………………....

119

119

Appendix 5 Evidences from archived files on ethics related initiatives at Perak Tengah District Office

– letters, circulars, etc …………………………………………………………………………………………

121

Appendix 6 Integrity Pledge ……………………………………………………………………………………………….. 122


CHAPTER 1

INTRODUCTION AND RESEARCH

BACKGROUND


1.1 Introduction Overall Purpose, Problem Statement,

Research Objectives and Milestones


Introduction

The public sector, operated through local/ state governments is the most important

instrument in management and administration of a nation.

Apart from delivering services and sustaining national development, it is also the social

institution entrusted to restore law and order of a nation; largely linked with ethics, a study of

morality (i.e. right and wrong acts) and social justice.

The public sector therefore shoulders the responsibility and accountability towards the

community at large in the course of providing its services.

However, as any social institution it is constantly evolving through new leadership,

environmental influences and socio- political environment. (Article entitled Malaysia: Ethics and Excellent Public Servants sourced from Bernama.com, 18 October 2014)


Overall Purpose of Study

In view of the significance of the local government in Perak and its importance to

demonstrate ethics and integrity within the employees themselves, a study is initiated to

investigate the initiatives and awareness strategies developed at District Office Perak

Tengah, Perak D. R. from 1980 onwards to imbue ethics and integrity among public sector

employees.

The district office is the closest level of the government to the people. Issues of integrity are

clearly seen as the people whom they serve directly and who are directly affected by the

government.


Research Project: Problem Statement


Research Objectives


Milestones for Perak Tengah District Office Study

Dates Milestones

August 2014

Literature review and ground works to initiate research. Meeting and

discussions with District Office, Perak Tengah. Designing of research

framework.

September-

November, 2014

Data collection of information on ethics and integrity at Perak Tengah

District Office. Library archives may also be sourced where appropriate.

Observations will be made and discussions with public officers initiated to

confirm data.

December, 2014 Data analysis. Completed data analysis by end December, 2014.

January, 2015 Report writing. Documentation & Publication


1.2 Research Setting:

Perak Tengah District Office


Background: Perak Tengah District Office



Areas administered by Perak Tengah District Office are as follows:

Parit

Kampung Buluh Akar

Tanjung Belanja

Bota Kanan

Seri Iskandar

Titi Gantung

Kampung Gajah

Total area under its administration is 9, 308 hectares. Prior to 1979, the small district of Parit

was under Kuala Kangsar District and Kampung Gajah was under Hilir Perak District. With

this new establishment, Parit as well as Kampung Gajah fall under the administration of

Perak Tengah District Office.



Perak Tengah District Office is managed by a District Officer, Tuan Haji Mad Dan bin Haji

Hassan. The main office is at Seri Iskandar. A branch is located at Kampung Gajah to ease

the administration of a sizable district.

Kampung Gajah office is managed by Assistant District Officer (A.D.O), En. Shahrul Azam

B. Shaari with a total number of 73 employees. He reports to the District Officer Perak

Tengah.

Perak Tengah District Office has three departments:

Pejabat Tanah (Land Office)

Pembangunan Luar Bandar (Rural and Urban Development)

Pentadbiran Daerah (District Administration)

The Penghulu positions, responsible for attending to rural development matters, report

to Rural and Urban Development Department. (refer to Organization chart of Perak

Tengah District Office Seri Iskandar and Kampung Gajah Branch)

Perak Tengah District Office is already certified with ISO 9001-2008. In addition, Kampung

Gajah Branch Office has successfully obtained 4-star rating based on a ranking initiative,

Sistem Penarafan Bintang (SSR), JKPTG.

This study will only cover Perak Tengah District Office, Seri Iskandar and Kampung Gajah

Branch.


Perak Tengah District Office : Manpower Strength by

Category

Category Seri Iskandar

Office

Kampung Gajah

Office

Total

Manpower

Strength

1. Management Staff 9 2 11

2. Middle Management

Staff 29 19 48

3. Clerical Support Staff 78 52 130

Total 116 73 189

Note: Category classification is based on the following: - Management (Grade 41 and above) - Middle Management (Grade 27-40) - Support Staff (Grade 26 and below). They also include those with professional qualifications and certificates.

Total manpower strength at Perak Tengah District Office as at October 2014 is 189 employees.

61.8% are employed at Seri Iskandar Office and 38.2% at Kg. Gajah Branch Office.


1.3 Literature Review

The Malaysian civil service and Malay representation, the Malays and

Islam, Islamic worldview, scoping ethics and integrity, Malaysian

government initiatives, contemporary issues in the Malaysian public

service, Malaysia’s corruption perception index for 2013.


Malaysian Civil Service and Malay Representation

• A major portion of civil service employees in Malaysia are Malays. In Perak Tengah District

Office, 100% are Malays. 99.2% embrace Islam as their religion.

• Othman et.al highlighted that the Malays prefer to work for others and be employees rather

than assume the role of businesspersons or venture capitalists (Othman et. al, 2011).

• Mahathir Mohamad, in his early writings had also listed two reasons for the Malays’

preference to work in the government service (Syed Hussin Ali, 2008).

- Job security

- Working for others is a traditional feature of the Malays. Traditional Malay society was

feudal in nature (i.e. serving the palace and chieftains). The preference to work with

the “kerajaan” or the government services started way back during the reign of the

“sultanate” and continued during the British rule.

• The British continued the tradition of recruiting Malays to work for the government (I.e.

British) under the guise of preparing Malays to rule their country when the nation is ready

for independence (Othman et al., 2011).

• Kerajaan came from the root word, “raja” which means “the king”. Serving the king or the

palace is considered an honour and very well-respected.


The Malays and Islam as a Religion

• The Malay race has always been synonymous with Islam as a religion. There is a highly

significant connection between the Malays and Islam (H. Mutalib, 1993; H. Singh, 2001).

• Islam is central to and dominant in Malay culture. It promotes peace, purity, submission and

obedience to Allah the Almighty.

• As Muslims, the Malays have to adhere to the five Islamic principles, the six principles of

iman and uphold ihsan (benevolence); the foundation of Islamic ethics.


Islamic Worldview

• Islamic worldview recognizes humans as special creations of God (Syed Othman Alhabshi &

Aidit Hj. Ghazali, 1994). The concept of khalifah. Human beings are therefore in a unique

position to be a guardian.

• Man are good by choice and given inner control but are made accountable for all actions.

• According to Islam, humans have three responsibilities: to make himself/herself good, to

help others be good and to make the physical world good.

• From an Islamic viewpoint, there is no separation between the “church” and state, and the

physical and spiritual dimensions of life as viewed by advocates of secularism. The

foundation of Islamic Ethics is AlQuran and the Sunnah.


Defining Ethics

Derived from Greek word, ethos which

means character, spirit and

attitudes of a group of people

(Rahman,

A.R.A. , 2003).

A set of principles that

contains behavioral codes

to determine what is right or

wrong

(Khalidah et al., 2012)

What is good or right in human

interaction. Revolves around

three central concepts- self, good and other

(Abdullah and Zainol Abidin,

2011)

A critical analysis of

human acts to determine their

rightness or wrongness in terms of two

major criteria: truth and justice

(Mauro et al.,1999)

A model of behaviour that

should be followed in order

to harmonize human

relationship and minimize abuse and work for the

welfare of society

(Hanafi and Hamid

Salam,1997)


Integrity as defined by IIM

According to Datuk Dr. Mohd Tap Salleh (2007), President of Malaysian Institute of

Integrity (IIM),

“Integrity is the quality of being honest and upright. It is about individual and organizational

characteristics which are perfect based on noble values such as honest, truthful, trustworthy,

accountable, transparent, efficient and wise. Individual integrity is the harmony between

what he/she says and does. Actions are in accordance with moral and ethical principles as

well as laws and regulations and do not go against public interest. They also reflect

promptness, correctness and quality.”


A Western Study on Integrity

Donald Zauderer listed thirteen (13) specific behaviours that can help identify the

level of integrity in individual actions (Stanwick and Stanwick, 2009).

- possess humility

- maintain the ability to be concerned about the greater good

- be truthful

- fulfill commitments

- strive for fairness

- take responsibility

- have respect for individual

- celebrate the good fortune of others

- develop others

- reproach unjust acts

- be forgiving

- extend self to others

- they develop a sense of ethics wherever they are, in any situation.


Malaysian Government Initiatives to Instill Ethics and

Integrity from 1980 onwards

Government initiatives to instill ethics and integrity had been a long way.

Malaysia’s Anti-Corruption Unit (ACA) was set up as early as 1959. Malaysia’s Anti Corruption Agency

was found in 1967.

When Malaysia embarked on Industrialization Policy in the 80s under the Prime Minister, YAB Tun

Mahathir Mohamad, there were ethical/productivity campaigns and initiatives such as “Clean Efficient

and Trustworthy,” Integration of Islamic Values,” “Excellent Work Culture,” “ Code of Ethics,”“Client’s

Charter” and ISO9000.

Look East Policy was introduced in mid-1982 during the early years of Mahathir era with an ultimate

objective of instilling Japanese work ethic to transform the prevalent “happy go lucky” attitude among the

workforce.

The set up of Institut Integriti Malaysia (IIM) on 23 April 2004 under the Prime Minister, Tun Abdullah

Ahamad Badawi. National Integrity Plan (NIP), a master plan to develop a fully moral and ethical society

was initiated.

Under Prime Minister YAB Datuk Seri Najib, in April, 2009, the GTP and NKRAs are developed to

transform the government to be more effective and to help Malaysia move forward to become an

advanced, united and just society with high standards of living for all.

Eradication of corruption through effective enforcement has been listed as one of the NKRAs to sustain

public sector integrity.


The National Integrity Plan (NIP)

A master plan to develop a fully moral and ethical society whose citizens are strong in

religious and spiritual values and imbued with the highest ethical standards.

Under the Target 2008, the following were identified:

Effectively reduce corruption, malpractices and abuse of power, increase efficiency in the

public delivery system and overcome bureaucratic red tape, enhance corporate governance

and business ethics and social responsibility, strengthen family institution and community

and improve the quality of life and people’s well being.


Contemporary Issues and Challenges in the Public

Sector

Corruption, ethics and integrity have become important issues in the practice and theory of

politics, public administration, law, economics and society nowadays.

To gauge the situation in Malaysia, the government had in 2002 commissioned Universiti

Kebangsaan Malaysia (UKM) to conduct a survey on “Public Perception of Corruption” in

Malaysia.

The results of the survey revealed that 30.5% of the students interviewed had no qualms

accepting bribes if they had the power and opportunity.

With regards to values and attitudes, 15% of the respondents had no aversion to giving bribes

to get what they want, while another 15.7% have known of individuals who had resorted to

paying bribes to be let off for offences they had committed.


Contemporary Issues and Challenges in the Public

Sector

Much as commendable efforts have been undertaken within the private and public sectors to

promote an ethical society, Lesson 10 of PAD190 Principles of Public Administration (2011)

retrieved online listed the following issues which challenge public sector ethics and integrity:

1. Corruption and bribery among public servants

2. Misuse of public fund

3. Malpractices in administration activities

4. Inefficiency in delivering services

5. Lack of initiative, motivation, commitment and performance among public employees

6. Lack of accountability among public servants


Malaysia: Perception of Corruption

Transparency International index on perceived levels of public sector corruption, as seen by

business people and country analysts shows that Malaysia scores 50 among the rest of the

world in 2013.

Based on Transparency International Corruption Perceptions Index 2013: Asia Pacific,

Malaysia has been ranked 53rd out of 177 nations, a step up from its ranking in 2012.

Regionally, Malaysia is ranked the third least corrupted nation in the ASEAN region, next to

Singapore and Brunei.

(Sourced from Adjunct Lecture for UTP MBA students entitled “Business Ethics

and Governance: The Real Deal” by YBhg. Dato’ Hafsah Hashim, 22 June, 2014)


Perception of Corruption 2013

Transparency International index on perceived levels of public sector corruption, as seen by

business people and country analysts (Sourced from SMECorp Malaysia)


What can we learn from that Index?

Level of graft

experienced in

the nation

shows no significant

decrease in ranking

This little bump

underscores the

challenge the

Government

is facing in combatting

corruption

Yet this little step up also means the Government is indeed making efforts to curb

the abuses


Globalization and its Impact on Human Values

Societal norms have been undergoing changes in the past few decades.

Today’s globalized competitive environment reminds the community at large on the need to

revive the emphasis on morality and internalization of ethical values as fraud, bribery,

corruption and manipulative practices have become “common” features in business deals and

transactions, not to mention the public sector.

In managing the change and in creating excellent public service, undoubtedly good ethics

among the civil servants is seen as exemplary and a fundamental prerequisite for social

justice and sustainability.


1.4 Research Methodology

Questionnaire, Interview, Archival and Documentary Sources


Methodology


Methodology

At the initial stage, literatures have been sourced from texts and on-line resources including

journal publications as background for research study.

Various files, posters, circulars, signages and other forms of communication were referred.

In addition, a survey questionnaire was developed to gather demographic data as well as

relevant information on employees’ awareness on ethics and integrity.

A total of 9 employees from the upper management, middle management and support

categories were also interviewed to further gather data and strengthen the findings before

drawing conclusions.

It has also used information from archives as well as a variety of communication

materials/medium as units of analysis (such as the government general orders, brochures,

pamphlets, posters, minutes of meetings and circulars in addition to online resources). The

study has looked for words, visuals or sentences emphasized, when they were created, how

and to whom they were circulated/distributed.


Methodology: A Summary

Phase 1 Phase 2 Phase 3

Demographic Data

Using information

from Archives

Using information

communication

materials/medium

(e.g. : posters,

circulars)

Distribution of

questionnaire

Interview with

selective

respondents/officers

Analysis using

statistical package

for social sciences

(SPSS Version

2.0)

Analysis and

findings of

interview and

archived data.


Pilot Study

A pilot study was conducted at Perak Tengah District Office, Kampung Gajah Branch.

A questionnaire was developed with two major sections :

Section A: Respondents’ demographic details

Section B: Awareness of Ethics and Integrity

For both sections, frequency tests and mean scores were utilized for analysis


Full Study

Following the pilot study, the full study was conducted.

The questionnaire and structured interview questions were translated in Bahasa Malaysia for

respondents’ understanding and correct interpretation of the stated items/statements as well

as to ease the interview process.

The interview conducted was bilingual. Respondents used Bahasa Malaysia as well as

English while answering the structured questions.


Methodology: Interview

Selective interviews were also conducted. 8 structured questions were developed.

Objectives of Interview:

1. To validate and support the quantitative findings.

2. To gather other inputs related to ethics and integrity at Perak Tengah District Office from

1980 onwards.

Respondents came from the three staff categories i.e. Management, Middle Management and

Support staff.

Category classification is based on the following:

- Management (Grade 41 and above)

- Middle Management (Grade 27-40)

- Support Staff (Grade 26 and below)

They also include those with professional qualifications and certificates.


Interviewees’ demographic details

i. 9 respondents have been interviewed; 2 management, 3 middle management and 4

support staff.

ii. Both management respondents are holding assistant district officer positions and have

average of 8-9 years of experience.

iii. The 3 middle management respondents have more than 15 years of experience as

administrators and hold positions that range from assistant administrators to assistant

accountants.

iv. The support staff respondents range from experienced operations assistant, chief clerk and

penghulu positions. Except for the operations assistant, the three respondents have

approximately 30 years of working experience.

v. All respondents are from Perak.

vi. Choice of respondents are based on position levels. They represent employees in the three

departments of Perak Tengah Office (i.e. Administration, Land Office and Rural

Development).


CHAPTER 2

RESULTS AND DISCUSSIONS


2.1 Demographic Findings and Analysis

(Sourced from questionnaire)


Respondents for Full Study

Items Seri Iskandar Kampung Gajah

Total number of staff 116 73

Total number of respondents 64 61

% of respondents 55.17 % 83.56 %

Total number of staff (Seri Iskandar +

Kampung Gajah) 189

Total number of respondents (Seri Iskandar

+ Kampung Gajah) 125

Overall % of respondents 66.14 %

66. 14% of the total employees at Perak Tengah District Office participated in the

survey.


Demographic Analysis

Gender a) Male : 55.2 % b) Female : 44.8%

Religion a) Islam : 99.2% b) Others : 0.8 %

State of origin a) Perak : 98.3 % b) Other State : 1.7 %

Place of upbringing

a) Rural : 41.7 %

b) Small Town : 50.0 %

c) City : 8.3 %

Respondents were more males compared with females (55.5% males and 44.8% females). 99.2%

are Muslims and 98.35 % came from Perak. 91.7% were brought up in the small towns and rural

areas.


Analysis by Age

6.510.5

2119.4

7.39.7

6.510.5

7.31.6

0 5 10 15 20 25

17-20

26-30

36-40

46-50

56-60

Age (%)

Approximately 66.5 % of respondents were of ages 17- 35 years. A major portion of the workforce

therefore belongs to Gen-Y group.

Note: Baby boomers - born between 1940-64. Gen-X - born between 1965-81. Gen-Y- born between 1982-2000

(Munusamy et al., 2009; Khalidah et al, 2010).


Analysis by Position

7.6

14.3

22.7

55.5

0

10

20

30

40

50

60

Management Professional MiddleManagement

Support

Position (%)

78.2% of total employees were in the middle management and support categories.


Analysis by Qualification

8.2

41.8

4.1

15.619.7

10.7

05

1015202530354045

Qualification (%)

Majority (41.8%) of employees hold SPM qualification while 19.7% hold diploma

qualifications.


Analysis by Household Income

19.5

48.8

19.512.2

0

10

20

30

40

50

60

Below RM1500 > RM1500 but<RM3000

> RM3000 but<RM5000

Above RM5000

Perc

en

tage

(%)

Average Family/Household Income (%)

48.8% of employees had an average household income of

RM1, 500-RM3, 000 per month.


2.2 Ethics Awareness Initiatives: Findings

and Analysis

(Sourced from questionnaire)


Results and Analysis

Effectiveness of awareness initiatives

No. Item/Statement Mean Std. Deviation

1

All initiatives and actions taken at my workplace to create

awareness on the importance of ethics and integrity are

effective and impactful

4.08 .826

2 I fully understand the concept and meaning of ethics and

integrity 4.11 .733

Mean score results show that Perak Tengah District Office employees have high understanding

the concept of ethics and integrity. They also perceive that awareness initiatives taken at the

workplace are effective.


Results and Analysis

Respondents’ suggestions to enhance ethics and integrity at the workplace

1. Integrity and ethics lectures and workshops at department/appropriate training

centres to create awareness and enhance ethics knowledge among employees.

2. Holistic approach to emphasize ethics and integrity. As a superior, he or she

has to be responsible to ensure that employees adhere to developed rules and

regulations.

3. Teamwork and cooperation to resolve problems.

4. Implementation of a computerized system to monitor staff attendance.

5. Employees have to be self-conscious on Akhirah.

6. To fully enforce the concept of reward and punishment without fear or favour.


Question 1:

103 (88%)

14 (12%)

0

20

40

60

80

100

120

Yes No

Type of media information on

the values of ethics and integrity

in the workplace (N=117)

No

Yes

Have you seen any type of media

information on the values of ethics and

integrity in the workplace? (Pernah kah anda melihat sebarang bentuk

media maklumat mengenai nilai- nilai etika

dan integriti ditempat kerja?)

88% of Perak Tengah employees have seen

media information on ethical values and

integrity at the workplace. Although majority

have seen the various types of media

information on ethics and integrity, despite

the observed posters and signages available,

there are staff who do not seem to be aware

with the information.


Question 2:

64

11 8 62 1 7

010203040506070

Type of the media information (N=125)

Social media

Brochure

Pamphlet

Signage

Website

Circular

Poster

If you have, what type of media information? (Jika pernah, dalam bentuk apa?)

Posters are the most visible form of media information, followed by circulars, websites and social

media. Majority (51.2 %) of the respondents are aware on ethics and integrity through posters.


Question 3:

91 (82.7%)

19 (17.3%)

0

10

20

30

40

50

60

70

80

90

100

Yes No

Superior reminds subordinates on

ethics and integrity while working

(N= 110)

No

Yes

Does your boss remind, through

various channels, the values of ethics

and integrity while working? (Adakah ketua anda memperingatkan

melalui pelbagai saluran tentang nilai-

nilai etika dan integriti semasa bekerja

(misalnya, surat pekeliling dan lain-

lain)?

82.7% of respondents view that superiors

have taken the initiative to remind

subordinates through various channels on

importance of ethics and integrity.


Question 4:

What are the examples of behaviour shown by superiors to remind subordinates on the

importance of ethics and integrity? (Apakah contoh perlakuan yang ditunjukkan oleh ketua itu untuk mengingatkan kepentingan etika

dan integriti?)

1. Compliance to procedures on punctuality at work and dressing code. Leadership by

example.

2. Through face to face communication and reminders to subordinates on ethics and integrity

- during courses, workshops and lectures

- speeches

- writing and postings in social media

- memos and circulars

- monthly meetings

3. Subordinates themselves express that superiors display the value of honesty.

4. Superiors encourage employees to read ethics related articles and news.

5. Superiors reward through performance appraisal subordinates who show good discipline

(e.g. punctuality).


Question 5:

94 (81.7%)

21 (19.3%)

0

10

20

30

40

50

60

70

80

90

100

Yes No

There are campaigns conducted on the

awareness of the importance of ethics

and integrity in the workplace (N=115)

No

Yes

Do you know that there are campaigns

conducted on the awareness of the

importance of ethics and integrity in the

workplace? (Adakah anda tahu bahawa terdapat

kempen-kempen yang dijalankan mengenai

kesedaran pentingnya etika dan integriti

ditempat kerja?)

81.7% of total respondents are aware on

ethics and integrity campaigns at the

workplace.


Question 6 :

53 (46.5%)

61 (53.5%)

0

10

20

30

40

50

60

70

Yes No

Involvement in the campaigns

conducted (N=114)

No

Yes

Are you involved in one of the campaigns

conducted? (Adakah anda terlibat didalam salah satu

kempen yang dijalankan?)

Only 46.5% of the total employees are involved

in the conducted campaigns. A substantial

number of employees are not involved in ethics

and integrity campaigns.


Question 7 :

56 (50%) 56 (50%)

0

10

20

30

40

50

60

Yes No

Reciting Integrity Pledge (N=112)

No

Yes

Do you recite the Integrity Pledge every

month? (Anda pernah lafazkan Ikrar Integriti

setiap bulan?)

Only half of the employees recite Integrity

Pledge every month. It seems to reflect

that commitment towards Integrity Pledge

has to be enhanced.


Question 8 :

Referring to Question 7, write down the Integrity Pledge below.

(Merujuk kepada soalan 7, tuliskan ikrar yang anda lafazkan dibawah.)

Only 10% of the respondents (i.e. 13 out of 125 respondents) wrote down the Integrity

Pledge as required in the questionnaire. Analysis seems to suggest that employees are

not familiar with Integrity Pledge for application and internalization at work although

they have heard about it. Conversely, we cannot rule out the possibility of

respondents’ unwillingness to write the Integrity Pledge on the provided questionnaire.


2.3 Ethics Awareness among Perak Tengah

Employees: Interview Findings, Analysis

and Discussions


Question 1: What do you understand by the concept of ethics?

Summary of Responses Analysis and Discussions

Attitude

Character and Behaviour

Goodness

Procedures as foundation to our actions

Many branches/perspectives

Moral values

Punctuality

Commitment

Action based on one’s values/character.

Action influences the way we work.

Accountability

All respondents have understood ethics as

individual’s attitude, character and moral

values.

Ethics is also related to individual

behaviour which leads to good action in

many aspects such as punctuality and

commitment.

It is suggestive that respondents have

considerable understanding on ethics.

However, few have linked it with

application of some principles that must be

followed; for example religious principles.


Question 2: What do you understand by the concept of integrity?


Honesty in work (work hours)

Responsibility and do not violate laws

Harmony, good relationship, trust,

cooperation among employees

management and public

Discipline and punctuality

Personal values

Being alert on changes of the

environment

Support my superior and the public

Character and dignity

Sincerity and doing good things

Image (jati diri)

Respondents have understood integrity as

synonymous with honesty, responsibility,

discipline, good values and as well as

good image (jatidiri) to uphold at the

workplace.

Individual integrity can be seen by one’s

actions while working.

Analysis shows that respondents have a

good understanding on the concept of

integrity.


Question 3: Explain the difference between these two concepts (ethics and

integrity) above?


Ethics- Attitude towards the surrounding, action and

discipline.

Integrity is from within. It relates to iman and

following of rules.

Not much difference between ethics and integrity.

Ethics relates to good things while integrity relates to

harmony and good relationship.

Ethics is punctuality.

Integrity - more towards positive actions and working

beyond expectations.

The difference between ethics and integrity - in terms

of sense of responsibility

Ethics and integrity is amanah (honesty).

Integrity relates to our own selves.

Ethics relates more to the consequences of our actions

on other people. Integrity leads to good ethics.

Ethics and integrity have to be related.

Some respondents have stated that ethics and

integrity are related while some have viewed

that there is not much difference between the

two concepts.

However, there are respondents who have

stated that ethics and integrity differ in terms of

concepts, individual actions and responsibility

that one upholds.

2 out of 9 respondents interviewed have not

been able to differentiate between the two

concepts.

Anaysis suggests that there is room to enhance

knowledge on ethics and integrity.


Question 4: From your opinion, what are the effective ways to create the

awareness of employees on the importance of ethics and integrity?


Organize consistently religious lectures (ceramah). Self-

consciousness and commitment to strive for rezq that is halal.

Instill the concept of work as a ritual/ ibadah.

Implement Integrity Pledge

Integrity Pledge to be read every month and internalized.

Integrity to be reemphasized in group session.

Ethics and Integrity courses

Knowledge sharing sessions

Leadership by example

Gotong royong

Counselling session for problematic cases

Enforce firm actions for problematic/disciplinary cases.

Immediate punishment. Reward and recognize good

employees.

There is consistency in responses. All seem to

suggest the same methods and activities to be

conducted as effective ways to create the

awareness of ethics and integrity at the

workplace.

Suggestions include organizing religious lectures

consistently, conducting integrity courses, team

building, gotong royong activities, implementing

and internalizing the Integrity Pledge and

conducting counselling sessions for problematic

employees.

Besides, giving reward and recognition to

excellent employees can help to raise the

motivation (semangat) and commitment towards

given tasks.


Question 4: From your opinion, what are the effective ways to create the awareness of

employees on the importance of ethics and integrity? (cont..)


Through enforcement and exposure to good ethics at the

workplace. Exposures include advice, visits to developed

kampungs to induce good values and good administration.

Also visits to Taiping Prison as a reminder and/or self

reflection on the possible consequences of committing

unethical acts.

Reintroduce Biro Tatanegara to develop self discipline,

responsibility and team work.

Initiatives which will encourage people to imbue collectivistic

values. Develop teamwork at office.

Courses on image building/jatidiri, teamwork, advise

employees and create awareness through slogans and posters.

Initiatives for self-realization (e.g. ceramah). Develop sense

of humility among employees.

Website, circulars and brochures are not very effective.

Varied responses from courses to site visits at

developed kampungs, reintroduction of Biro

Tatanegara, slogans, posters and enforcement

measures.

Initiatives for self-realization have also been

highlighted.

Respondents perceive that websites, circulars

and brochures are not effective ways to create

awareness of ethics and integrity among

employees.


Question 5: Are current initiatives sufficient and effective to create awareness on the

importance of ethics and integrity in Perak Tengah District Office? Give your opinion.


Current initiatives are impactful but not fully effective. Superiors

have to gather information on how to enhance ethics and

integrity.

Values such as commitment, public integrity, etc to be

reemphasized.

More initiatives are desired to change the attitudes e.g. through

new courses, religious talks (ceramah), advice and morning doa

to enhance knowledge and to refresh memory.

A lot of room for improvement through workshops, ceramah,

meetings and special programmes. More to be desired. It could

also be improved through internalization of Integrity Pledge.

Monthly meeting/ gathering with tazkirah.

Employees are encouraged to share their experiences.

Emulate the work values of the Japanese and South Koreans

through Look East Policy to instill/enhance work discipline.

Monitor employees’ performance, encourage open

communication. Punish the bad ones and expedite

implementation.

Despite current initiatives being impactful,

there is still room for improvement through

workshops, meetings and special

programmes.

Some examples or references may be made

to compare work ethics between other

nations such as Japan and Korea to enhance

discipline at work.

From the responses received, open

communication may be further encouraged

for employees to share their experience or

opinions.

Staff performance needs to be monitored by

superiors more effectively.


Question 6: What are the challenges faced in the process of creating the awareness on the

importance of ethics and integrity?


Difference in organizational culture between rural and urban areas.

Discipline is lacking at district level. One has to apply his/her

interpersonal skills to tackle these problems.

Integrity is a personal value within oneself and it’s difficult to build this

value.

Employees do not attend courses conducted on ethics.

Indifferent attitude of some employees.

Family matters affect work commitments.

Managing people is more difficult. Easier to manage female staff.

One’s attitude and opposition/resistance to change.

Dealing with the public is a challenge.

Employees nowadays do not have sense of urgency and commitment to

serve the public.

Employees are not sensitive to public needs.

There is clash of views and opinions between upper management and

support staff. Lack of teamwork among staff

Not many courses that are specially organized to address ethics and it is a

challenge to make employees internalize good moral values as this is an

individual responsibility.

Varied responses covering staff discipline, general

management and communication issues including

generation gap.

Staff discipline seems to be one of the major

challenges at Perak Tengah District Office.

Managing people, be it employees and also the

public seems to be another challenge.

Employees seem to resist change despite new

policies and guidelines introduced by the

government.

There is a problem of effective communication

between senior and younger employees. Younger

employees lack respect for senior employees.

Teamwork may be improved between

management and support staff.

People seem to work “in a silo”. There is lack of

coordination among departments to realize

common objectives.


Question 6: What are the challenges faced in the process of creating the awareness on the

importance of ethics and integrity? (Cont…)


Senior employees seem comfortable in their positions and do not seem to

support change.

Difficulties to cope with many new policies introduced by the government.

Employees have the ethics knowledge but to maintain consistency to be an

ethical person poses problem. Refresher courses needed.

Meetings do not regularly emphasize on ethics to further create awareness.

However, violation of ethics cases by an individual staff should not be

exposed in a meeting. Must be handled with confidentiality.

New/young employees are egoistic and refuse to take advice.

Young employees have many ideas and are quick at acting. However, they

unintentionally miss adherence to procedures.

Young ones have to understand those who had been in service since the

1970s and 1990s. Sense of respect lacking.

Generation gap issue.

Other challenges highlighted by Penghulus

Dealing with the poor people is also a problem because they reject change.

Too many rules that have been set up independently by government

agencies without linking their roles with other departments.

Although employees may have adequate knowledge

on ethics and integrity, there are indications whereby

these are not practiced at the workplace (since there is

lack of discipline, disrespect for seniors, etc).

There are not many courses on ethics to refresh

knowledge and enhance awareness. Many courses are

related to improving work functions.

Other issues and challenges highlighted during the

interview (from penghulus) :

The poor (Malays mostly) depends fully on

government agencies such as Baitulmal, Jabatan

Kebajikan Masyarakat, Kementerian Luar Bandar,

Felcra Seberang Perak etc to support them.

There is acute drug addiction problem among

youngsters at FELCRA Seberang Perak.

Government departments’ role in serving the public

must be consolidated and fine-tuned to increase

efficiency and effectiveness.

These agencies’ activities should be linked to avoid

duplication of tasks.


Question 7: What are the differences between current initiatives taken compared with

initiatives of 1980s, 1990s and early 2000?


Currently, social media has a big influence on ethics and

human values.

Difference in support on initiatives taken between

different levels of employees and positions.

There is a vast difference between 1980s, 1990s and 2000

onwards.

1990s onwards, integrity was being emphasized.

Awareness on the consequences of corruption and

unethical acts are emphasized.

Ethics requires one’s deep understanding and self-

consciousness to do good things. Generation Y has

different values.

Discipline problem was not a highlighted issue in the

1980s and 90s.

In the past, people were scared to do bad things. They

respect superiors. Nowadays, employees do not seem to

respect superiors like before.

Analysis suggests that there are considerable

differences in efforts taken to instill ethics and

integrity in the 1980s, 1990s and 2000 onwards. 1980s, ethics was not much emphasized although

there were campaigns introduced by the

government to create awareness on its

importance. Ethics began to be emphasized in the 1990s

onwards. More initiatives have been implemented

(for e.g. Look East Policy, Clean Efficient and

Honest, Islam Hadhari although they had been

introduced earlier).

From year 2000 onwards, integrity has been

emphasized. IIM was set up to spearhead the

emulation of integrity among the community at

large.



initiatives of 1980s, 1990s and early 2000? (cont...)


Nowadays, there are a lot of initiatives to enhance employee

relationships compared to before.

Lower work commitment compared to the 1980s and 90s.

Islamic values to be embedded.

1990s – Campaigns such as Look East Policy, Clean Efficient

and Honest, Islam Hadhari were implemented.

2000 onwards – IIM was set up. Tonggak 12 dalam

perkhidmatan, Dasar Pandang Timur, Piagam Pelanggan

1980s- People uphold principles. Work has to be done.

1990s – People were still ethical. Ethics became an issue in the

last 10 years.

Nowadays, discipline and communication problems exist.

Reasons: Rich family background and individualistic due to

influence of ICT.

Teamwork is not as strong as in 1980s and 1990s.

Young people do not know how to respect superiors.

Prior to 2000, there were not many initiatives. Nowadays, there

are many ways to create awareness.

In 1990s, technology usage not much. From 2000 onwards,

there are various mediums used to create awareness on ethics

and integrity.

The millennium saw the significant influence

of various mediums such as posters, emails

and social media (e.g. Whatsapp, Facebook,

Telegram, etc) in creating awareness on

ethics.

Islamic initiatives are also more than before

(1980s and 1990s). Many respondents view

that these efforts should be continued to

maintain the expected level of ethics and

integrity among staff.

In addition, efforts such the “Smile”

Campaign, “Kempen Anti Rasuah” and

“Integrity Pledge” gatherings are initiated by

Perak Tengah District Office as well as at

national level.



initiatives of 1980s, 1990s and early 2000? (cont...)


In the 1990s, there was more respect shown among employees. They

were willing to accept views and advice from others.

However, nowadays, there is lack of respect from young employees

especially for those who are less qualified but filling senior positions.

Before, there was time to learn but nowadays there is limited time to

learn.

Intiatives taken nowadays:

Kempen Senyum, Kempen Anti Rasuah, Integrity Pledge.

Websites though available are not used. Workshop, team building,

ceramah agama and tazkirah are good to internalize moral values. Also

through advice and reminders during monthly gatherings, doa

recitation

At the previous workplace, there were less number of initiatives to

embed ethics and integrity but nowadays there are more.

Inadequate compensation is perceived to be one of the reasons why

ethics is compromised among employees.

There is change in procedures compared to before.

In the 1990s, there were campaigns, but campaigns and slogans keep

changing.

Other issues/concerns raised during

interview:

Government jobs have become

stressful due to multitasking.

Flexi-time perhaps should be

introduced.

Government salary scheme and

compensation package to be reviewed.


Question 8: What do you read to enhance ethics and integrity?


Surah Yaasin.

Limited books read.

Newspapers such as Kosmo and Utusan Malaysia.

Pelan Integriti Nasional

Tonggak 12

The Malay Dilemma

AlQuran but mostly weekends.

Articles on Tokoh Islam

Books on motivation.

Ethics related postings in WhatsApp and Facebook.

Knowledge from a 1- month course organized by JPA

and UiTM.

Gathers information through socialization and

discussions with friends.

Limited readings are made to enhance ethics and

integrity although varied materials are read by

respondents.

Readings include AlQuran, Surah Yaasin, books

on motivation, newspapers (such as Kosmo and

Utusan Malaysia) reading materials on Tokoh

Islam.

Substantial materials have also been read though

social media postings in Whatsapp and Facebook.

Only one respondent stated that information on

ethics is gathered through socialization and

discussion with friends instead of reading books.

Respondents have also gathered knowledge

through course materials

.


2.4 Results and analysis: A comparison on initiatives

taken at Perak Tengah Office for awareness on ethics

and integrity: 1980 onwards

(Sourced from archived files at Arkib Negara, Cawangan Perak)


Objectives of Research conducted at Arkib Negara Malaysia,

Cawangan Perak from 19-26 December, 2014:

To validate interview responses on ethics awareness initiatives taken in the 1980

onwards (Question 7 of Interview).

To compare initiatives taken in the 1980s, 90s and 2000 onwards.

Methodology: Archived files from Arkib Negara Malaysia, Cawangan Perak,

Ipoh.


The initiatives taken to create awareness on ethics and integrity at Perak Tengah District

Office from 1980s to 2007

Year File name Medium of

information Issues highlighted Initiatives taken

1973 - 1988 Arahan Pejabat Circulars ‘Office discipline

Punctuality to

office

Fixed lunch and

tea breaks

Annual leave

Dress code

Name tag

Daily assigned

tasks and work-

flows

Discipline

Responsibility

Phone calls for

official use only

Office cleanliness

Employees need to fill up the record

card/travelling form when leaving the

office during office hours.

Set up of pantry in the office to reduce

tea time out of office. Employees were

allowed to eat during working hours at

office.

Superiors to record employees’

attendance to monitor staff movements

and exercise punishments for any

violation.

Wearing of attire that reflects good

image to serve the public and fulfil

religious requirements. Uniformed

staff to wear as instructed. ‘Batik’

dresses are encouraged to be worn on

Saturdays. Male employees to look

neat/smart with short hair.



Office from 1973 to 2007 (cont…)



1974 Fail Peribadi

Kakitangan A Circulars Integrity at

workplace

Course on ‘Dorongan Kakitangan’

has been conducted at Institut

Tadbiran Awam Negara, Malaysia.

A survey was conducted on the

agricultural land development project

at Parit. The respondent perceived that

the project has developed teamwork

and leadership, pertinent for its

effective and smooth implementation.

1979 Fail Peribadi

Kakitangan B Borang Ikrar

Perkhidmatan

Awam

Integrity at

workplace

Each employee at this time needs to

sign and recite the ‘Ikrar

Perkhidmatan Awam’ as well as

internalize it.






1979-1986 Pegawai

PTD,

Pegawai

Kerja

Questionnaire

on land

administration

problems

Newsletter

(Berita

Pentadbir, KDN

0624/79

Oktober, 1979

No.2/79)

Questionnaire

responses are as

follows:

- Lack of teamwork

- Lack of

responsibility

- Lack of

communication

Initiatives taken to

enhance work

effectiveness to

serve public -

professionalism

Course/workshops on leadership,

human relationships and teamwork.

Kursus Tingkatan Kanan PTD to

enhance the leadership skill of

District Officer.

Organize dialogue sessions with

upper management.

Work assessment and evaluations

(penilaian kerja)






1973 - 1983 Kelakuan dan

Tatatertib Circulars The need to adhere to the

dress code when an officer

sits for exams. Failure to

comply with rules and

regulation, will bar

employees from sitting the

exams.

Dress code at office

including hair.

Wearing of attire that reflects

good image to serve the

public and fulfil religious

requirements. Uniformed staff

to wear as instructed. ‘Batik’

dresses are encouraged to

wear on Saturday. Male staff

must have short hair to look

neat.

1984 - 1985 Mesyuarat untuk

menimbangkan

permohonan

ketua-ketua

kampong yang

ingin menunaikan

fardu haji.

Circulars Benefits to ketua kampung

for their social contribution

based on eligibility criteria.

Nomination of ‘Ketua

Kampung’ to perform Hajj

using fund from the state

government.






1982 - 1989 Fail Peribadi

Pegawai

Daerah

Circulars and

minutes of

meeting

Leadership skill

Teamwork

Religious matters

Leadership, teambuilding and

religious courses were conducted at

district level. Also organized by Biro

Tatanegara, Jabatan Perdana Menteri.

Workshop among Perak District

officers was conducted to discuss on

issues related to the development of

each district as well as to promote

teamwork among district officers

through sports activities and friendly

matches.

District officers are reminded to

initiate open/direct communication

with department heads and other

employees to discuss arising matters

within each department.






1993

( Note: Perak

Tengah

District

Office

shifted from

Parit to Seri

Iskandar)

Mesyuarat

Jawatankuasa

Penyelarasan

Kompleks

Pentadbiran

Daerah,

Bandar Seri

Iskandar

Minutes of

meeting

Lack of cleanliness in

office

Lack of discipline and

responsibility to

perform quality work.

Lack of respect

towards the public.

Religious classes to be conducted once a month.

Monthly gathering called Q Assembly with

employees of Perak Tengah District Office and all

other departments serving the district. E.g. JPS,

JKR, Pejabat Agama, Majlis Daerah, Pejabat

Kebajikan , Pejabat Perpaduan, Pejabat Veterina,

Pejabat Perikanan, Polis, Bomba, Kesihatan

Kesihatan, etc.

Activities during the Q assembly were:

Establishment of Choir group for whole

complex.

Parade command

Aerobic (twice a month)

Gotong Royong

Open Day with exhibitions from various

departments.

Appointment of RELA to be responsible for

managing ‘Riadah’/ recreation activities.

Training of receptionists to enhance

communication skills while handling the public.






1996-1998 Mesyuarat

Kualiti

Peringkat

Operasi

Minutes of

meeting

The minutes emphasize on

teamwork among

employees and encourage

record keeping on

employee work

accomplishments.

Employees need to

develop respect for each

other and to collectively

solve problems through

discussions and sharing of

views.

Employees’ discipline is

satisfactory and employees

are reminded to obey the

rules and regulations to

maintain the good image

of the department/ district

office.

Set up of ‘Task Force’ to ease

works as well as ensure

employees acquire the

knowledge and experience they

need in their specific work areas.






1998 Mesyuarat

Membincangkan

Kod Etika

Jabatan

Minutes of

meeting Establishment of ethics code by SUK Perak

Office, disseminated to all district offices as a

guide for employees while performing their

office tasks and interactions with the public.

(Refer Appendix 5)

2000 -

2003 Minit

Mesyuarat

JKKK Daerah

Kecil Kg.Gajah

Minutes of

meeting The minutes mostly reported on safety

and maintenance/ rectification works in

the specific kampong areas around Kg.

Gajah.

Set up of specific JKKK sub-bureaus to be

responsible for activities in the kampungs,

such as health, security, religious based

initiatives, education and youth, culture and

sports.

These activities are under the supervision of

the penghulus.

2007 Minit

Mesyuarat

JKKK Bota

Minutes of

meeting The minutes reported on approval of

road construction at certain areas,

successful organization of Hari Raya

celebrations and welfare aspects

(financial support given to single

mothers, orphans and the handicapped).

Rampant burglary cases reported.

- do-


A comparison on initiatives taken to create awareness on ethics and integrity at Perak

Tengah Office (From Archived Files)

1980s 1990s 2000 onwards

Employees need to fill up the record

card/travelling form when leaving the office

during office hours.

Set up of pantry in the office to reduce tea time

out of office. Employees were allowed to eat

during working hours at office.

Superiors to record employees’ attendance to

monitor staff movements and exercise

punishments for any violation.

Wearing of attire that reflects good image to

serve the public and fulfil religious

requirements. Uniformed staff to wear as

instructed. ‘Batik’ dresses are encouraged to be

worn on Saturdays. Male employees to look


Course/workshops on leadership, human

relationships and teamwork.

Kursus Tingkatan Kanan PTD to enhance the

leadership skill of District Officer.

Organize dialogue sessions with upper

management.

Work assessment and evaluations (penilaian

kerja

Religious classes to be conducted once a month.

Monthly gathering with employees of District

Office and all other departments serving the

district example - JPS, JKR, Pejabat Agama,

Majlis Daerah, Pejabat Kebajikan , Pejabat

Perpaduan, Pejabat Veterina, Pejabat Perikanan,

Polis, Bomba, Kesihatan Kesihatan, etc.

Activities included during the Q assembly are:

Establishment of Choir group for whole complex.

Parade command


Gotong Royong

Open Day with exhibitions from various

departments.

Appointment of RELA to be responsible for

managing ‘riadah’/ recreation activities.

Training of receptionists to enhance

communication skills while handling the public.

Setup up a ‘Task Force’ to ease works as well as

ensure employees acquire the knowledge and

experience needed in their specific work areas.

Establishment of ethics code by SUK Perak

Office, disseminated to all district offices as a

guide for employees while performing their office

tasks and interactions with the public.

Set up of specific JKKK sub-bureaus to be

responsible for activities in the kampungs,

such as health, security, religious based

initiatives, education and youth, culture

and sports.

These activities are under the supervision

of the penghulus.

Note: 1. JKKK is the acronym for Jawatankuasa

Keselamatan Kampung 2. JKKKs were established under the Tun Razak

era to assist in poverty eradication in 1970s.

However, archival data only highlighted JKKK

meetings in 2000 onwards due to limited file at

Arkib Negara Perak.


More ethics awareness initiatives: Slogans used in official letters

Year Slogan Analysis

1980 1981 1982 1983 1984 1985 1986 1987 1988 1989 1993 1994 1998 2000 2014

Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara Berkhidmat Untuk Negara, Beribadat Untuk Allah S.W.T Berkhidmat Untuk Negara Berkhidmat Untuk Negara Khidmat Mesra Dan Berkualiti Khidmat Mesra Dan Berkualiti Berkhidmat Untuk Negara Khidmat Mesra Dan Berkualiti Berkhidmat Untuk Negara

There is consistency in the usage of

slogan used from 1980 onwards. Most of

the time, a general slogan” Berkhidmat

Untuk Negara” has been used in

government letters and circulars,

reflecting a commitment of government

employees to serve the nation at large. “Khidmat Mesra Dan Berkualiti” had

been used from 1993-2000 to signify the

emphasis on serving customers efficiently

with respect. There is also an indication that work is to

be associated with religious commitment

through the slogan “Beribadat Untuk

Allah SWT, introduced in 1987.”


2.5 Awareness Initiatives on Ethics and

Integrity: Comparison between Interview

and Archived Data


Ethics Awareness Initiatives: A Comparison between Interview and Archived Data

Interview data (Question No.7) Archived data

1980s • A lot of courses to enhance work

productivity and circulars to remind

employees.

• Emulation of Japanese work values

through Look East Policy

• Teamwork was strong

• People uphold principles. Work has to be

done.

• Discipline problem was not a highlighted

issue.

• Employees need to fill up the record card/travelling form

when leaving the office during office hours.

• Set up of pantry in the office to reduce tea time/out of

office. Employees were allowed to eat during working

hours at office.

• Superiors to record employees’ attendance to monitor

staff movements and exercise punishments for any

violation.

• Wearing of attire that reflects good image to serve the

public and fulfil religious requirements. Uniformed staff

to wear as instructed. ‘Batik’ dresses are encouraged to

be worn on Saturdays. Male employees to look


• Course/workshops on leadership, human relationships

and teamwork.

• Kursus Tingkatan Kanan PTD to enhance the leadership

skill of District Officer.

• Organize dialogue sessions with upper management.

• Work assessment and evaluations (penilaian kerja)




1990s • Continuation of Look East

Policy

• Ethics awareness campaigns

such as “Clean Efficient and

Honest, etc.

• Implementation of Islam

Hadhari

• Teamwork was strong.

• People were still ethical.

• Discipline problem was not a

highlighted issue.

• Religious classes to be conducted once a month.

• Monthly gathering with employees of District Office and all other

departments serving the district example - JPS, JKR, Pejabat Agama,

Majlis Daerah, Pejabat Kebajikan , Pejabat Perpaduan, Pejabat

Veterina, Pejabat Perikanan, Polis, Bomba, Kesihatan Kesihatan, etc.

Activities included during the Q assembly were:

Establishment of Choir group for whole complex.

Parade command


Gotong Royong

Open Day with exhibitions from various departments.

• Appointment of RELA to be responsible for managing ‘riadah’/

recreation activities.

• Training of receptionists to enhance communication skills while

handling the public.

• Set up up a ‘Task Force’ to ease works as well as ensure employees

acquire the knowledge and experience needed in their specific work

areas.

• Establishment of ethics code by SUK Perak Office, disseminated to all

district offices as a guide for employees while performing their office

tasks and interactions with the public.




2000 onwards

• Establishment of IIM (Institut Integriti

Malaysia, 2004) • Pelan Integriti Nasional • Websites , social media (e.g: Facebook,

WhatsApp) • Campaigns such as Kempen Senyum,

Kempen Anti-Rasuah, Integrity Pledge. • Piagam Pelanggan • Tonggak 12 dalam perkhidmatan • Courses , workshops and seminars • Islamic based initiatives : ceramah,

tazkirah, Doa Recitation

• Set up of specific JKKK sub-bureaus to be

responsible for activities in the kampungs, such as

health, security, religious based initiatives, education

and youth, culture and sports.

• These activities are under the supervision of the

penghulus.

• Limited archived data available for 2000 onwards.

Note: A lot of data have been collected through

interview compared with archives. Files may still be

active at district level.


Ethics and Integrity Awareness Initiatives: Perak Tengah District Office:

Documentary Sources (Files)

Documentary Sources from Perak Tengah District

Office Documentary Sources from Perak Tengah

District Office

2000

onwards SERI ISKANDAR OFFICE FILES

• 2009 - Set up of Jawatankuasa Integriti dan Tadbir Urus

(JITU).

From JITU minutes of meetings, • Islamic- based initiatives organized at Perak Tengah District Office. • Minutes also highlighted that campaigns such as Penerapan Nilai-

Nilai Islam, Gangguan Seksual dan Perilaku Tatatertib had been

conducted at District Office Perak Tengah with participation of all

staff. • Earlier minutes seem to focus on other themes such as customer

services, work procedures and legality. • A booklet entitled, Gerakan Pemantapan Keutuhan Sistem

Pengurusan Pentadbiran Kerajaan Malaysia, Penubuhan

Jawatankuasa Integriti dan Tadbir Urus, published by Jabatan

Perdana Menteri Malaysia on 3rd

June 2014 was distributed to all

government department and agencies. • The theme “Membina Pemuafakatan Dengan Pihak

Berkepentingan” emphasizes on network of professional

communication between public civil servant and interest groups

(Pihak Berkepentingan) including the community at large.

SERI ISKANDAR OFFICE FILES

• Perak Tengah District Office employees have also

attended integrity- related courses organized by SPRM. • Mesyuarat Ketua Bahagian Unit Pejabat Daerah dan

Tanah Perak Tengah - emphasis more on operational

matters and quality services.

• Majlis Bersama Jabatan (MBJ) - File

PDPK.Tengah.A620 JLD.5. - meeting to enhance

employee- employer relationships. • Majlis Bersama Jabatan (MBJ) PD.PK.TGH.A 6/20

JLD.4 (2012). MBJ 2011 – two levels of meetings i.e all

staff and management staff. Staff performance, benefits

and facilities are discussed.

Note: These have been sourced from active and closed files at Perak

Tengah Office from 16-27 October 2014.


Ethics and Integrity Awareness Initiatives: Perak Tengah District Office:

Documentary Sources (Files)

Documentary Sources from Perak Tengah

District Office Documentary Sources from Perak Tengah

District Office

2000

onwards SERI ISKANDAR OFFICE FILES • “Perhimpunan Bulanan” is initiated at district level once a month

whereby the Integrity Pledge will be recited by all staff. • The D.O will remind employees on responsibility to the public

avoid corruption and be mindful on work time management. • A file reference number P.D.PK.TGH.(A) 1/256 entitled

Mesyuarat Jawatankuasa Integriti dan Tadbir Urus (JITU)

contains a consolidated booklet “ Atas Arahan Perdana Menteri

No.1 2014 Gerakan Pemantauan Keutuhan Sistem Pentadbiran

Kerajaan Malaysia (JITU) by JPM as well as a Unit Integrity

Agency Report (Laporan Unit Integriti Agensi) which imposes

all government agencies to set up an integrity unit based on

Pekeliling Perkhidmatan Bilangan 6 Tahun 2013 : Penubuhan

Unit Integriti di Semua Unit Awam. Note: These have been sourced from active and closed files at Perak

Tengah Office from 16-27 October 2014.

KG. GAJAH OFFICE FILES

• Fail Mesyuarat Ketua-ketua Unit PKDJ 30/2005 -minutes of meetings

2005 - Chairman’s reminders on discipline and punctuality. 2007 - Operational issues and efficiency. 2010 - Emphasis on Public image, discipline and 5S

principles. 2011 onwards - Integrity and quality being emphasized. 2012 - Minutes of meetings appear to focus on quality

initiatives to fulfill the requirements of MS ISO 9001:

2008. 2014 - Emphasis on quality, innovation, creativity

competitions (Kumpulan Kreatif dan Innovatif (KIK)).

August 2014: Appointment of new D.O. Reminders on the

importance of teamwork, punctuality at the workplace,

(attendance at 8.00 a.m and leave office at 5.00 p.m.)

• Mesyuarat Jawatankuasa Keutuhan Tadbir Urus

(JKTU) Substantial ethical issues were highlighted and discussed.

• Mesyuarat Bersama Jabatan (MBJ) - participation from

all levels of staff. Employee benefits were discussed. E.g.

uniform, allowances, etc as employees’ rights. Analysis

also show emphasis on occupational health and safety at

work.


Overall Analysis and Discussions There are considerable differences in efforts taken to instill ethics and integrity in the 1980s, 1990s

and 2000 onwards.

In 1980s, ethics was relatively less emphasized although there were awareness campaigns

introduced by the government. Interview data suggest employees uphold ethical principles such as

“work has to be done.” Teamwork was strong, driven by the society’s collectivistic values. A lot of

initiatives taken relate to office discipline.

Ethics began to be emphasized in the 1990s onwards. More initiatives had been implemented.

From interview data, employees were aware of ethics but discipline and communication problems

existed.

From year 2000 onwards, integrity has been emphasized. Many initiatives have been initiated by

Perak Tengah Office based from interview as well as documentary sources. IIM was set up in 2004

to spearhead the emulation of integrity among the community at large.

The millennium saw the significant influence of various other mediums to create awareness on

ethics and integrity such as posters, emails and social media (e.g. WhatsApp, Facebook, Telegram,

etc).

More Islamic initiatives have also been implemented from 2000 onwards compared with the 1980s

and 1990s, seen through archival and documentary sources as well as interview data. From the

interview data, many respondents have viewed that these efforts should be continued to maintain

the expected level of ethics and integrity among Perak Tengah Office staff.


CHAPTER 3

HIGHLIGHTS, CONCLUSIONS AND

RECOMMENDATIONS


Highlights of Overall Study Findings

Mean score analysis has shown that Perak Tengah District employees have a considerably good

understanding and awareness on ethics and integrity.

Employees also perceive that awareness initiatives at the workplace are effective and should be

continued. This finding is consistent with interview data analysis.

However, there is a need to further develop ethics awareness programmes such as courses, workshops

and seminars at district level to sustain awareness and internalization of good values.

Interview data also seems to suggest a priority need to enhance ethical values of young employees to

improve the communication gap and sense of respect between senior and junior employees.

A considerable number of initiatives have been conducted by Perak Tengah District Office to create

employees’ awareness on ethics and integrity, largely driven by directives and circulars from the

State Secretariat from 1980s and 2000 onwards.

Posters are the most visible/effective form of media information, followed by circulars, websites and

social media.

Many of the initiatives taken in the 1980s and 1990s are still implemented nowadays to sustain

employees’ awareness on ethics and integrity. These initiatives should be continued to strengthen

spirituality among Perak Tengah employees.


Comparative analysis on initiatives taken in the 1980s, 1990s and 2000 onwards have shown that

they are varied and largely influenced by changes in government initiatives and policies, human

values and environmental factors ( such as economic factors, globalization and ICT developments).

More awareness initiatives have been taken in 2000 onwards compared with 1980s and 1990s.

The following intiatives at Perak Tengah Office should be continued:

- Team building/gotong royong activities

- Communication initiatives to strengthen employer-employee relationships e.g. meetings

involving all levels of employees, dialogues, etc.

- Religious lectures tazkirah, etc.

- Enforcement and exposure to good ethics at workplace including counselling.

- Internalization of Integrity Pledge

Findings seem to suggest that more in-house courses/workshops/seminars need to be organized to at

district level to develop further understanding /knowledge on ethics and integrity.


Conclusions

This study has found that a myriad of impactful initiatives have been implemented by Perak

Tengah District Office to instill awareness on ethics and integrity among the workforce.

Although numerous awareness initiatives have been continuously initiated from the 1980s till

date, discipline and employer-employee relationships remain as major challenges.

The success and effectiveness of these initiatives largely depend on employees’ receptiveness

and self- conscience to apply ethical knowledge and principles, be it at the workplace or in life.

Individuals themselves must have strong realization and commitment to promote goodness,

avoid evils and uphold justice.

Ethics and integrity are developed through upbringing, socialization, culture, self reflections and

religion (Shaw, 2007, Khalidah et al., 2014).

Comparative analysis by the decade (i.e. 1980s, 90s and 2000 onwards), based on Perak Tengah

District Office’s archival and documentary sources have found that the focus on ethics and

initiatives taken differ during the periods, largely influenced by changes in government

initiatives and policies, human values, environmental factors as well as change in leadership.


1980s saw a focus to instill awareness on discipline at work. Consequently, while Malaysia was

embarking on industrialization policy, 1990s saw more rigorous efforts to embed ethics while at

the same time, productivity and efficiency concepts became the driving force at the workplace.

The wake of the millennium featured special focus on integrity as a value to be internalized as

the Malaysian society progresses to be a developed nation by 2020. This period also saw more

Islamic-based initiatives to enhance internalization of good moral values among the public

sector employees in addition to enforced institutional/ legal arrangements for malpractices to

sustain good governance.

Social media has also been used as an effective communication medium to imbue ethics and

integrity, facilitated by ICT advancements as globalization becomes a common feature of the

21st Century.

The public sector, with majority Malay employees is created to efficiently serve the rakyat.

Being a social institution, it is always open to public scrutiny and assessment. Therefore, ethics

and public sector integrity have to be continuously emphasized in government administration. It

involves self- consciousness and internalization of moral values to serve the community at large

as a khalifah on earth.


Future studies may investigate the public’s perception on the public sector employees’ ethics

and integrity after all the efforts taken to shape an ethical workforce. Such studies will provide

an insight to Perak State government on the quality of public services at district level.

In addition, a study may need to be conducted to revise the compensation package of low

income employees at state as well as national levels.

A policy on flexi-time and job sharing is proposed to be developed and implemented at the state/

national level.


Recommendations for Perak Tengah District Office and

Perak State

Based on the highlights of the study, the following initiatives are further recommended to

sustain/enhance Perak Tengah District Office employees’ awareness and internalization of ethics

and integrity:

Every employee to take turns to lead doa recitation through PA system every morning at Seri Iskandar and

Kampung Gajah branches.

A 10-minute daily gathering of staff at departmental level to collectively recite Integrity Pledge before office

hour commences. All employees are to be rotated to lead the recitation. The department head to give a short

“tazkirah” before work commences. Soft reminders on ethics may also be included.

Before office ends at 5 p.m., employees gather again for a short 5 minutes meeting, led by the department

head to acknowledge everyone’s contributions, followed by doa for another rewarding day ahead.

A monthly gathering of employees to recite Integrity Pledge at branch/district level. During this session, an

employee is identified to share his/her experience on ethical issues or problems at work and questions will be

invited from the attendees. Attendance of all employees is compulsory.

Regularly scheduled dialogues at district level on a quarterly basis to jointly deliberate on ethics and

integrity issues. Invite relevant speakers such as from SPRM, IIM and IKIM representatives to deliver short

lectures.


IKIM.fm to be played during office hours through P.A system at identified times e.g. 10 - 12 noon and/or 3-

4 p.m.

Organize usrah groups on weekly basis within departments.

Head of departments/units to continue reminding subordinates on the importance of work ethics while

playing their roles as effective leaders.

The following recommendations are made for the Perak State Government to enhance policy

development and implementations:

1. Income Structure and its Implications

Study findings have shown that a major portion of civil service employees at Perak Tengah District Office

are in the low income category. 68.3 per cent of the workforce are earning a household income of

RM3, 000 and below. As desperation may be a factor for employees to compromise work ethics and

integrity, a comprehensive study on the government salary system, especially the low income categories

may need to be initiated jointly between the State and Federal government for social justice.

Information has also been gathered from this study that employees at all levels are involved with some

form of business to cope with the overall rising cost of living expenses experienced in Malaysia today.

Noted that this is an unethical act, yet it may be justified for survival considering the challenges faced to

cope with increasing cost of living, be it in the urban and rural areas.


2. Women at Work and Progress in Information and Communication Technology

This study has also found that almost 45 per cent of the Perak Tengah District Office workforce are

women, a scenario that may be representative of other government departments within the state, not to

mention the Malaysian workforce at large (refer Khalidah et al., 2014 pp.229).

Information and communication technology has facilitated some administrative jobs to be conducted from

home with employers’ trust among employees, seen as a common feature in the private sector. Jobs are

monitored based on set key performance indicators.

In view of the increasing cost of living and new demographic developments within the current human

resource management environment, we would like to recommend for a policy to be developed to promote

flexible time and job sharing at government departments.

3. Devolution: Promote decentralization of functions

Ethics initiatives should be decentralized rather than “centrally driven” by the State or Federal

Government (Note: This research also found substantial ethics-related circulars, booklets and information

from minutes of meetings on courses/workshops initiated by the State Secretariat/Federal Government).

The millennium saw a relatively higher degree of centralization of activities in government functions for

good governance compared with 1970s, 1980s and early 1990s.

However, to encourage empowerment for efficiency and effectiveness, there should be more delegation

of authority between the State and district offices to conduct ethics related initiatives including courses,

workshops, etc.

Perak State government to continue supporting more decentralized ethics initiatives at district offices to

enhance employees’ awareness, hence, leading to internalization of ethical values, pertinent for the

realization of Perak Amanjaya Plan and Vision 2020.


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18. Stanwick, P.A and Stanwick, S.D. (2009). Understanding Business Ethics, New Jersey: Pearson

International Edition.

19. Syed Husin Ali (2008), Ethnic Relations in Malaysia – Harmony and Conflict, Strategic Information and

Research Development Centre, Vinlin Press Sdn Bhd., Selangor, Malaysia.

20. Syed Othman and H.G. Aidit, Islamic Values and Management. Kuala Lumpur, Malaysia. Institute of

Islamic Understanding Malaysia (IKIM), 1994.


MEMORIES WITH

PERAK TENGAH DISTRICT OFFICE

AND

INSTITUT DARUL RIDZUAN (IDR)


Memories with Perak Tengah District Office Seri Iskandar


Memories at Perak Tengah Seri Iskandar Seri Iskandar

Office.


Memories at Kg Gajah Office


Memories at Institut Darul Ridzuan


APPENDICES

1. Letters to seek approval to conduct research at Perak Tengah District Office

2. Sample of posters and signages at Perak Tengah District Office

3. Sample of questionnaire

4. i. Structured questions for interview

ii. Detailed summary of responses from interviewees

5. Evidences from archived files on ethics related initiatives at Perak Tengah

District Office – letters, circulars, etc.

6. Integrity Pledge


Appendix 1:

Letters to seek approval to conduct research at

Perak Tengah District Office


Appendix 2:

Sample of posters and signages at Perak Tengah

District Office


Appendix 3:

Sample of Questionnaire


Appendix 4:

i. Structured Questions for Interview

ii. Detailed Summary of Responses from

Interviewees


Structured Questions for Interview

1. What do you understand by the concept of ethics?

(Apakah yang anda faham dengan konsep etika?)

2. What do you understand by the concept of integrity?

(Apakah yang anda faham dengan konsep integriti?)

3. Explain the difference between these two concepts (ethics and integrity) above?

(Terangkan perbezaan antara dua konsep (etika dan integriti) di atas?)

4. From your opinion, what are the effective ways to create the awareness of employees on the

importance of ethics and integrity?

(Pada pendapat anda, apakah cara- cara untuk menyedarkan kakitangan awam mengenai pentingnya

pengamalan nilai- nilai etika dan integriti?)

5. Are current initiatives sufficient and effective to create awareness on the importance of ethics and

integrity in Perak Tengah District Office? Give you opinion.

(Adakah inisiatif yang dilaksanakan setakat ini berkesan untuk menyedarkan kakitangan awam mengenai

pentingnya pengamalan etika dan integriti di Pejabat Daerah dan Tanah Perak Tengah? Beri pendapat

anda.)

6. What are the challenges faced in the process of creating the awareness on the importance of ethics

and integrity?

(Apakah cabaran- cabaran yang dihadapi dalam proses untuk menerapkan kesedaran mengenai

pentingnya nilai-nilai etika dan integriti?)

7. What are the differences between current initiatives taken compared with initiatives of 1980s, 1990s

and early 2000?

(Apakah perbezaan di antara inisiatif-inisiatif yang telah dijalankan di masa kini berbanding tahun

1980an, 1990an dan awal tahun 2000?)

8. What do you read to enhance ethics and integrity? (Apakah yang anda baca untuk meningkatkan etika dan integriti?)


Appendix 5:

Evidences from archived files on ethics related

initiatives at Perak Tengah District Office –

letters, circulars and selected minutes of meetings


Appendix 6:

Integrity Pledge


-End of report-

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