978 3 319 57478 3

KNOWLEDGE
CREATION IN
PUBLIC
ADMINISTRATIONS
Innovative Government in
Southeast Asia and Japan
Edited by
Ayano Hirose Nishihara
Masaei Matsunaga
Ikujiro Nonaka
Kiyotaka Yokomichi
Knowledge Creation in Public Administrations
Ayano Hirose Nishihara · Masaei Matsunaga
Ikujiro Nonaka · Kiyotaka Yokomichi
Editors
Knowledge
Creation in Public
Administrations
Innovative Government in Southeast Asia and Japan
Editors
Ayano Hirose Nishihara Ikujiro Nonaka
Department of Global Business, Hitotsubashi University
College of Business, Rikkyo University Tokyo, Japan
Tokyo, Japan
Kiyotaka Yokomichi
Masaei Matsunaga National Graduate Institute for Policy
Infrastructure and Studies
Peacebuilding Department Tokyo, Japan
Japan International Cooperation
Agency
Tokyo, Japan
ISBN 978-3-319-57477-6 ISBN 978-3-319-57478-3 (eBook)

DOI 10.1007/978-3-319-57478-3
Library of Congress Control Number: 2017943634
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Foreword
Countries in Asia, including those of the ASEAN group, have undergone

enormous changes over the last three decades, but remain confronted
with many economic, political, and social policy challenges. Public sec-
tor reforms are crucial for their achievement of sustainable economic
and social development. Unfortunately, we cannot say with confidence
that the public sectors of these countries have developed the capacity to
meet the many challenges that they face. Nor can we say for sure that the
efforts that have been made so far in respect of public sector reforms,
which have often been informed by the New Public Management
(NPM) paradigm, have been highly successful.
This book is an attempt to revisit the concepts of public sector reform
and government innovation, in light of the new theoretical perspective
of Knowledge Creation. This theory is built on the insights provided by
Professor Emeritus Ikujiro Nonaka of Hitotsubashi University, Japan
from his extensive study of Japanese companies. Case studies included
in this book examine public sector reforms in four ASEAN countries;
Indonesia, the Philippines, Thailand, and Vietnam, as well as in Japan.
These show that Nonaka’s SECI model, which focuses on the process
of knowledge creation, the Middle-Up-Down management style typi-
cal of resilient organizations, and the Phronetic leadership approach,
which emphasizes six of the abilities required of a good leader, is useful
for understanding public sector development in ASEAN countries and
in Japan. It is also useful in addressing such issues as capacity building,
v
vi Foreword
organizational innovation, and enhancement of response capability in

public organizations.
This book, together with its companion, Knowledge-Creating
Communities: A New Paradigm for Community Development, is an out-
come of the research project “Case Study and Modeling of Organization
Management in Southeast Asia.” This was a joint project carried out
by the Japan International Cooperation Agency (JICA), the Graduate
School of International Corporate Strategy at Hitotsubashi University,
and the National Graduate Institute for Policy Studies (GRIPS), between
March 2013 and September 2015.
I am confident that this book will contribute to our understanding of
leadership and management in the public sector of Asian countries, and
that it will provide insights for a new theory of public administration in
Asia and beyond.
Takashi Shiraishi
Former President
National Graduate Institute for Policy Studies
Tokyo, Japan
Preface
The intent of this book is to present a new paradigm of leadership and

management in public administration, especially at the national, regional
and municipal levels, that operationalizes organizational transformation
and policy reforms grounded in the knowledge creation theory of man-
agement.
In the recent past, national, regional and municipal administrations in
many countries have striven to accelerate their organizational transforma-
tion, policy reform and/or institutional change processes, to react to the
increasingly volatile and uncertain external environments they find them-
selves having to face. How public administration can be more innovative
and effective in coping with societal issues has become truly critical for
any country, and this fact has led to intensified inquiries into new ways
of managing these entities. The practices holistically conceptualized as
“New Public Management” have been earnestly adapted from the West
since the turn of the new Millennium, but have generally fallen short of
facilitating the much needed innovation in policies and administrative
reforms in the adopting countries of the Asia Pacific.
In their 2012 bestseller “Why Nations Fail—The Origins of Power,
Prosperity and Poverty,” Acemoglu and Robinson (2012) argued that
the success of a nation depends on establishing inclusive economic and
political institutions. Through intensive research, they concluded that
together with an open and fair government system, inclusive institu-
tions create potent momentum towards economic growth, by encourag-
ing investment, harnessing the power of markets and generating broad
vii
viii Preface
political and economic participation. The existence of such institutions

within open and fair political, economic and legal systems means that cit-
izens are free to conduct their own economic activities and may even vol-
untarily seek to collaborate with each other. Collaboration facilitates the
integration of knowledge, which in turn results in innovation. On the
contrary, in what is called an “extractive” social system, society struggles
to combine its existing knowledge, hindering opportunities for innova-
tion.
Their findings and arguments are persuasive; nevertheless, readers
are left with open questions in relation to the crucial processes through
which an inclusive institution emerges, and the role of public adminis-
tration in these processes. What we try to offer by grounding our work
in knowledge-based management theory is a theoretical framework that
clarifies these processes in the current context of Southeast Asia and
Japan. By focusing on the dynamic processes of knowledge creation for
the purpose of solving societal issues, we assume that we may be able to
understand the major factors that facilitate or impede institutions’ trans-
formative processes.
With a view to finding alternative management approaches for pub-
lic administrations, scholars in four Southeast Asian countries (Indonesia,
Philippines, Thailand, and Vietnam) and Japan formed a joint research
project in 2013 within the existing collaboration between the Japan
International Cooperation Agency (JICA), the National Graduate
Institute for Policy Studies (GRIPS), and the Graduate School of
International Corporate Strategy, Hitotsubashi University (Hitotsubashi
ICS). This project took advantage of the 10 years of joint studies
between JICA and Hitotsubashi ICS. The project’s intention was to
identify factors that affect the effectiveness or the performance of pub-
lic administrative bodies by determining whether the knowledge-based
management theory used in the private sector is also applicable to public
sector management.
Within the scope of this project, the researchers from the five coun-
tries conducted intensive case studies on the innovative processes of pub-
lic organizations at national, regional, municipal, and community levels.
This work has identified important cases of reform in various national,
regional, and municipal administrations, as well as in relation to com-
munity development. In this book, we focus on those innovative pub-
lic administrations. Its sister book, Knowledge-Creating Communities: A
New Paradigm for Community Development, focuses on the knowledge
Preface ix
creation process in community development that leads to the transforma-

tion of mindsets and actions within a community.
However, the two books share the same theoretical foundation—the
knowledge creation theory of management—and similar hypotheses
and purposes. These are to: (1) promote these distinguished case stud-
ies from the five countries as exemplars in solving societal issues within
diverse contexts; (2) discuss how critical knowledge creation processes
are formed in public administrations, and what affects these processes—
effectiveness in explaining the phenomena—using these case studies; and
(3) to present the implications of this research on practices for public
sector organizations derived from knowledge-based management theory.
In Chap. 1, the basic concepts and frameworks of knowledge-based man-
agement theory are presented. These are: the SECI model, the concept
of Ba, the concept of middle up-down management, the structure and
response of the dynamic fractal organization, and phronesis (wise lead-
ership). Chapters 2–9 present case studies of innovative public admin-
istrations, starting from the municipal level, and progressing through
regional and national levels of administration. The chapters are divided
into four parts, and the title, name of leading author and brief introduc-
tion of each case study are as follows:
Part I: Knowledge Creation in Municipal Administrations
Chapter 2: Belmonte and Quezon City (Philippines)

Eduardo T. Gonzalez, Professor of Center for Integrative Development
Studies, and Zita Concepcion Calugay, Assistant Professor, National
College of Public Administration and Governance, University of the
Philippines.
• This case study is about the redevelopment of a city in the metro-

politan urban core of the Philippines. Feliciano Belmonte, Jr., the
mayor of Quezon City, redeveloped the largest city in Metro Manila
from an economic laggard to one of the country’s wealthiest and
most well-managed cities during his time as Mayor.
x Preface
Chapter 3: Toward Surabaya Cyber City: From GRMS to E-Sapawarga

(2004-2014) (Indonesia)
Agus Pramusinto, Professor and Chairman, Department of Public Policy
and Management, and Erwan Agus Purwanto, Dean, Faculty of Social
and Political Sciences, University of Gadjah Mada.
• This case study is about the redevelopment of a city outside the

Metropolitan Core. Ir. Tri Rismaharini MT, known as Ibu Risma,
the Mayor of Surabaya City, changed the internal working patterns
of this city’s bureaucracy. Thanks to her, a city once only notorious
for its extremely hot weather was transformed into a “Cyber City,”
today known for its green gardens where people can take walks and
breathe fresh air untainted by pollution.
Chapter 4: Tono Style Community Development (Japan)

Takei Takeji, Former President of the Local Autonomy College.
• This case study is about the revival of an ailing city in the northeast-
ern part of Japan. The city faced the challenges of a declining popu-
lation and an aging society. However, Toshiaki Honda, the Mayor
of Tono City, led the revival of the city by implementing new poli-
cies to increase the nonresident population through tourism, to
create a comfortable environment for raising children, and to intro-
duce safe and secure town management.
Part II: Knowledge Creation in Regional

Administrations
Chapter 5:The Institutionalizing of Innovations in Jembrana Regency

under Regent I. Gede Winasa, 2000-2010 (Indonesia)
Sadu Wasistiono, Professor, Institute of National Governance.
• This case study is about administrative reform in Bali, Indonesia.

Under the paradigm shift from centralized government controlled
Preface xi
by the national bureaucracy, and dominated by the military, to local

government controlled by the people that occurred in the early
2000s, I. Gede Winasa, the head of Jembrana Regency, introduced
a set of innovations with the aim of making local government more
efficient, transparent, and accountable to the people.
Chapter 6: Thinking Big for the Common Good: A Case Study of

the Household Block-Grant Initiative in Agriculture Management
(Vietnam)
Tran Thi Thanh Thuy Deputy Director, and Nguyen Thi Thanh Tam,
Senior Lecturer, Institute of Leadership and Public Policy, Ho Chi Minh
National Academy of Politics.
• This case study is about the pioneering role played by local gov-
ernment as the “middle manager” in a country; one which ignited
the process of a fundamental societal transformation in that coun-
try. In the 1960s, a province in Vietnam introduced agrarian reform
based on the reality of local farming, which sharply contradicted
the then current national policy, and cost the provincial leader his
job. Nonetheless, twenty years later, that retracted policy was even-
tually reintroduced at the national level, when the government was
forced to recognize the reality of the then catastrophic conditions in
Vietnamese agriculture.
Part III: Knowledge Creation in National

Administrations
Chapter 7: Co-Creating the Census Serbilis (Philippines)
Magdalena L. Mendoza, Senior Vice President, Maria Christina R. Valte,
former Senior Project Officer, and Krichelle Alyce L. Ching, Technical
Assistant to Senior Vice President, Development Academy of the
Philippines.
xii Preface
• This case study is about the organizational transformation of

a national government agency in the Philippines. One man’s
vision and leadership turned the National Statistics Office of the
Philippines into arguably the most relevant government agency in
the lives of all Filipinos.
Chapter 8: Dr. Sanguan Nitayarumphong and Public Health Care

Reform (Thailand)
Supasawad Chardchawarn, Professor and Dean, Faculty of Political
Science, Thammasat University.
• This case study is about policy reform in national public health

care in Thailand. In the past, a large number of Thai people were
without access to proper medical health care from the government.
Sanguan Nitayarumphong, a medical doctor with experience work-
ing in rural hospitals, played a leading role in the change in the
Thai public health care system brought about by implementing the
“National Universal Coverage Act”. Since the implementation of
this Act, every Thai citizen has universal health coverage and exten-
sive rights under the national public health care system.
Chapter 9: Redefining Reality—A Case Study of the Emerging

Leadership of Truong Chinh (Vietnam)
Bui Phuong Dinh, Director, Institute of Leadership and Public Policy,
Ho Chi Minh National Academy of Politics.
• This case study is about the major changes in the economic man-
agement and operation of Vietnam, known as Doi Moi (renova-
tion). These covered the movement from a “centrally planned
economy” to a “market economy with a socialist orientation.” As
Chairman of the State Council at that time, Truong Chinh paid
great attention to economic development and to the protection of
the country. This case study depicts the process of changes in the
mindset of the leader, and documents the reasons for his decision to
support Vietnam’s Doi Moi direction.
Preface xiii
Part IV: Knowledge Based Reform

In Chaps. 10–12, we apply the knowledge creation theoretical frame-
work to the interpretation of on-going public sector reform initiatives.
Leading experts in Indonesia and the Philippines examine how the
new perspective has changed the course of reform in these two coun-
tries. This final set of studies focuses on the knowledge-based paradigm
of societal and organizational development, in which the structural con-
straints that undermine the effectiveness of reform programs are clarified.
These are:
Chapter 10: Knowledge-based Public Sector Reform: The Philippines

Experience
Alex B. Brillantes Jr., former Commissioner, Commission on Higher
Education, and Professor, National College of Public Administration
and Governance, University of the Philippines, Lizan E. Perante-
Calina, Lecturer, and Bootes Esden Lopos, National College of Public
Administration and Governance, University of the Philippines.
Chapter 11: Leadership and Management Development: The Indonesia

Experience
Eko Prasojo, Professor and Dean, Faculty of Administrative Science, and
Defny Holidin, Lecturer, University of Indonesia.
Chapter 12: Knowledge-based Paradigm of Public Sector Reform in

Asia
Masaei Matsunaga, Deputy Director General, Infrastructure and
Peacebuilding Department, Japan International Cooperation Agency.
In Chap. 13, as the conclusion of the book, the study’s general find-
ings and implications for public policy management are discussed from
the point of view of knowledge-based management theory. This book is
one of the first to provide a thorough analysis of the innovations in pub-
lic administration that have transformed organizations and/or reformed
policy, and offers a new perspective on the inquiry into an alternative
paradigm for policy innovation and administrative reforms. In addition,
this book may be one of the first to analyze public administration from
xiv Preface
the perspective of knowledge-based management theory. In addition to

this, our effort is perhaps the first in the field of public management to
explore the impact of indigenous factors in the process of policy innova-
tion and administrative reform, and the leadership required to facilitate
this process, that has a clear grounding in knowledge-based manage-
ment theory. This book may also be a rare case of a comparative study
by a group of leading academics and practitioners who have spearheaded
reform initiatives in four Southeast Asian countries and Japan.
This book is intended for readers interested in, studying, or exercising
public administration and public policy, as it sheds light on a theory that
is new to these areas. Specifically, we hope the book will find its way into
the hands of students and academics in programs of public administra-
tion and public policy management, as well as those government offi-
cials and community leaders concerned about reform initiatives. It is our
hope that this book will be read by those whose challenge it is to change
ineffective and uncreative public management. Although the context is
public administration and policy making in specific ASEAN countries and
Japan, knowledge-based management theory is applicable to any part of
the world.
While this book is an outcome of diversity and its synthesis; it is also
an output of collaboration and co-creation among academics and practi-
tioners from five countries. We spent over 2 years on the project, hold-
ing intensive workshops, dialogue and discussions, which would not have
been possible without the support of the representatives from Indonesia,
the Philippines, Thailand, and Vietnam, and the kind support we
received from the staff members of JICA, the JICA Research Institute,
GRIPS, and Hitotsubashi ICS. Our special appreciation goes to the con-
tributors to this book, as mentioned, and to the following members of
this project:
Indonesia;
The late Prof. Dr. Agus Dwiyanto, former Chairman, National
Institute of Public Administration (NIPA);
Dr. Anwar Sanusi, Secretary General, Ministry of Village,
Development of Disadvantaged Areas and Transmigration;
The Philippines;
The late Dr. Cayetano W. Paderanga Jr., Chairman, Development
Academy of the Philippines (DAP);
Dr. Lizan Perante Calina, Executive Director, Philippine Society for
Public Administration;
Preface xv
Thailand;
Dr. Borwornsak Uwanno, former Secretary General, Prof. Woothisarn
Tanchai, Secretary General, and Prof. Orathai Kokpol, Deputy Secretary
General, King Prajadhipok Institute (KPI);
Mr. Visoot Prasitsiriwongse, Deputy Secretary General, Office of the
Civil Service Commission (OCSC), Bangkok;
Mom Rajawongse Disnadda Diskul, Secretary General, The Mae Fah
Luang Foundation under Royal Patronage (MFLF);
Vietnam;
Prof. Dr. Ta Ngoc Tan, former President, Dr. Ngo Huy Duc,
Director, Institute of Political Science, Ho Chi Minh National Academy
of Politics;
Japan;
Ms. Atsuko Kikuchi, President, Japan Association for Public Human
Resources Development;
Mr. Kozo Yoshida, Commissioner, National Personnel Authority
(NPA);
Mr. Norio Fukuta, Director General, Human Resources Bureau,
NPA;
Mr. Kuninori Matsuda, former Deputy Director General, National
Institute of Public Administration NPA ;
Yoichi Niiya, former Director of International Affairs Division, NPA;
Dr. Akihiko Tanaka, former President and Mr. Hiroshi Kato, Senior
Vice President, Japan International Corporation Agency (JICA);
Ishiro Tambo, Director, and Staff members of Research Program
Division, the JICA Research Institute;
Prof. Takashi Shiraishi, former President, Prof. Masahiro Horie,
Director of Executive Development Center for Global Leadership, Prof.
Hirofumi Takada, Professor, and Staff members of the Research Support
and International Affairs Division, National Graduate Institute for Policy
Studies (GRIPS);
Prof. Kazuo Ichijo, Dean, Graduate School of International
Corporate Strategy, Hitotsubashi University; and
Dr. Hideki Kawada, CEO of Phronetic Co., Ltd.
We must note that the five country joint research project was made
possible by the extraordinary efforts of the region’s foremost scholars
in the field of governance. As the leaders of research groups in respec-
tive countries, they have led the project to a successful completion. We
extend our deepest appreciation to
xvi Preface
Prof. Eko Prasojo, Dean, Faculty of Administrative Science, University

of Indonesia;
Dr. Alex B. Brillantes Jr., former Commissioner, Commission
on Higher Education, and Professor, National College of Public
Administration and Governance, University of the Philippines;
Prof. Woothisarn Tanchai, Secretary General, King Prajadhipok’s
Institute, Thailand; and
Dr. Bui Phuong Dinh, Director, Institute of Leadership and Public
Policy, Ho Chi Minh National Academy of Politics, Vietnam.
Had it not been for their leadership, this book couldn’t have
materialized.
Finally, we hope this book will be a first but important step towards
co-creating values for society through collaboration in the private and
public sectors. In this way, we will co-create and innovate by unleashing
our knowledge potential.
Tokyo, Japan Ayano Hirose Nishihara

Masaei Matsunaga
Ikujiro Nonaka
Kiyotaka Yokomichi
Contents
1 Knowledge-Based Management Theory 1

Ikujiro Nonaka, Ayano Hirose Nishihara
and Hideki Kawada
2 Case Study 1: Mayor Belmonte and Quezon City 23

Eduardo T. Gonzalez and Zita Concepcion Calugay
3 Case Study 2: Toward Surabaya Cyber City: From

GRMS to e-Sapawarga (2004–2014) 55
Agus Pramusinto and Erwan Agus Purwanto
4 Case Study 3: Tono Style Community Development 85

Takeji Takei
5 Case Study 4: Institutionalized Innovation in Jembrana

Regency Under Regent I. Gede Winasa (2000–2010) 107
Sadu Wasistiono
6 Case Study 5: Thinking Big for the Common Good: A

Case Study of the Household Block-Grant Initiative in
Agricultural Management in Vietnam 121
Tran Thi Thanh Thuy and Nguyen Thi Thanh Tam
xvii
xviii Contents
7 Case Study 6: Co-Creating the Census Serbilis, a Study

of the Philippines National Statistics Office 143
Magdalena L. Mendoza, Ma Christina R. Valte
and Krichelle Alyce L. Ching
8 Case Study 7: Dr. Sanguan Nitayarumphong and Public

Healthcare Reform in Thailand 173
Supasawad Chardchawarn
9 Case Study 8: Redefining Reality: A Case Study of the

Emerging Leadership of Truong Chinh 191
Bui Phuong Dinh
10 Knowledge-Based Public Sector Reform: The Philippine

Experience 211
Alex B. Brillantes Jr., Bootes Esden Lopos and Lizan E.
Perante-Calina
11 Leadership and Management Development: The

Indonesian Experience 237
Eko Prasojo and Defny Holidin
12 A Knowledge-Based Paradigm of Public Sector

Reforms in Asia 257
Masaei Matsunaga
13 To Become the Nation and the Region

for Knowledge-Creating Enterprises 295
Ikujiro Nonaka and Kiyotaka Yokomichi
Index 313
Notes on Contributors
Japan
Ayano Hirose Nishihara is an Assistant Professor, Department of Global
Business, College of Business, Rikkyo University, and a research col-
laborator to Professor Emeritus Ikujiro Nonaka. She received her B.A.
(Law) from Nagoya University, MBA in 2005 and DBA in 2011 from
The Graduate School of International Corporate Strategy, Hitotsubashi
University. Prior to her academic track, she worked as an assistant man-
ager at NEC Corporation. Her research topics include knowledge creation
at public and private organizations and communities, knowledge-creating
leadership, and social innovation. Her recent publications include Nonaka,
I., Hirose, A., & Takeda, Y. (2016). “Meso”—Foundations of Dynamic
Capabilities: Team—Level Synthesis and Distributed Leadership as the
Source of Dynamic Creativity. Global Strategy Journal, 6(3), 168–182.
Ikujiro Nonaka is a Professor Emeritus, Hitotsubashi University, the
world-renowned founder of the theory of knowledge-based manage-
ment. He received his B.A. (Political Science) from Waseda University,
MBA in 1968 and Ph.D. (Business Administration) in 1972 from the
University of California, Berkeley. Prior to his academic track, he worked
at Fuji Electric Corporation. He has won wide-ranging recognition for
his work in developing the knowledge-based management theory, and
recently received the Lifetime Achievement Award by Thinkers50. His
xix
xx Notes on Contributors
research interests are in the organizational knowledge creation and wise

leadership in private, public, and social organizations. His recent pub-
lications include Nonaka, I., & Takeuchi, H. (2011). The wise leader.
Harvard business review, 89(5), 58–67.
Kiyotaka Yokomichi is Vice President and Professor of National
Graduate Institute for Policy Studies (GRIPS). He is a graduate of the
University of Tokyo. After working for Japan’s Ministry of Home Affairs,
he joined the faculty of the Graduate School of Policy Science (GSPS),
Saitama University in 1988. He is a leading expert on local administra-
tion and governance, with extensive research and practical experience in
the area of local government reform in Japan. One of the founders of
GRIPS, Professor Yokomichi now specializes in capacity development of
government officials in Japan and other countries in Asia.
Masaei Matsunaga is Deputy Director General of Infrastructure and
Peacebuilding Department, Japan International Cooperation Agency
(JICA), the core implementing body of government’s cooperation pro-
grams with emerging countries. Since 1985, he has been pioneering
JICA’s initiatives designed for the capacity development of public organi-
zations in emerging countries. In particular, since 2003, he has been
exploring a new paradigm of development cooperation in collaboration
with Prof. Ikujiro Nonaka and his colleagues, by synthesizing the main-
stream ideas of development studies and unique perspectives of Japan’s
own development experiences. As an experienced practitioner in the
field of governance in Asia, he also taught as a professor of the National
Graduate Institute for Policy Studies from 2012 to 2015.
Hideki Kawada is the CEO, Phronetic Co., LTD., and Visiting
Lecturer, Graduate School of International Corporate Strategy,
Hitotsubashi University. He received his B.S. (Astrophysics) from
University of California, Los Angeles, and MBA in 2002 and DBA in
2008 from the Graduate School of International Corporate Strategy,
Hitotsubashi University. Prior to his academic track, he worked as a cor-
porate planning manager at Fukagawa Co., Ltd. Supervised by Professor
Emeritus Ikujiro Nonaka, he has worked to develop leadership programs
and conducted researches on wise leadership in Asian countries. In 2012,
he established his own company, Phronetic Co., LTD., to provide train-
ing programs to foster wise leadership.
Notes on Contributors xxi
Takeji Takei is a Visiting Professor and former President of Local

Autonomy Collage of the Government of Japan. After graduating
from the engineering faculty of Tokyo University in 1980, he entered
Ministry of Home Affairs, currently reorganized as Ministry of Internal
Affairs and Communications, and held various senior posts in the min-
istry, including Director General for Civil Protection and Disaster
Management, and Director General for Regional Vitalization. He also
engaged in the Management of Prefectural Governments in Iwate and
Fukuoka as Head of Departments for Planning and Administration in the
former and Vice Governor in the latter. After retiring from the ministry
in 2013, he is teaching at the college.
Indonesia
Eko Prasojo is Professor for Public Administration and Dean Faculty of
Administrative Science University of Indonesia. He was the Vice Minister
of Administrative Reform in the Republic of Indonesia 2011–2014. Eko
Prasojo was involved in several drafts of law on public sector reform and
decentralization in Indonesian. He was a member of Advisory Council
for Local Autonomy in Indonesia (2006–2011). Eko Prasojo is active in
some public administration organization such as the Eastern Regional
Organization of Public Administration (EROPA), the Vice President
of Asian Group for Public Administration (AGPA), President of the
Indonesian Association of Public Administration (IAPA), Vice Presiden
of the Asian Association for Public Administration (AAPA), and a mem-
ber of Committee Expert of Public Administration, the United Nation
(UN CEPA). He was also Senior Consultant for Development Support
to Indonesia from Australia, US, and Germany.
Defny Holidin is a Lecturer in Public Administration at Universitas
Indonesia. His research areas lie upon administrative reform trajectories,
public sector innovation, and institutional engineering. Besides conduct-
ing a joint-research with National Graduate Institute for Policy Studies
(GRIPS), he was also in cooperation with University of New South
Wales on the “Making Reform Happen” project. Holidin has coau-
thored a policy paper on transformative leadership and competencies of
xxii Notes on Contributors
public servants for the 15th Session of the United Nations Committee
of Experts on Public Administration, 2016. In Indonesia, he previously
commissioned a position paper advising the Yudhoyono administration
on bureaucracy reform continuation.
Agus Pramusinto is a Professor and the Chairman of the Department
of Public Policy and Management, Universitas Gadjah Mada. He
received his Ph.D. in Policy and Governance from the Australian
National University. He has participated in international conferences
and published journal articles in several international journals. He just
contributed a chapter on “Weak Central Authority and Fragmented
Bureaucracy: A Study of Policy Implementation in Indonesia” in
Jon S.T. Quah (ed.) The Role of the Public Bureaucracy in Policy
Implementation in Five ASEAN Countries, Cambridge University Press,
2016. His interests are local government and administrative reform. He
has worked with local/national governments and international organiza-
tions. He can be followed at [email protected]
Erwan Agus Purwanto is a Lecturer at the Department of Public
Policy and Management (PPM), Faculty of Social and Political Sciences,
Universitas Gadjah Mada (Fisipol-UGM). He has been serving as the
Dean at Fisipol-UGM since 2012. He got his BA in public administration
(1992) and M.Sc in policy science (1997) both from Universitas Gadjah
Mada, Yogyakarta. He received his Ph.D. in social science from the
Amsterdam School for Social Science Research (ASSR), Faculty of Social
and Political Science, University of Amsterdam, in 2004. He teaches pub-
lic policy analysis, research methodology, and disaster management in
undergraduate and graduate program of public policy and management.
Currently, he is conducting research on local government transparency
and Indonesian administrative reform. E-mail: [email protected].
Anwar Sanusi is the Secretary General Ministry of Villages,
Development of Disadvantages Regions, and Transmigration Republic
Indonesia. Under the Jokowi and Jusuf Kalla Administration, this
Ministry plays very important role to develop Indonesia from periphe-
rial through villages. Prior hold this position, he held several positions
such a Director of Center for Development of Policy Analyst, Director
of the Center for Innovation of Institutional and Human Resources
Studies, and other positions related research and development and train-
ing and education for civil servants at the National Institute of Public
Notes on Contributors xxiii
Administration (NIPA), Republic Indonesia. He is also a country expert

for some Asian Productivity Organization Project for the some projects
include Measuring Public Sector Productivity in Selected Asian Countries.
Sadu Wasistiono is the Senior Lecturer of Indonesia Governance
Institute (IPDN) in Bandung, Indonesia. Professor of Government
Systems and Decentralization. Former Vice Rector of IPDN. Director
of Center for Government Management Studies in Bandung. He was
previously Director of Post Graduate Programs in several institute/uni-
versities (IPDN, Unjani, Unigal). Former member of team for revision
of several laws and regulations about decentralization and local govern-
ment in Indonesia. Active as trainer in several kinds of local govern-
ment apparatus training over all Indonesia. His books include Ekologi
Pemerintahan (Government Ecology), Metodologi Ilmu Pemerintahan
(Government Science Methodology), Politik Desentralisasi di Indonesia
(Politic of Decentralization in Indonesia).
The Philippines
Alex Bello Brillantes, Jr., Ph.D. is Professor of Public Administration
at the National College of Public Administration and Governance of the
University of the Philippines. He is on secondment as Commissioner
to the Commission on Higher Education. Brillantes earlier served as
Executive Director of the Local Government Academy of the Department
of Interior and Local Government and President of the Philippine
Society for Public Administration. He obtained his Ph.D. and M.A. from
the University of Hawaii, and MPA and AB from the University of the
Philippines. His areas of expertise are in governance, institutions, develop-
ment administration, local governance, and higher education.
Lizan Perante-Calina, DPA is a University Lecturer at the National
Philippines (UP-NPCAG) where she obtained her Doctor of Public
Administration in 2016. She is also a lecturer at the Center for Local
and Regional Governance of UP-NCPAG, Executive Director of the
Philippine Society for Public Administration, and Associate Editor
of the Philippine Governance Digest. She is connected with the
Legislative Research Service, Reference and Research Bureau House of
Representatives. Her recent publication is entitled Citizen’s Charter: An
Assessment of Contributions to Frontline Service Delivery.
xxiv Notes on Contributors
Bootes Esden Lopos holds a Master in Public Management degree

from the University of Potsdam, Germany, having graduated on top of
her class. She is now a doctoral student at the National College of Public
Administration and Governance, University of the Philippines, where she
worked for more than a decade and also taught. She also worked at the
Commission on Higher Education. She is now serving as a consultant
in the City Government of Taguig, and engaged in various undertakings
meant to help people and contribute meaningfully to society.
Eduardo T. Gonzalez is Professor at the Center for Integrative
Development Studies, University of the Philippines. He is a member of
the editorial board of the quarterly academic journal Asian Politics and
Policy. He is the immediate past Dean of the Asian Center, University of
the Philippines, and the former President of the Development Academy
of the Philippines. He was Alternate Director for the Philippines of
the Asian Productivity Organization. He was also a member of various
Philippine boards, including the Philippine Social Science Council, the
Foreign Service Institute, and the Career Executive Service Development
Board. He obtained his Ph.D. in public policy from the University of
Pennsylvania. He has a master’s degree in urban and regional planning
from the University of the Philippines.
Zita Concepcion P. Calugay is an Assistant Professor at the National
Philippines (UP-NCPAG). She handles courses in public administration
theory, organization and management, human resource development,
ethics and accountability, local government, and regional administration.
She was previously a University Researcher at the UP Center for Local
and Regional Governance where she was engaged in research, training,
and management consultancy on local government development and
administration. She finished her Master of Public Management at the
University of Potsdam, Germany. She is currently pursuing her Doctor of
Public Administration at the UP-NCPAG.
Magdalena L. Mendoza is the Senior Vice President of the
Development Academy of the Philippines, a think-tank and train-
ing arm of the government. She oversees the Academy’s core busi-
ness group and technical excellence centers. Concurrently, she leads
the implementation of flagship government programs—the National
Government Career Executive Service Development Program and the
Notes on Contributors xxv
New Performance-Based Incentive System. She serves in a number of

government committees and technical working groups and as expert,
provides high-level advisory and consultancy on public sector productiv-
ity, government quality, and management reforms. She is credited locally
and internationally for her contributions in selected publications and
researches on governance and productivity.
Ma. Christina R. Valte was a Senior Project Officer at the Development
Academy of the Philippines (DAP) from 2011 to 2016, and served as the
Program Manager of the ARMM/Bangsamoro Program Office where
she provided technical leadership and managed programs geared toward
capacity development in the Autonomous Region in Muslim Mindanao
and the envisioned Bangsamoro. Before joining DAP, Ms. Valte worked
for over 15 years with nongovernmental organizations that advocate
shelter rights for the urban poor, and served as Teaching Associate at the
University of the Philippines’ Department of Political Science for three
years. She is currently an independent consultant.
Krichelle Alyce L. Ching serves as a project and research technical
assistant to the Senior Vice President for Programs of the Development
Academy of the Philippines. She assists in managing business operations,
from strategic planning, budget preparation, monitoring, and evaluation,
to crafting quality improvement plans and other project engagements.
She also works on the Center of Excellence on Public Sector Productivity
Program which propagates the productivity movement in the public sector.
Thailand
Tanchai, Woothisarn is the Secretary General of the King Prajadhipok’s
Institute and Associate Professor at the Department of Community
Development, Faculty of Social Administration, Thammasat University.
He is also a qualified committee member of the Ministry of Culture,
a subcommittee of the Office of the Public Sector Development
Commission (OPDC), and a subcommittee of the National Anti-
Corruption Commission (NACC). His master’s degrees were in
Public Administration from the National Institute of Development
Administration, Bangkok and in Policy Science (International Program)
from Saitama University, Japan. His research interests include decen-
tralization, local governance, and citizenship. He served as a member of
the Constitution Drafting Assembly in 2007, as a Constitution Drafting
xxvi Notes on Contributors
Committee member between 2014 and 2015, and as an advisor to the

second Constitution Drafting Committee in 2015 and 2016. His recent
publications are “Special City: Concept and Possibility” and “Research
Project on National Reconciliation Promotion” in 2012.
Kittima Bunnag currently serves as an independent Human Capital
professional, at King Prajadhipok’s Institute with directive responsibility
for Human Resource consultant and curriculum design of Curriculum
academic Board. She was previously Human Resource Director at
PricewaterhouseCooper Thailand (pwc). Kittima is a versatile Human
Capital professional with hands-on corporate and consulting experience
through change and challenge by implementing Human Capital strate-
gic planning, establishing direction, and executing initiatives in support
of business objectives and corporate goals. Specialties: Human Resource
Management, Human Resource Development, Leadership Effectiveness
and Development
Orathai Kokpol is Deputy Secretary General and Director of the
College of Local Government Development of King Prajadhipok’s
Institute, Thailand. She also gives a lecture as an assistant professor
of Public Administration at Faculty of Political Science, Thammasat
University. After received her bachelor and master degree in Political
Science from Thammasat University and London School of Economics
and Political Science, UK, consecutively, she had her Advanced Diploma
in Development Studies from Cambridge University. She received Ph.D.
in Political Science concentrated on Comparative Government from
University of Toronto, Canada. Her recent publication is Urbanization:
A new challenge for modern local governance and Policy Proposal of
Innovation in the Local Government’s Revenue (coauthor).
Supasawad Chardchawarn is Assoc. Professor and the current Dean of
the Faculty of Political Science, Thammasat University, completed his
doctoral degree in Political Science from Kobe University, Japan. Dr.
Supasawad received a master’s degree (MSc) in Local Governance at
the University of Birmingham, UK, and a bachelor’s degree in Politics
and Government from Thammasat University. He began teaching politi-
cal science at the Ramkhamhaeng University in 1999 before moving
to Thammasat two years later. As a professor at Thammasat University,
Supasawad Chardchawarn, Ph.D. both teach and conduct research on
Notes on Contributors xxvii
local governance, decentralization, bureaucracy, political institutions, and

constitution. In 2010, he was a visiting research fellow at the Institute of
Developing Economies (IDE, JETRO) in Japan.
The Mae Fah Luang Foundation Profile
The Mae Fah Luang Foundation under Royal Patronage (MFLF)
is a Thai not-for- profit organization initiated by HRH Princess
Srinagarindra in 1972. The Foundation focuses on sustainable develop-
ment, social entrepreneurship, and education in remote areas. Its flag-
ship project, the Doi Tung Development Project in Northern Thailand,
has become a sustainable development model implemented across
Thailand and overseas: Myanmar, Afghanistan, and Indonesia. The Doi
Tung approach has been accepted as part of the United Nations Guiding
Principles on Alternative Development. MFLF has received several
awards for its development efforts including the Nikkei Asia Prizes for
“Culture and Community” in 2014.
For more information, visit www.maefahluang.org.
Vietnam
Bui Phuong Dinh is the Director General of the VietNam Institute of
Leadership and Public Policy under the Ho Chi Minh National Academy
of Politics (HCMA-ViLEAP), a premier national training organization
for high-ranking leaders and managers in VietNam. Previously he was
Director General of the HCMA’s International Cooperation Department
where he actively contributed to the development and implementation of
the VietNam’s Strategic Leadership training program by engaging vari-
ous international agencies including of Japan International Cooperation
Agency. His current research and training activities focus on leadership
decision-making, governance reforms, and system-wide innovations in
the public sector. He can be reached at the [email protected].
Tran Thi Thanh Thuy is a Professor in Public leadership and policy in
Ho Chi Minh National Academy of Politics (HCMA) Vietnam where she is
Deputy Director of Institute for Public Leadership and Policy. She worked
previously for National Academy of Public administration (NAPA) until
2011. She studies public leadership, public management, and public pol-
icy, using comparative approach. She is Editor in chief of the Handbook
of Management which awarded Bronze prize of Good Book, Nice Book
of political theoretical publications of Vietnam in 2009. She takes part
xxviii Notes on Contributors
in a number of international and national research projects; give talks and

lectures for both government bodies of Vietnam, for corporations such as
Viettel, Mobiphone, Vinacomin, FPT, and sharing the Vietnam’s experience
of public policy process and public leadership for international leadership
within the framework of international exchange dialogues and trainings.
Nguyen Thi Thanh Tam is a Senior Lecturer for the Institute of
Leadership and Public Policies in Ho Chi Minh National Academy of
Politics (HCMA). She was previously: Senior Lecturer for the Faculty
of Social Psychology, Senior Lecturer for the Institute of Sociology
and Leadership Psychology, Senior Lecturer for the Institute of Politics
(HCMA). She has studied about personality of leaders, leadership style,
leadership art, emotional intelligence, psychological characteristics of
farmers in Vietnam, Vietnamese community psychology. She recently
focuses on studying and teaching leadership skills for building learning
organizations, organizational culture in the context of globalization,
relation between leaders’ emotional intelligence and communication
skill.
Nguyen Thi Hai Hang is the President of Vietnam Aviation Academy
(VAA), the only state-owned organization in the national educational
system of Vietnam specialized in aviation. Knowledge management has
been her principle research topic since she started her Ph.D. program
in 2008. She has been working in various functions in the aviation sec-
tor of Vietnam since 1995: specialist in Planning and Investment at the
Civil Aviation Authority of Vietnam, project manager, project coordina-
tor for ODA projects in aviation, instructor at the Civil Aviation Training
Center, course developer, lecturer/researcher, Dean of the Air Transport
Faculty, and President of VAA since December 2015.
List of Figures
Fig. 1.1 Two types of knowledge: tacit knowledge and explicit

knowledge 4
Fig. 1.2 The SECI model: the organizational knowledge
creation process 6
Fig. 1.3 The SECI model: patterns of thinking and acting 7
Fig. 1.4 Wise leadership: the required abilities of leaders for
the promotion of SECI 8
Fig. 1.5 The dynamic triad model: the relentless upward spiral
of tacit knowledge, explicit knowledge and phronesis. 10
Fig. 1.6 An attribute-action model of national wise leaders 12
Fig. 1.7 A dynamic fractal model of nation, region
and community 13
Fig. 2.1 Income compared with budget (in pesos), quezon
city 2001–2008 30
Fig. 2.2 The new Quezon City central business district:
Triangle park 38
Fig. 5.1 SECI model for innovation in local government
organization (Form 2) 118
Fig. 7.1 The Situation in the 1990s 145
Fig. 7.2 The NSO Organizational Structure 146
Fig. 10.1 Governance reform framework (GRF) 221
Fig. 10.2 Public sector reform framework informed by the
SECI process and phronetic leadership: a composite
framework 231
xxix
List of Tables
Table 2.1 Nonaka’s knowledge creation model 45

Table 5.1 List of Jembrana Regency awards under the Winasa
administration (2000–2010) 110
Table 5.2 The close relationship between Winasa and Putu Arta 114
Table 5.3 Ongoing Winasa innovations under I Putu Arta 114
Table 5.4 List of Jembrana Regency awards under the Putu Arta
administration (2010–2015) 117
Table 10.1 Reorganization and public sector reform initiatives
in the Philippines (1898–2013) 214
Table 10.2 Evolution of local autonomy in the Philippines 219
xxxi
CHAPTER 1
Knowledge-Based Management Theory
Ikujiro Nonaka, Ayano Hirose Nishihara

and Hideki Kawada
Introduction
In 1990s, Peter Drucker proposed that knowledge is the only meaning-
ful resource today. But, in doing so he observed that we do not yet fully
understand how knowledge behaves as an economic resource, so we need
an economic theory that puts knowledge into the center of the wealth-
producing process, as this alone can explain innovation (Drucker 1993,
183). In this book, we show that management theory and practice in the
twenty-first century are characterized by increasing attention to our use
of knowledge in this field, and the Knowledge School has been devel-
oping theories centered on how we can create and manage this unique
asset (Polyani 1966; Drucker 1993). Epistemological traditions tend to
assert that knowledge is defined as “justified true belief” ; in particular
the kind of belief that is marked by words such as universal, scientific,
I. Nonaka (*) · H. Kawada 
Hitotsubashi University, Chiyoda-ku, Japan
e-mail: [email protected]
A.H. Nishihara 
Department of Global Business, College of Business,
Rikkyo University, Tokyo, Japan
© The Author(s) 2018 1

A. Hirose Nishihara et al. (eds.), Knowledge Creation in Public
Administrations, DOI 10.1007/978-3-319-57478-3_1
2 I. Nonaka et al.
logical, and objective. This is another way of saying that knowledge is,
in short, explicit. However, contrary to this perspective, which is preva-
lent in much of the mainstream management literature, we take the posi-
tion that maintains that all knowledge is either tacit or is rooted in tacit
knowledge, and is in particular artistic, aesthetic, and subjective. This
is based on the theory introduced by Michael Polanyi (Polanyi 1966).
Explicit knowledge, as it turns out, only represents a small part of a much
larger holistic knowledge; in this sense, explicit knowledge is metaphori-
cally similar to the tip of an iceberg visible above the water, while tacit
knowledge spreads deep and wide under the water.
Accordingly, our view is roughly consistent with what is commonly
described as the Austrian School of Economics, developed by authors
such as Schumpeter and Hayek, rather than the Neoclassical School of
Economics, which emphasizes an equilibrium that achieves an efficient or
inefficient allocation of resources. The Austrian School was interested in the
conditions surrounding disequilibria, that is, how existing equilibria become
disrupted and move toward a new equilibrium. Joseph A. Schumpeter
wrote about what is now known as creative destruction, in which innovation
actively disrupts the existing equilibrium to generate new values. He defined
innovation as a commercial or industrial combination of something new
(Schumpeter 1912). Later, Friedrich Hayek pointed out that the market is
a place where people with limited information interact with one another to
discover new meanings, using a dynamic trial-and-error process to find the
right answer. Thus, in the market, an order emerges spontaneously (Hayek
1978). In our terms, this is about tacit knowledge being embedded in the
market, which consequently, provides a place for such discovery.
Knowledge-creation theory attempts to synthesize existing interdiscipli-
nary theories and concepts of the past and present from Eastern and Western
traditions to more fully understand human beings. This is because knowl-
edge emerges from our beliefs, and needs to be justified as an objective truth.
Beliefs demand our commitment and subjectivity, but unfortunately both
these factors have been long neglected in management studies. To offset this,
we define knowledge as a “dynamic social process of justifying personal belief
towards truth, goodness, and beauty” (Nonaka and Takeuchi 1995).
The concept of knowledge we use in this book thus contains broader
meanings than the term does when in general use. Nevertheless, there
are a few key characteristics: first, knowledge is a human creation within
and resulting from interactions among themselves and their environ-
ment; second, knowledge is not a self-contained substance waiting
1 KNOWLEDGE-BASED MANAGEMENT THEORY 3
to be discovered and collected. It is not already out there. Rather, it is

something we must create from our internal self during our interactions
with the outside world, and this is the essence of knowledge; and third,
knowledge cannot exist in a vacuum, because knowledge without con-
nection to actual context is merely information. Therefore, we need to
internalize information within ourselves to transform it into knowledge.
From this perspective, we can say that organizations differ because
beliefs and commitments envision different futures. To achieve an envi-
sioned future we need to create new knowledge, and this is what man-
agement and strategy should be concerned about.
A Knowledge-Creating Theory for the Public Sector

This book is one of the outcomes of a joint research project carried out by
JICA, GRIPS, and Hitotsubashi ICS that started in 2013, and led us to
believe that Knowledge-Creation theory is particularly useful when it comes
to attempting to understand and contribute to the functioning of the
bureaucracies of ASEAN countries. This section will familiarize readers with
the fundamentals of Knowledge-Creation theory that are found to be appli-
cable also to the public sector, as identified by our current research project.
Two Types of Knowledge: Tacit Knowledge and Explicit Knowledge

Two types of knowledge—tacit and explicit—are under our consid-
eration in this book. Tacit knowledge has a subjective and experiential
nature, and is not expressible with symbols and verbal characterizations.
It is also context specific, being characterized by cognitive and technical
skills that are embedded in individuals. The other is explicit knowledge;
characterized as objective, rational knowledge that can be expressed
clearly. Unlike tacit knowledge, explicit knowledge tends to be free from
contexts in which the knowledge itself is under consideration. Examples
include concepts, logic, theories, problem-solving methods, manuals
and databases, or any other modes of expression that portray objective
qualities.
This is illustrated in a drawing by Raphael now in the Apostolic
Palace, Vatican City—“The School of Athens” (Dussler 1971). The
drawing shows Plato and Aristotle, the two main figures in the center,
pointing in two different directions. Plato is pointing to the sky and
Aristotle to the ground, or the earth. Plato’s gesture represents his
4 I. Nonaka et al.
Fig. 1.1 Two types of knowledge: tacit knowledge and explicit knowledge.

Source Nonaka (2014)
deductive idealism; in other words, universal quality resides in ultimate

forms or ideas. Aristotle’s, on the other hand, indicates his inductive
pragmatism that realized that universal quality resides here on earth,
and can only be perceptible through our five senses. Plato is contem-
plating explicit knowledge, while Aristotle is focusing on a pragmatically
grounded knowledge that includes qualities other than concrete ideas—
in other words, tacit knowledge.
These two types of knowledge have contrasting characteristics and a
continuous and inter-convertible relationship. This inter-conversion pro-
cess functions as an engine for generating new knowledge collectively
(Fig. 1.1). In Knowledge-Creation theory, we emphasize the impor-
tance of tacit knowledge, but this does not mean that we are neglecting
explicit knowledge. In fact, both must be regarded as having adequate
weight, so that the conversion process between tacit and explicit knowl-
edge can further enrich both types of knowledge. The intention is to free
us from the prejudice that objective, scientific, and explicit knowledge
is the only type of knowledge. We need to restore our perspective on
knowledge, which will balance subjective beliefs and rationality, tacit and
explicit knowledge, and art and science, through the notion that know-
ing requires individual-based commitment.
Polanyi (1966) contributed to the construction of a new paradigm that
allows us to think of knowledge as a process—this is best seen from his idea
of expressing knowledge using a verb, as in tacit knowing. Polanyi’s the-
ory depicts the mechanism by which individuals perceive things and obtain
new knowledge, and in this sense, is also a good guide to understanding
how organizations obtain new knowledge. Yet, the implications are far
from obvious, and there is a lack of explanation within a comprehensible
model that can potentially elucidate this process. Our theory of knowledge
creation aims to fulfill this gap, focusing exclusively on how knowledge is
created organizationally, and borrowing insights from a wide variety of sub-
jects in the humanities and social sciences, to build a new theory on top of
Polanyi’s. Therefore, the focus of our theoretical work is to present a model
of knowledge creation in which tacit knowledge is obtained, converted to
explicit knowledge, and eventually creates new knowledge.
Tacit knowing is an integrative process that subsumes various particu-
lars in the unifying whole, and eventually generates meanings out of their
relationships. This is called the act of understanding, in which particulars
(subsidiary awareness), and the whole (focal awareness), interact to gen-
erate higher-dimensional meanings from lower-dimensional particulars.
Polanyi uses the term emergence to describe this phenomenon, in which
a higher dimensional being appears from its subordinate lower-dimen-
sional being, even though neither of them alone will suggest the emer-
gent being itself. These layers infinitely extend themselves upwards and
downwards in a dynamic of tacit knowing.
The SECI Model: An Organizational-Knowledge Creation Process

Relentless conversion between the two types of knowledge—tacit and
explicit—facilitates the creation of new knowledge. But for this process
to function properly, the conversion must happen in both directions, in
the context of their dialectic relationship. Our SECI Model essentially
demonstrates this process of conversion during which new organizational
knowledge emerges (Fig. 1.2).
The model consists of four dimensions, the first of which is
Socialization (S), to empathize and observe reality as it is through actual
6 I. Nonaka et al.
Fig. 1.2 The SECI model: the organizational knowledge creation process.

Source Nonaka (2014)
experience. The second dimension is Externalization (E), which articu-

lates and condenses the essence of awareness into a concept. The third is
Combination (C), which relates the concepts, systemizes, and simulates
in the form of technology, products software, services, and experiences.
And the fourth is Internalization (I), which embodies the knowledge by
actually using the resulting products and services (Fig. 1.3). Through a
continuous and fast spinning of the SECI spiral, a firm, a community, or
a government can synthesize diverse knowledge that fosters the organi-
zation’s creativity and efficiency—we call this synthesizing capability.
Dynamic interactions between people and the environment allow new
knowledge to be created within organizations. However, homogeneity,
whether of people or their knowledge, can hinder these dynamic inter-
actions, the essence of which inherently lies in the existence of various
contradictions and differences that initiate such interplays. This is to say
that diversity matters substantially; the more diverse the organization,
the broader and deeper the new knowledge becomes.
Fig. 1.3 The SECI model: patterns of thinking and acting. Source Nonaka
(2014)
Wise Leadership: Six Abilities of Leaders to Promote SECI

Leaders can obtain practical wisdom, and doing so will drive the SECI
spiral continuously. This, in turn, allows the organization to create and
accumulate knowledge. Balanced judgments based on particular contexts
and actions consistent with the past and future, are two of the important
skills that leaders possess. Furthermore, such judgments and actions must
be executed at the right time in pursuit of the common good. This is
what we call the “Wise Leader” (Nonaka and Takeuchi 2011).
The concept “Wise Leadership stems from Aristotle’s Phronesis, one
of the three types of knowledge that he argued for. These ideal types are,
in Aristotle’s words: (1) episteme, or explicit knowledge, which is today’s
scientific knowledge; (2) techne, technological know-how and a type of
tacit knowledge; and (3) phronesis, practical wisdom. These form a triad
relationship (Nonaka et al. 2014a, b), where pronesis means practical
8 I. Nonaka et al.
Fig. 1.4 Wise leadership: the required abilities of leaders for the promotion of
SECI. Source Nonaka (2014)
wisdom, prudence, or practical reason. We interpret it as “practical wis-

dom,” and define it as a “practical wisdom for exercising the best judg-
ment for the common good in a particular context.”
To test this definition, we studied business, political, and wartime
leaders who successfully led organizations to achieve their goals, and this
research has allowed us to identify six common abilities in wise leadership
(Fig. 1.4). The first is the ability to set a good goal, and make judge-
ments on its degree of goodness. Aristotle argues, by nature, that human
beings have a natural propensity to do something that is considered
good. The second ability is to perceive reality as it is, and this allows one
to correctly and quickly recognize constantly changing situations, and
to sense what lies behind phenomena to envision the future. The third
ability is to create “Ba,” which is the Japanese word for a place, space,
or field. Our definition of Ba is that it is a shared context in motion. A
leader with practical wisdom exercises this ability to find, locate, gather,
and place appropriate personnel in a timely fashion, and furthermore
works to create Ba with empathy and resonance.
The fourth ability is the capacity to articulate the essence behind
phenomena and contexts into narratives. This is the ability to grasp the
essence, conceptualize, and create narrative by linking micro concepts
to the macro context as a convincing vision and narrative for the future.
The fifth ability is to exercise political power to achieve an envisioned
story. This is the ability to bring people together, spur them into action,
to combine and synthesize everyone’s knowledge and efforts, and to

pursue goals by choosing and utilizing the power and rhetoric suited to
each situation with shrewdness and determination.
Finally, the sixth ability is being able to promote phronesis in others.
That is, to appoint the leadership organizationally. This is the ability to
create a system of distributed phronesis by advancing and transferring
existing phronetic capabilities that individuals possess into others, to build
an organization that is resilient and responds flexibly and creatively to
any situation for its own good. To understand how we can promote
phronesis though, we must make sense of what it consists of in the real
world. Areas of study like the humanities, or liberal arts such as philos-
ophy, history, literature, and psychology embody one of the bases for
phronesis. Peak and diverse experiences, pure experiences, shared expe-
riences with exemplars, experiences of success and failure, cross-cultural
experiences, and the like, also suggest that they are bases of importance
in fostering phronesis. Thus, practices, traditions and artisanship are the
cornerstone for the development of phronesis.
Combining the SECI model and the six abilities of wise leadership,
we present a Dynamic Triad Model of knowledge-creating organizations
(Fig. 1.5). Wise leadership, or practical wisdom, enables the ascending
spiral process of the SECI model; it is practical wisdom that sets the val-
ues, gives direction, and drives the process (Nonaka et al. 2014a, b).
However, the impact of the six abilities of wise leadership is not limited
to any one step in the SECI model as is seemingly illustrated by this dia-
gram. Rather, they move around to enable the SECI spiral.
The Concept of “Ba” and the Dynamic Fractal

Organization
Leaders need to be developed and distributed throughout every part of
an organization. As we have seen, a clue to how this can be achieved
lies in the concepts of Ba and the dynamic fractal organization (Nonaka
et al. 2014a). Ba is where people interact simultaneously with the envi-
ronment, where the SECI process spirals and thereby creates new knowl-
edge. Ba allows people and their knowledge to connect and relate, and
therefore functions as a vital space for the creation of knowledge.
10 I. Nonaka et al.
Fig. 1.5 The dynamic triad model: the relentless upward spiral of tacit knowl-
edge, explicit knowledge and phronesis. Source Nonaka et al. (2014a)
To socialize and connect knowledge, Ba plays an essential role in ena-

bling people to gather, sympathize, resonate, and interact. Examples of
Ba are not necessarily limited to those in physical or “real” spaces, but
can also found in virtual spaces, as the concept encompasses relation-
ships among people who gather based on a particular context, regard-
less of its time and space. This is why it is defined as the shared context
in motion. Ba can be either real or virtual, but must be self-organizing.
Formal organizational structures do not automatically make Ba; rather it
transcends formal organization structure. People and their commitment
ultimately form Ba.
The multiple layers of Ba are distributed and connected throughout
the organization; they follow the “fractal phenomenon” in the organiza-
tion. The idea of fractal has evolved from natural sciences, and means
that one part can represent the whole (Mandelbrot 1983). We call this
type of organizational structure a “dynamic fractal organization.” A
dynamic fractal organization consists of the parts that resemble the
whole. However, the parts are not a comprehensive copy of the whole;
each part contains slack that stimulates dynamic interactions among the
fractal parts as well as the whole. Such heterogeneity leads to dynamic
interaction between the parts and the whole organization. Building such
an organization would encourage the distributed leadership of practical
wisdom or phronesis.
This organization embraces the dynamic knowledge-triad model as its
fundamental form of the fractal, and whose same forms are simultane-
ously distributed throughout the organization. In so doing, phronesis is
allocated to every level and part of the organization, and stimulates the
SECI process spiral, making the whole organization agile and resilient to
rapidly changing environments (Nonaka et al. 2014a, b).
A Model of the National Leaders and Nation as a

Fractal Organization
Why Nations Fail—The Origins of Power, Prosperity, and Poverty
(Acemoglu and Robinson 2012) argued that the success of a nation
depends on establishing inclusive economic and political institutions.
Together with an open and fair government system, these institu-
tions create potent momentum toward economic growth by encourag-
ing investment, harnessing the power of markets, and generating broad
political and economic participation. With open and fair political, eco-
nomic and legal systems, citizens are free to conduct private economic
activities, and/or voluntarily seek to collaborate with each other.
Collaboration facilitates the combination of knowledge, which in turn
results in innovation. However, in what is called an “extractive” social
system, society struggles to combine its existing knowledge, hindering
opportunities for innovation.
Today’s economic issues, inter alia, include inflexible industry struc-
tures, skewed demographics with an aging population and low birth
rate, and unstable national security. We need to manage these issues and
build the wealth of nations. The process that we have identified in the
Knowledge-Creation theory may help equip us with the key enablers to
overcome these conflicting issues. This is because it integrates interdis-
ciplinary theories of philosophy, values, dignity and humanity, philoso-
phy, history, liberal arts, traditions, and culture. Thus, knowledge-based
management explains how to enhance people’s capacity, cultivate new
frontiers, and achieve co-prosperity in a nation. We must also innovate
in regional and national policies. To this end, knowledge, specifically the
process of creating new knowledge, will be the key.
12 I. Nonaka et al.
Fig. 1.6 An attribute-action model of national wise leaders. Source Nonaka

(2014)
Knowledge is also a resource with unlimited quantity, unlike finite

physical resources. We have been studying and interviewing people such
as top management leaders, political leaders, middle managers, and inno-
vative project leaders, and we find that the essence of good public-sector
management is a wise leadership that unleashes the potential capability of
the public in relentlessly pursuing the common good using knowledge.
A Model of National Wise Leaders

Figure 1.6 outlines our model of the attributes of national wise leaders.
Of course, the application of this model is not limited to political leaders
or government officials; it includes the all-inclusive leadership qualities
that anyone who pursues common good can embody, whether on the
ground or at the very top levels of an organization.
The dynamic leadership abilities for the management of a nation
are depicted in the model. The upper hexagonal circle in Fig. 1.6 por-
trays the dynamic leadership process during the development of national
Fig. 1.7 A dynamic fractal model of nation, region and community. Source

Nonaka (2014)
management systems based on phronesis, as presented in Fig. 1.4, but is an

updated version which includes (1) challenge a good objective; (2) observe
reality; (3) create Ba; (4) articulate a narrative; (5) maneuver the objective;
and (6) foster phronesis. With these six abilities, leaders will be able to uti-
lize the basic capacity of a nation’s political and economic resources, and
its social powers to increase national wealth. In so doing, historical imagi-
nation and idealistic pragmatism will be two additional capacities needed
by national leaders. Historical imagination is the ability to comprehend a
wide and deep time-space nexus, and idealistic pragmatism is the ability to
synthesize idealism and pragmatism in an effective combination.
Nonaka et al. published a book titled “Kokka Keiei no Honshitsu (The
Essence of Nation Management)” in (2014b), in which the coauthors
attempted to document, interpret and create a model of national leader-
ship and nation management through an analysis of the practice of six
national leaders in the 1980s. These leaders were Margaret Thatcher,
Ronald Reagan, Helmut Kohl, Yasuhiro Nakasone, Mikhail Gorbachev
and Deng Xiaoping. The six abilities of national wise leaders in our
model were revised in line with the findings from this book.
14 I. Nonaka et al.
A Model of the Nation as a Fractal Organization

Even if the national wise leader has extreme abilities, he/she cannot
work alone to achieve his/her vision or goals. He/She needs to form
teams connecting leaders at the national, regional, and community levels,
to form a fractal organization among all the levels as shown in Fig. 1.7.
In this illustration, the fractal organizations of the nation are expressed in
three layers, the national, regional, and community levels, but in reality
are not limited to these three. What is important here is that each layer
can make its own judgments and act with the same vision and direction
as the nation at large.
Each fractal in each layer has autonomy and freedom to connect,
relate, and interact with other fractal parts in any level. In other words,
it is inclusive and open, with permeable boundaries. If a nation is config-
ured with such autonomous fractal organizations throughout, then it will
be resilient, and not only be able to quickly respond to risks and crisis,
but also to quickly achieve policy innovation. At the same time, actions
taken at a time of crisis or in a policy innovation process will be based on
the actual situation grasped at the very front of the community fractal,
meeting the very needs and wants of the citizens. This is why we empha-
size the importance of distributed leadership and fractal organization to
every part of the nation.
One point to note is that we do not completely deny bureaucracy as
a structure, because bureaucracy maintains a highly efficient informa-
tion processing and command control capability, as Weber pointed out.
However, it often fails in terms of flexibility, creativity, and effectiveness.
A good nation management may aim to synthesize both bureaucracy and
fractals, and utilize either one depending on the context.
Historical Imagination as the Basis of the Common Good

The world is becoming increasingly more uncertain and unpredictable,
more complex, and chaotic. Global and local issues can arise from eve-
rywhere in the world, but economic, cultural, religious, and ideological
conflicts—often mixed—make these issues even more complex. In other
words, we are living in a world of complexity, where we cannot fully
know the causal relationships behind any phenomena.
Depending on context, this means that a cause may become an
effect, and that effect may become the cause of other issues. In fact,
cause-and-effect relationships change as often as we change our views.

Even if we broaden and deepen the time-space nexus to capture broader
and deeper relationships, we still cannot know ultimate cause and effect;
it all depends on the context and our views. All we can see are the pat-
terns. As encapsulated in complexity theory, the world is comprised of
complex relationships in the social ecosystem, and minute differences in
the early stages can emerge later as major changes. These fluctuations
and changes cannot be captured by cause-and-effect relationships, but by
making good and timely judgments depending on the context.
Therefore, historical imagination becomes critical. This allows us to
connect the relationships between various events to construct specific
histories. But to choose the particular events to be considered, we need
our subjectivity—historical perspective—to pick up important events,
relate them, and create a historical narrative. History contains a narrative
that many people would accept and agree as past events. History there-
fore reflects our own position in time, and forms what view we take out
of the society in which we live (Carr et al. 1961).
“What kind of future would you like to create?” This is the kind of
question that a wise leader would ask at the very beginning of his or her
endeavor. An account of the desired future reflects the past and present
facts in front of the leader. While no one is capable of recreating the past,
it is possible to choose particular facts from the past to create or justify
a desired vision of the future. This is history and the making of a narra-
tive. But the wise leader must remember that any narrative is sensitive to
initial conditions. This is known as the butterfly effect. At first, small dif-
ferences eventually broaden as time goes by. The wise leader, therefore,
needs to make judgments timely and appropriately—for this, we must
perceive reality as it is. The truth is in the details, and the wise leader
must always be grounded in reality. Then, we must synthesize the past
and future as seen from the present. In this process, historical imagina-
tion is necessary. But, how broad and deep should we synthesize? This
depends on the width and depth of the wise leader’s historical imagi-
nation, based on his/her practical wisdom. There is no obvious rule as
to how far one should go back in the past and forward to the future
in creating the present. The wise leader’s imagination determines the
context based on his/her insight and sagacity. In this sense, historical
imagination can only be obtained through practice because it requires
commitment. Unless one commits to creating history, he/she would be
a by-stander and would not create any history. Through actions, humans
16 I. Nonaka et al.
form new relationships, situations, and contexts in a proactive manner.

History is a process of creative evolution by the activities in creative lives.
As the Historian Edward Hallett Carr said, “[history] is a continuous
process of interaction between the historian and his facts, an unending
dialogue between the past and the present.” The historian imagines how
the past may have been by investigating past “facts,” and structures a
narrative with historical logic that makes sense to everyone. The historian
goes back and forth between insights into past facts and the creation of
future scenarios of how things may be, and pictures a mental map of his-
tory. Repeating this process also enables the historian to imagine a future
narrative. A wise national leader approach to history should be like that
of the historian; the national leader should go back and forth between
insights into past facts and the creation of a future scenario of how things
may be, and picture a mental map of history to compose a narrative for
his/her country.
One of the roles of a national leader is to indicate the direction and
path the nation should take, or in other words, design a national strategy.
However, Lawrence Freedman, professor of war studies at Kings College
London, asserts that there are limits to strategies that rely on analytical
and scientific methodologies founded on the premise of rational choices
without subjectivity (Freedman 2013). He argued that the most effective
strategy is based on a narrative that gives an account of the relationships
between phenomena, and is founded on intuition and pattern recogni-
tion based on subjectivity (Freedman 2013).
It is therefore impossible to develop analytical strategies based on
the assumption of a fixed environment and controlled conditions. Real
strategies are executed in a dynamic and complex system where various
phenomena are intertwined. Since different conditions in the initial stage
can change the whole outcome, flexibility and imagination are required.
First, strategies exist on the premise of dynamic conflicting relationships.
Conflicts only transpire when there are changes in the environment,
while strategies are required to indicate methods to address those con-
flicts. In other words, strategies are the practice of achieving a future that
is connected to the present, not about painting a future that is out of
touch with the present. They are about encountering unforeseen oppor-
tunities and envisioning a new future in a practical process. They are like
a television drama series, open-ended and without endings; they always
keep painting a new future that starts in the present.
Strategies are pointless if they are not practiced, but to put them
into practice it is necessary to influence people in relation to how they
behave. This is why strategies take the form of narratives designed to
appeal to peoples’ emotions and rationality, because a narrative can affect
their subconscious and awareness, and change their behavior. A strategic
narrative conveys the truth, makes people anticipate events that will hap-
pen, indicates rules for assessments and actions, clarifies the path from
present to future, and encourages people to act in a way that suits the
narrative’s plot. Room for improvisation in the narrative is important
here though. In other words, the narrative should change according to
how people react to the changes in the context of the moment. Narrative
therefore requires historical imagination.
National-wise leaders must connect, interpret, and systemize past
events as the knowledge of experience shared by the people in an appro-
priate manner, based on the nation’s history, tradition, culture and other
knowledge assets. They must then build up an image of how the nation
should be in future. To understand the history, tradition, and culture of
a nation, it is necessary to visit actual places, feel the atmosphere with
our five physical senses, and hone a sense of empathy with their narra-
tives. At the same time, it is also necessary to venture outside the coun-
try, incorporate the knowledge of surrounding regions, and accept
various histories and values. By synthesizing tacit knowledge gained
through actual experiences and explicit knowledge gained by learn-
ing about historical events, the national leader’s historical imagination
increases in breadth and depth.
Also, being able to exercise historical imagination in a crisis leads to
deep insights into the relationships behind phenomena in terms of time
and space, the ability to uphold high assessment standards for the com-
mon good, and to the making of decisions that aspire to the future. This
is the capacity of contextualization. As is often quoted, the difference
between Winston Churchill and Neville Chamberlain’s way of think-
ing in World War II is a vivid illustration of how historical imagina-
tion can differ in breadth and depth. On the one hand, Churchill had
a great knowledge of history, and in the British Empire’s hour of cri-
sis, his thoughts turned to the actions of his predecessors, Francis Drake,
John Churchill, Horatio Nelson and Arthur Wellesley, first Duke of
Wellington, who had made his country safe and prosperous. He thought
about how the British Empire had developed with its origins in parlia-
mentary democracy since the Glorious Revolution of 1688. On the
18 I. Nonaka et al.
other hand, Chamberlain believed that appeasement was the correct

course of action, given that his thoughts were preoccupied with the dis-
traught faces of the people suffering from the nightmares of World War
I, and their plight in the Great Depression. This contrast in their ways of
addressing the pressure from Hitler’s dictatorship, in other words, the
difference in their standards for assessing the common good, ultimately
determined the direction of World War II.
Dewey (McDermott 1981) believes that democracy is constantly rec-
reated by pragmatic social practice, and notes that wise national leaders
unleash a variety of knowledge through their continuous practice, and
while addressing the risks, use their wisdom and resources to achieve
the ideal nation based on their beliefs. National leaders need to utilize
and extend the national resources they have inherited; in Adam Smith’s
words, the “wealth of nations backed with idealistic pragmatism and his-
torical imagination.”
One critical thing here is that the common good is subjective, and
each one has its own value issues. However, if we have a universal intent,
individual subjectivity will not be trapped in egocentric individualism.
To have universal intent, we need to share our subjectivity and justify
our personal beliefs. This is the knowledge creation process itself, and
through this process we cocreate strategic narratives for the common
good.
Idealistic Pragmatism: The Relentless Pursuit of Excellence

The term “idealistic pragmatism” characterizes the firm methodology of
national wise leadership. As the head of a nation, a leader must present
his/her own ideals within a context that must also be about pursuing a
way of life as a national leader, and positioning oneself as social existence
within reality. By presenting ideals, making “better” assessments and tak-
ing “better” actions based on reality, they can approach their own ideal.
Any contradictions of ideas and reality must be solved by a purposeful
attempt of trial and error that, in turn, characterizes the methodology of
what we call idealistic pragmatism.
Aristotle argued that human beings have a natural propensity to pur-
sue a society’s goals that are larger than the individual self, a position
that we agree with. But such common good—or in this context, the
good of the nation—is not the product of a majority vote or the com-
munity’s greatest denominator. Rather, it emerges from our relentless
pursuit for excellence in our everyday lives; the daily dialogue and prac-
tice that arises out of our interactions with others and the environment.
The common goal must represent the challenge to reach ideals through
practice. This is the approach we call idealistic pragmatism.
Idealistic pragmatism embodies a dialectical methodology, which
synthesizes contradictions between the ideal and reality through ever-
continuing trial and error. An idealistic pragmatist endlessly pursues
excellence on the basis of reality as it is, and aims to achieve the ideal.
In short, idealism and realism have a dialectical relationship. The way in
which a creative balance between idealism and realism can be developed
is what pragmatism is mainly concerned about. In this sense, idealism
and reality each take opposing ends of a continuum. Practical wisdom
tackles the dilemma of how to deal with reality in an attempt to pursue
the ideal—it requires a practical attitude in facing reality, yet maintains a
general direction toward the ideal.
Another aspect of idealistic pragmatism is to maintain our attitude of
pursuing our “way of life.” Idealism asserts that humans are fundamen-
tally socially oriented to pursue what is good for the community that
they belong to, however personal their specific, individual contexts may
seem. Questioning one’s way of life eventually leads to the determina-
tion of an ideal or direction to aim for. Once this happens, people take
action based on actual practice, eventually prompting changes. However,
without the practices that are embodied in one’s actions, the ideal would
be meaningless, regardless of how wonderful they may seem on the sur-
face. The steady daily practice toward achieving the ideal, and perpetually
seeking for the better in idiosyncratic, individual realities, is the key to
effective implementation.
Pragmatism may be divided into “idealistic” and “realistic” pragma-
tism. The former aspires to the common good, but is rationally trying
to achieve this in reality, and can settle for second best according to the
context. The latter explores the feasibility of the ideal from observations
and assessments of reality. The two are in a complementary relationship,
and the difference between them may simply be in their varying degrees.
In Western thinking, idealism was more dominant than pragmatism.
However, pragmatism originally developed in the U.S. during that coun-
try’s civil war. This way of thinking fundamentally connects to concepts
such as Maurice Merleau-Ponty’s “intersubjectivity,” Michael Polanyi’s
“tacit knowing,” Kitaro Nishida’s “unity of mind and body,” Henri
Bergson’s “pure connection,” and Alfred Whitehead’s “actual entity.”
20 I. Nonaka et al.
The basic idea of pragmatism asserts that, out of the knowledge gained
from experience, the truth is “what works.” James (1971) argues that
our truly important judgments are often based on insufficient informa-
tion or knowledge, and therefore, all a person can do is to judge accord-
ing to his/her own beliefs. When those beliefs are translated into actions,
and their expost evaluations suggest that the desired results were pro-
duced, they eventually become, tentatively, the truth. If mistakes are
made, they are constantly amended. Dewey asserts that the good things
in everyday life are moral goodness in the ultimate sense. In this way
of thinking the ideals of truth or good can only be reached through
practice.
With respect to knowledge-based management, we take a position of
idealistic pragmatism, as already defined, but with an emphasis on realis-
tic pragmatism. Without actual practice, using all the five senses, we can-
not know. All knowledge is rooted in tacit knowledge, which we can only
obtain from our actual experience. However, pure pragmatism or empiri-
cism may end up promoting only gradual improvements. For us to make
a leap in our ideas and pursue innovation, we need to set an ideal and try
our best to achieve it. Optimal results are claimed to be attainable only
by aiming for too much—by reaching beyond the limits of the possible.
As Rescher (1990) notes, humans are living in the worlds of reality and
possibility at the same time.
References
Acemoglu, D., J.A. Robinson, and D. Woren. 2012. Why Nations Fail: The
Origins of Power, Prosperity and Poverty. New York: Crown Business.
Carr, E.H., and R.J. Evans. 1961. What is History? London: Palgrave-Macmillan.
Dussler, Luitpold. 1971. Raphael. A Critical Catalogue. London: Phaidon.
Drucker, Peter F. 1993. Post-Capitalist Society. London: Routledge.
Freedman, L.D. 2013. Strategy: A History. Oxford: Oxford University Press.
Hayek, Friedrich A. 1978. Competition as a Discovery Procedure. In The Essence
of Hayek, ed. C. Nishiyama, and K.R. Leube. Stanford: Hoover Press.
James, William. 1971. Essays in Radical Empiricism and a Pluralistic Universe.
New York: E. P. Dutton.
Mandelbrot, B.B. 1983. The Fractal Geometry of Nature. New York: Macmillan.
McDermott, John J. (ed.). 1981. The Philosophy of John Dewey. Chicago:
University of Chicago Press.
Nonaka, Ikujiro. 2014. Knowledge Creation of Nations. Paper presented at the
Second Workshop on Leadership and Management Development in Asian
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Policy Studies (GRIPS).
Nonaka, Ikujiro, and Hirotaka Takeuchi. 1995. The Knowledge-Creating
Company: How Japanese Companies Create the Dynamics of Innovation.
Oxford: Oxford University Press.
Nonaka, Ikujiro, and Hirotaka Takeuchi. 2011. The Wise Leader. Harvard
Business Review 89 (5): 58–67.
Nonaka, Ikujiro, M. Kodama, A. Hirose, and F. Kohlbacher. 2014a. Dynamic
Fractal Organizations for Promoting Knowledge-Based Transformation—A
New Paradigm for Organizational Theory. European Management Journal 32
(1): 137–146.
Nonaka, Ikujiro, Ryoichi Tobe, and Yoshiya Teramoto. 2014b. Kokka
Keiei no Honshitsu (The Essence of Nation Management). Tokyo:
Nihonkeizaishinbunshuppansha.
Polanyi, Michael. 1966. The Tacit Dimension. Chicago: The University of
Chicago Press.
Rescher, N. 1990. Human Interests: Reflections on Philosophical Anthropology.
Redwood City: Stanford University Press.
Schumpeter, Joseph A. 1912. The Theory of Economic Development: An Inquiry
into Profits, Capital, Credit, Interest, and the Business Cycle. Palo Alto:
Transaction.
CHAPTER 2
Case Study 1: Mayor Belmonte

and Quezon City
Eduardo T. Gonzalez and Zita Concepcion Calugay
Introduction
Feliciano “Sonny” Belmonte, Jr., during his 9-year tenure as Mayor
of Quezon City, Philippines, transformed the largest city in the Metro
Manila National Capital Region from an economic laggard to one of the
country’s wealthiest and most well managed. Quezon City’s achieve-
ments have attracted the attention of international development insti-
tutions, business conglomerates, and urban developers. This case study
aims to identify how this local leader was able to use tacit knowledge and
The initial draft of this section was written with the assistance of John Lee
Candelaria. However, the views and opinions expressed in this final report are
those of the authors.
E.T. Gonzalez (*) 
Philippine Korea Research Center, University of the Philippines, Quezon,
Philippines
Z.C. Calugay 
National College of Public Administration and Governance,
University of the Philippines, Quezon, Philippines

24 E.T. Gonzalez and Z.C. Calugay
practical wisdom to fundamentally transform his constituency. We con-

centrate on fiscal management, the solid waste management program,
poverty reduction, and business productivity (particularly the develop-
ment of the Quezon City-Central Business District) in this discussion.
The Socio-Economic Profile of Quezon City

Quezon City was created by Commonwealth Act No. 502 on October
12, 1939. It is part of Metropolitan Manila, or the National Capital
Region, which accounts for 37.2% of the GDP of the Philippines. Quezon
City comprises one-fourth (25.23%) of Metro Manila’s total land area of
638.55 square kilometers, making it the largest in the region. It consists of
142 barangays divided into six congressional districts. The city is number
1 in the National Capital Region in terms of total income, earning P10.3
billion in 2009. It is a key destination for global firms such as HSBC and
Google as they seek to outsource business processes in the Philippines.
The city’s official website shows that its population was estimated to
have reached 3,179,536 by 2012, making it the most populated local
government area in the country. More than half of the increase in the
period 2000–2008 was contributed by in-migration. There are 706,564
households in the city. Around 38% of the population is considered
young, aged 21 years and below. Its annual growth rate is naturally high
at 2.92%, a little over 50% higher than the national rate, which is 1.9%.
Finally, the city boasts a very high literacy rate of 98.3%. It is home to
373 public and private elementary schools, 223 public and private high
schools, and 90 colleges and universities including the University of the
Philippines, the country’s premier university.
Recognized as the Most Competitive City in Metro Manila and the
second most competitive in the Philippines in the Asian Institute of
Management’s 2007 Cities Competitive Ranking Project, Quezon City
had 62,679 registered business establishments as of 2012. These were
made up of financial services, communications and media, information
and communications technology, utilities, health and wellness, hotels,
restaurants, retail and wholesale businesses, and schools, among others.
Prominent business re-locators are broadcast networks (including the
two largest in the country), information and communications technol-
ogy (ICT) parks and buildings, and large department stores. Envisioned
as the government center, Quezon City also now hosts 125 national
government institutions including the House of Representatives, the
2 CASE STUDY 1: MAYOR BELMONTE AND QUEZON CITY 25
Audit and Civil Service Commission, and 25 government-owned and

controlled corporations (GOCCs).
Financial Turnaround: From Deficit to Sustainable Surplus

Immediately upon assuming the post of mayor on June 30, 2001,
Belmonte was faced with the sad reality that the city coffers were in the
red. By year’s end, it was evident that total revenue collection had fallen
short of meeting the city’s budgetary requirements by around 1 million
pesos. In fact, for some years preceding 2001, the city government had
been engaged in deficit spending.
As if this situation was not bad enough, the city government was like-
wise confronted with billion-peso unpaid invoice claims from various
suppliers, contractors, banks and government corporations. The contrac-
tors for garbage collection and disposal, who a year before were partly
to blame for the tragic trash slide in the Payatas dumpsite (Cruz, n.d.),
were claiming P560 million in payment arrears; general suppliers and
infrastructure contractors were claiming P1.4 billion; and the Landbank
of the Philippines, P1.25 billion. The Government Service Insurance
System had also suspended the loan privileges of employees due to accu-
mulated unpaid employees’ contributions, while the Bureau of Internal
Revenue was demanding the remittance of withholding taxes collected in
the previous 6 years.
Taking on the challenge, Belmonte declared: “I drew on years of my
experience in turning around financially ailing government corporations,
recognized the do-ability of common sense solutions, tapped the rich
repository of experience of the local government bureaucracy, studied
root causes of success and failures, and observed other local and inter-
national examples to guide what is now the Quezon City transformation
story”1 (Quezon City Government 2010, 7). Belmonte’s goal in build-
ing up the City’s financial position was to create and sustain a viable
resource base that could continuously fund its economic transformation
(Quezon City Government 2010, 28).
Crisis situations required urgent and innovative solutions. He wasted
no time in convening his Management Committee2 to brainstorm with
them an array of possible solutions to the problems at hand. Chaired
by Belmonte himself, the Management Committee was considered the
“top-level, policy-setting body of the QC-LGU,” and consisted of a pool
of 11 close and trusted advisers, possessing multidisciplinary expertise in
law, budgeting, accounting, management, architecture, and related fields

(Quezon City Government 2005). Some of the members had worked
with him in his previous stints in the private and government sectors,
and would later occupy department head and other high positions in the
city government. Throughout his 9-year term as mayor, his Management
Committee would play a significant role in providing technical advice,
exploring new ideas, and conducting technical studies on those ideas that
the mayor considered innovative and out of the box, being seemingly
promising but relatively untested.
Aside from the Management Committee, Belmonte also worked
closely with the Executive Committee of over 50 heads of city govern-
ment departments, offices, task forces, and other units, to find solutions to
urgent concerns, promote good coordination of the different operations
in the city government, and to chart the development direction of the city.
He met with the Management Committee and Executive Committee on
alternate weeks. To outsiders, having two Committees, with seemingly
different working styles at the management level, may have looked con-
fusing, but the consultants and department heads who worked with him
would attest to his uncanny ability to negotiate through diverse ideas and
opinions using such a structure. “His genius for forging consensus and
conciliation is legendary,” said Atty. Ismael G. Khan, Jr., a Supreme Court
spokesperson who worked with him at PAL (Cruz, n.d., 163).
Introducing Revenue-Generating Measures

Simultaneous revenue-enhancing measures were immediately put in
place, turning the city’s financial condition from deficit to a surplus in
1 year, a feat that was hard to duplicate in any other part of the country.
An important revenue-enhancing measure introduced by the Belmonte
administration was the computerization of the assessment and collec-
tion of taxes, the first such program in the country introduced by a local
government. It covered large local revenue sources such as real property
taxes, business registration, and building permits. Computerizing the tax
assessment and collection systems was both a challenge and an impera-
tive, considering that the city government “has a huge tax base, with real
estate tax transactions alone involving about half a million real property
units and a business tax base involving about 60,000 establishments”
(Quezon City Government 2010, 27). Before the computerization pro-
gram, taxpayer records were written on index cards, which were filed in
the desks of the employees concerned, some of whom were employed on

a casual basis, and hence bore no accountability.
To strengthen the assessment and collection of real property taxes,
the Assessor’s Office prepared an updated inventory of taxable properties
throughout the city. Applying the geographic information system (GIS)
methodology to its tax-mapping activities, it could locate taxable proper-
ties, including those that had been previously unidentified or undeclared,
as well as information on their owner and payment histories. Based on this
updated inventory, it reconciled the manual records and data base of tax-
able properties. Moreover, it streamlined the processing of real property
tax declarations, drastically reducing the number of steps from 20 to 5,
and processing time from several months to 7 days. With computerization
in place, the city government’s “central data system can process more than
440,000 real estate payment units and has the capacity to service 20,000
taxpayers in one day” (Quezon City Government 2007, 6). The comput-
erization program produced an added benefit of minimizing corruption
by “providing checks and balances, and lessening the need for individual
discretion in most stages of the assessment and payment system” (Quezon
City Government 2007, 6). Moreover, it allowed the mayor to generate a
daily report on revenue collections, thus enabling him to monitor the per-
formance of revenue collection agencies. Overall, the computerized system
helped the city government improve its tax collection efficiency, cut down
on red tape, and reduce if not eliminate the need for fixers.
Several other initiatives by the Treasurer’s Office were likewise
designed not only to encourage the taxpayers to pay their taxes on
time but also to promote their ease and comfort when doing so. Air-
conditioned lounges with a plentiful supply of coffee were set up in
the city hall. Taxpayers could also opt to pay through accredited banks,
offsite branches and Special Tax Teams assigned to selected villages.
Belmonte explains, “I applied commonsense approaches; plugged leaks
where they existed, and encouraged a culture of prudent spending and
value for money” (Quezon City Government 2010).
Specific Strategies to Improve Real Property

and Business Tax Collections
Throughout his 9-year term as mayor, Belmonte would become

known for taking bold steps in maximizing the revenue potentials pro-
vided for by the Republic Act No. 7160, otherwise known as the Local
Government Code of 1991; some of which were hardly explored until

his administration took the initiative and led the way for others to follow.
Governing a highly urbanized area that relies on business tax and real
property tax (RPT) as the two most important local revenue sources, he
naturally focused his reform measures on these two sources. In particu-
lar, to improve the collection of business taxes, the Belmonte administra-
tion adopted the following strategies (Endriga 2006, 8):
• Required taxpayers with gross receipts of over P500,000 to submit

Bureau of Internal Revenue (BIR) statements of monthly payments
of value-added tax (VAT) and non-VAT for 2005;
• Utilized the concept of presumptive income level to make gross tax
declarations more realistic and current;
• Required contractors to pay business tax prior to the release of
building, excavation, and occupancy permits;
• Grounded revenue examiners with low monthly collection outputs,
and rewarded top grossing examiners with free trips to Hong Kong;
• Auctioned delinquent real property instead of giving a tax amnesty,
this raised P10.7B;
• Reassigned permanent employees to avoid familiarization with tax-
payers;
• Increased the discount given to real property owners paying annu-
ally from 10 to 29%, and quarterly from 5 to 10%;
• Filed anti-graft cases against erring employees with the
Ombudsman; and
• Posted 300 billboards in major thoroughfares indicating the auction
date of delinquent real properties and applicable discounts.
In addition to the above, Belmonte, realizing that the city’s busi-

ness tax rates fell below those of other Metro Manila cities, raised these
despite the strong protests of big business, some of whom even filed
cases in court. Yet when they saw where their money went and how it
was effectively utilized to improve the delivery of basic services, they
started to support the mayor’s tax initiatives. Mayor Belmonte explained,
“We have proven that a good financial foundation is a solid springboard
for sustainable investments in city transformation because even the best
ideals cannot become a reality without any resources” (Quezon City
Government 2010, 8).
Instituting Cost-Saving Measures

One of the first cost-saving measures Belmonte introduced was to
revamp the payment scheme of garbage collection and disposal from
a “per trip” basis to “package clean-up,” and he managed to slash the
cost of this service by as much as P20 million monthly, for a total of
P240 million yearly. Another cost-saving measure was allowing the con-
tracts of 7000 casual employees to lapse after their term expired. Casual
employees are not part of the city government organization and their
services are supposedly tapped on an as-needed basis. Explaining why
their contracts were allowed to lapse, Mayor Belmonte said, “We were
a good money source for people who had very little to do in City Hall”
(Quezon City Government, n.d. (a), 26).
Producing Impressive Results

The serious and combined efforts of the city government to improve its
financial condition immediately bore impressive results. Between 2001
and 2008, city income rose by an average of P629,300,053, or 13.3%.
In 2002, a year after Mayor Belmonte assumed office, the city govern-
ment declared a surplus of P262,610,094, and the trend of surplus budg-
eting would continue until 2008 (see Fig. 2.1). Moreover, the percentage
share of surplus income to city income rose from 4.8% in 2002 to 13.8%
in 2008, posting an annual average rise of 1.8%. Due to the city govern-
ment’s favorable financial condition, it was able to settle all its obligations,
including a P3 million payment in arrears with the GSIS from 1997.
The city government’s efforts would also be recognized by various
awarding bodies here and abroad. In 2003, it was the first local govern-
ment to receive the Galing pook Award for Effective Fiscal Management
(Ford Foundation et al. 2008). Having won the Most Business-Friendly
City award for four consecutive years, it was elevated to the Hall of Fame
in 2005 by the Philippine Chamber of Commerce and Industry.
On top of the local awards, Quezon City’s reform efforts reaped
international recognition when it was adjudged number 7 out of 200
Asian city contenders in the Top Asian Cities of the Future 2007–2009
survey sponsored by the London Financial Times through Singapore’s
AsiaBiz Strategy. In 2009, it received a ph+A credit rating from Standard
and Poor’s for “solid liquidity levels and strong budgetary performance,
debt-free and financial flexibility” (Quezon City Government 2010, 29).
Fig. 2.1 Income compared with budget (in Pesos), Quezon City 2001–2008.
Source Quezon City: The Belmonte administration 2003–2004, 10 and Quezon
City: Future perfect annual report 2007–2008, 62
Comparing Quezon City’s overall financial management performance

with that of other local government units (LGUs), Standard and Poor’s
declared that the City was far more advanced than its contemporaries,
especially in its capacity to establish a consistent budget surplus. Standard
and Poors were the designated credit rating agency of the World Bank in
its pilot project designed to provide credit ratings to participating LGUs
in the Philippines.
Keeping the City Environment Clean

Aside from fiscal deficits, Belmonte faced serious problems with garbage
collection and disposal at the start of his term. The streets were littered
with piles of uncollected trash. The garbage collection and disposal con-
tract easily stood out as expensive and hard to justify. Garbage collec-
tion in Quezon City operated on a “per trip” payment scheme: payment
was based on the number of trips made from the collection area to the
dumpsite daily, regardless of whether the collectors did their jobs effi-
ciently or not. The scheme was vulnerable to claims manipulation by
contractors as there was no effective monitoring mechanism in place.
Testing and Analyzing Proposed Solutions

Mayor Belmonte tasked the Environmental Protection and Waste
Management Department with overhauling the system. As a department,
the EPWMD is equipped with the authority and resources to pursue

its plans of action. The head of the department, Frederika C. Rentoy,
deemed it wise to implement a solution that was backed up by a method-
ical study. She organized a team to study the feasibility of a solid waste
management program patterned after a similar program in Japan that she
had learnt about while attending a course there.
Based on the data this team gathered,3 the EPWMD formulated a
solid waste management program dubbed the “package clean-up.” The
new system entailed assigning garbage contractors to specific cells/
zones and holding them responsible for keeping the areas clean as basis
for payment. Belmonte readily provided the package with needed politi-
cal support. The package clean-up entailed the division of the city’s 142
barangays into specific cells, and each cell be assigned a contractor who
would be responsible for keeping it clean and free of uncollected piles
of garbage as a basis for payment, unlike the previous system where pay-
ment was made based on the number of trips the garbage truck made
to a dumpsite. It also included the collection of garbage in 239 inac-
cessible areas via pushcarts and pedicabs. This program easily generated
monthly savings of P20 million from the previously identified contract
costs. The package clean-up was also complemented by the assignment
of 275 street sweepers to the city’s 450 km of major thoroughfares.
Ms. Rentoy became a fan of Belmonte’s leadership, and this senti-
ment would eventually reverberate throughout the city government. Ms.
Rentoy was affiliated with the previous mayor, and had earlier offered
to resign. But Belmonte, known for his uncanny ability for spotting and
harnessing talent when he sees it, instead appointed her as department
head of the EPWMD instead. He was comfortable working with people
regardless of their prior affiliations, which testifies to his political matu-
rity and leadership acumen.
Engaging Multi-sectoral Support for the Program

Emphasizing that keeping the environment clean is everybody’s business,
the package clean-up needs multi-sectoral support to make it work. The
barangays have been tapped to assist in monitoring the performance of
contractors. Barangay officials were given various training programs to
raise their awareness of the ecological solid waste management program.
Ms. Rentoy held one-on-one meetings with them to encourage them
to support the program, especially those who were initially hesitant to
do so. The mayor asked the Sangguniang Panlungsod to pass two ordi-
nances, one of which enjoined barangays to formulate their own ecologi-
cal solid waste management programs designed to continually reduce the
volume of waste generated, while the other one allowed autonomous
barangays like Barangay Holy Spirit to manage their own garbage col-
lection and disposal systems. Based on the performance of the barangays
according to the criteria set by the EPWMD, they are given correspond-
ing monetary incentives which they can use to strengthen their own eco-
logical solid waste management program.
The combined efforts of the city government have finally paid off.
Not only have the streets been rid of uncollected piles of trash, but the
city coffers have gained savings in the process.
Poverty Reduction and Livelihood Generation
Rehabilitating and Opening up Opportunities in the Payatas Dumpsite

On July 10, 2000, a tragedy befell the Payatas dumpsite when a portion
of the mountain of trash went crashing down on the surrounding com-
munities below, killing 232 people and destroying the homes of 655 fam-
ilies. It was a tragedy waiting to happen. Over more than three decades,
the Payatas dumpsite, which was originally planned as an open pit land-
fill, inevitably transformed into a huge mountain of trash and ironically
became a primary source of livelihood for one of the biggest informal set-
tler communities in the country. Incessant heavy rains prior to the trash
slide itself caused a particularly steep portion of the mountain of trash
to weaken and eventually collapse, crushing with its hundreds of people
and shacks. When Belmonte took over the reins of the city government
in 2001, the affected communities were still waiting for concrete govern-
ment intervention to alleviate their plight. Mayor Belmonte himself went
to the Payatas dumpsite prior to his oath-taking as mayor to observe the
actual disposal system employed by the contractors, and talked with the
residents-cum-scavengers to find out their real condition, as recounted by
Mr. Salvador Enriquez, former Budget Secretary, Head of the Technical
Assistance and long-time consultant to Mayor Belmonte.
The poor and unsafe conditions at the dumpsite justified its immedi-
ate closure, but doing this could lead to serious problems. First, clos-
ing the city’s sole waste disposal facility would imperil the city’s overall
sanitation and hygiene conditions. Second, after operating for over

30 years, the dumpsite has created a tangled web of income oppor-
tunities for around “5000 individuals, including approximately 2000
engaged in waste picking and around 3000 in the underground econ-
omy,” thus closing it would endanger their livelihood sources (Quezon
City Government, n.d. (b)). Weighing in on the serious problems at
hand vis-à-vis the provisions of Republic Act 9003 (the Ecological Solid
Waste Management Act), Mayor Belmonte decided to proceed with the
rehabilitation of the Payatas dumpsite. “Had it been another mayor and
not Belmonte in the said situation, that mayor would have opted to just
dispose of the city’s garbage in another LGU’s waste disposal facility,”
Ms. Rentoy commented.
Introducing Engineering Interventions

To keep the dumpsite safe and stable for the communities, the city gov-
ernment undertook a series of engineering interventions. The site was
transformed into a controlled waste disposal facility which entailed a
series of engineering works consisting of “developmental and reha-
bilitation works, including slope reprofiling, stabilization and greening,
leachate collection and recirculation, drainage system improvement, for-
tified roadways and access to the site, gas venting and material recov-
ery” (Quezon City Environmental Protection and Waste Management
Department, n.d.).
Organizing the Payatas Stakeholders

Alongside the engineering rehabilitation works was a series of organizing
activities conducted with the waste keepers or scavengers, recyclers, and
junkshop operators4 to make their communities safe and stable for resid-
ing and earning a living. These groups have been organized into formal
organizations, accredited and provided with financing and skills training
to enable them to seek additional or alternative income opportunities.
In particular, the waste keepers are consulted for their input and opin-
ions whenever there are proposed changes in the operating systems of
the controlled landfill. One important operating procedure is the identi-
fication of areas for picking waste, sorting and recycling in the controlled
landfill, unlike before when they could scavenge anywhere they wanted
to, and allocation of such areas to the different organized groups. On

the other hand, one of the perks of being part of the organized groups
is the opportunity to be invited as resource persons within and even out-
side the country. Wearing IDs and uniforms, and being invited to speak-
ing engagements gave them a sense of pride. Whereas before they were
looked down upon as scavengers, now they are looked up to as sources
of practical, sensible solutions to serious problems.
LGU-PNOC Partnership for Gas to Power Generation

The Payatas Operations Group (POG) has been setup to oversee opera-
tions in the Payatas controlled waste disposal facility. Belmonte forged
a partnership agreement with the PNOC in 2002 for the latter to put
up a Pilot Methane Power Plant at the dumpsite capable of converting
methane gas (which abounds in the area) into up to 100 kW of electric-
ity. The plant also serves as a model for similar projects in the future. The
electricity derived from the plant is used to light up the facilities and the
fence around the dumpsite, generating savings for the city from reduced
electricity expenses.
LGU-PANGEA Partnership for Clean Electricity

Belmont likewise forged a partnership agreement with an Italy-based
company called PANGEA Green and its local partner, PANGEA Phils.,
for implementation of the Biogas Emissions Reduction Project in 2007.
The city government leveraged the dumpsite as its equity while the cap-
ital investment was borne by its partner. The scheme was designed to
convert biogas emissions into electricity, and in the process, decrease
greenhouse gas emissions.
Considered as the first clean development mechanism (CDM) in
the Philippines and Southeast Asia, this project was registered under
the Kyoto Protocol of the United Nations Framework Convention
on Climate Change (UNFCCC) on February 1, 2008. This means
that whenever the PANGEA company is able to sell CERs (Certified
Emission Reduction), the city government gets its modest share, which
has already reached 100,000 Euros or P7 million carbon credits equiv-
alent, the Quezon City Government’s Annual Report for 2007–2008
reported, and at the same time, is able to make a humble contribution to
improving the air, water, and soil quality around the city.
Awards Received
The Payatas disposal facility of today is a far cry from the miserable,
deplorable, and accident-prone open dumpsite of 14 years before. Not
only does it offer a practical solution to the livelihood problem confront-
ing thousands of people who depend on it, but it also inaugurated pio-
neering initiatives as far as addressing solid waste management and other
environment-related concerns, thus serving as a model for other simi-
larly situated LGUs. Five years later, on January 26, 2009, the Payatas
Disposal Facility would be recognized by the prestigious Galing Pook
Foundation (Ford Foundation et al. 2008).
Sikap Buhay: Providing Livelihoods for the Poor

The Belmonte administration established the Sikap Buhay Center to
address the unemployment problem in the city. It adopted a microenter-
prise lending program for the poor in 2002, patterned after a Grameen
bank micro financing system made popular in Bangladesh. In 2010, the
total amount of loans extended reached P2.47 billion, providing an aver-
age loan of P17,739 per client to a total of 179,743 clients. In 2008,
135 out of 142 barangays were covered by the lending program.
The capital for the loans did not come from the city government
but from its partners consisting of local banks and private lending insti-
tutions, which enabled these organizations to expand their business
operations and consequently increase their income. Between 2002 and
2009, the number of lending partners grew from one to nine5. Ninety-
five percent of the borrowers are women, though the lending program
is open to both men and women. Studies done to assess the benefits
derived from the lending program showed that the beneficiaries were
able to increase their income by 200–600%. The impact study conducted
by the International Labor Organization (ILO) considered the lending
program as an “effective poverty alleviation tool for the entrepreneurial
poor” (Quezon City Government 2009, 31). Some studies showed that
the beneficiaries’ incomes enabled them to send their children to school,
serve their families nutritious food, and make home improvements.6 The
program was likewise credited with inculcating among its beneficiary’s
certain important values that could help them live a better quality of life
such as “credit discipline, self-reliance and greater financial independ-
ence for their families” (Quezon City Government 2009, 31). Moreover,
the successful beneficiaries had learned to avoid the usurious lenders and
instead deal with reputable banks.
The repayment rate averages 94%. The high repayment rate can be
attributed to the multi-sectoral approach adopted by the SikapBuhay
Foundation in monitoring the performance of borrowers. Barangay offi-
cials, community-based nongovernmental organizations (NGOs), and
community civic associations, along with the SikapBuhay staff, moni-
tor group loan collection, and organize entrepreneurship and livelihood
skills training (Quezon City Government 2009, 36).
The QC-CBD: Creating a Competitive City
How the Concept of QC-CBD Was Born

The concept of developing the Quezon City-Central Business District
(QC-CBD), or simply “Triangle Park,” arose during one of the man-
agement committee meetings, when Mr. Salvador Enriquez explained
that the city government had already maximized the taxing powers
that it needed to explore alternative sources of revenues. During subse-
quent meetings of the management committee, Mr. Enriquez proposed
that they consider developing the 250-hectare lot encompassing the
Northern and Eastern Triangles, which was located across from the city
hall, but provided the city government a mere P500,000 in annual taxes,
into a new central business district. In his second term in office, Mayor
Belmonte himself was not interested in imposing new taxes or raising the
existing rates. Rather, he was focused more on transforming the city into
a “center of gravity for business and the collective good of his constitu-
ents,” to become “one of the most competitive in the metropolis and
the nation”, thus the proposal resonated perfectly with his plan (Quezon
City Government 2010, 57; Alcazaren, n.d., 269). Anticipating the
huge potential of the proposed CBD, he thus directed his Management
Committee to conduct further studies on its feasibility.
Advantages and Challenges
The proposed QC-CBD possesses several advantages. It sits strategi-
cally at the heart of Metro Manila, has easy access to different modes of
transport including three mass transit railway stations, and has the wid-
est frontage onto EDSA, a 24-kilometer major road that connects the
different cities in Metro Manila. These advantages make it an attractive

location for retail and wholesale businesses, ICT companies, mixed use
condominium buildings, and other types of businesses. Likewise, it con-
nects with two large parks in the city, namely, the Ninoy Aquino Parks
and Wildlife Center and Quezon Memorial Circle, which can potentially
also turn it into an eco-friendly QC-CBD.
Two large real property developers, SMDC and Ayala Land, saw
the tremendous economic potential of the proposed QC-CBD, and
started their own investment programs. The Ayala Corporation put up
the Trinoma Shopping Mall, which was inaugurated in April 2007. SM
Development Corporation had earlier built the SM City shopping mall,
and later constructed a three-tower condominium complex called Grass
Residences, on a 2.5-hectare lot connected to SM North EDSA via a
bridge way.
Yet, there were challenges that needed to be resolved before the
development of the proposed CBD could proceed. Most of the site was
owned by the national government. A large portion of it remained unde-
veloped, and a sizable part was occupied by a huge colony of informal
settlers. Moreover, the city government was apprehensive that if it did
not move fast enough to develop the property, the national government
might just convert it into a huge on-site development for the existing
informal settlers through its Community Mortgage Program. Thus, the
city government offered the affected informal community the opportu-
nity to avail itself of either an alternative housing relocation site or of
the balikprobinsya (going back to their places of origin) program. It also
linked up with concerned national and local government offices to pro-
vide the basic facilities in these resettlement sites and help the beneficiar-
ies get settled in their new life.
The Proposed QC-CBD Generates Support

Belmonte sought the assistance of the World Bank to determine the
feasibility of the proposed QC-CBD. The World Bank funded a techni-
cal study which identified the area “as the center of gravity of all com-
mercial activities in the coming years” (World Bank Technical Study in
Alacarazen, n.d., 271). Moreover, the proposed QC-CBD generated
support from former President Arroyo, who issued Executive Order
Nos. 62 and 62-A creating the Urban Triangle Development (TriDev)
Commission. The TriDev Commission consisted of the heads of the
Fig. 2.2 The new Quezon City central business district: Triangle park. Source
Quezon City government. http://quezoncity.gov.ph/index.php/quezon-city-
business-district
HULRB, NHA, the Office of the President and Quezon City govern-
ment. Belmonte sat as co-chair.
The QC-CBD Plan

The whole QC-CBD plan envisions a mixed use and environmen-
tally friendly community. It has allocated spaces for the following uses:
(1) parks and open spaces; (2) mixed use with retail ground floor; (3)
mixed use institutional; (4) mixed use residential; (5) mixed use com-
mercial; and (6) transit-oriented mixed use (Fig. 2.2). The plan’s entire
geographical coverage stretches toward the four major thoroughfares in
Quezon City (Quezon City Government, n.d. (c)).
Joint Efforts to Relocate the Informal Settlers

To commence the development of the area, the city government coor-
dinated with the NHA, which owns 30% of the CBD, regarding the
relocation of some 14,000 families of informal settlers. It also had to
wrestle with overlapping transfers of rights among the informal settlers.
The city government conducted consultations with the informal set-

tlers, and offered them transfer choices: placements in relocation sites in
other cities such as Montalban, Rizal, or Caloocan City; or balikprobinsya
(going back to their places of origin). If they opted to relocate, they had
the privilege of eventually owning the housing units assigned to them
by paying the highly concessional amortization fee of P200 monthly.
Moreover, the city government shouldered the electrification of the
housing units as a relocation incentive. Finally, they were given transfer
assistance of around P15,000–20,000 per family, which they could use
for immediate or necessary purchases.
Leaving a Legacy of Development

Development haves started and proceeds in some parts of the QC-CBD,
in the mixed use commercial, transit-oriented, residential, parks, and
open space areas. The next big challenge will be convincing the affected
national government offices located within the QC-CBD to relocate to
the designated institutional zone, and allow the vacant portions of their
properties to be part of the designated mixed use retail zone. This will
entail a lot of persuasion and will power on both sides, and will take
time. What should be stressed is that Belmonte has planted the seeds for
a planned, organized urban development site that can well be a model
for similar development endeavors.
A People-Friendly Management Style

In a statesmanlike manner, Belmonte has never played the blame game
against his predecessor, as most Filipino politicians are wont to do. He
avoided firing or “floating” those affiliated with the previous adminis-
tration, thus allaying the apprehension of officials and staff. When some
members of the Management Committee were later appointed as heads
of departments and other offices, they adopted the same policy of not fir-
ing any incumbent in their respective offices.
He kept Monday as People’s Day, where he received in his office
people from all walks of life without prior appointments. He kept an
open-door policy where employees could enter his office to discuss their
concerns even without prior appointment. By listening to their needs,
sentiments, complaints, and suggestions, he would know who among
the heads of departments and offices were performing, and who were
lagging; who among them were delivering services efficiently and effec-
tively, and who were performing poorly. He did not rely solely on writ-
ten reports submitted to his office. He visited project sites, and talked to
the workers and people alike in the field. His very hands-on management
style impressed upon them the need to take their work seriously. His col-
league in the GSIS summed up his leadership style as lead by example
and manages by exception. He also institutionalized the participation of
civil society organizations in the City Development Council, which gave
him valuable information on the development needs and priorities of the
people.
As if to remind his constituents that the progress of their city springs
from their own collective effort, emblazoned on one of the front pillars
of the city hall are his words, “Our great city is not the result of chance,
but of the vision, strategies, and hard work of the people and their lead-
ers.” Recalling the important lesson of taking care of the people, the
most valuable resource in an organization, he declares, “My experiences
made me understand that the whole thing is composed of human rela-
tions and the knowledge of good procedures” (Cruz, n.d., 156).
Lessons to be Learned
Phronetic and Distributed Leadership

There are two key tasks of a leader in a knowledge management and
innovation environment (Martín-de-Castro and Montoro-Sanchez
2013): first, to manage and harmonize the different perspectives found
within both organizations and teams; and secondly, to stimulate a high
care atmosphere—creating trust among team members—as a common
space for singular and collective collaboration to generate and convey
knowledge. Belmonte’s management team was a group of diverse indi-
viduals with varying styles and outlooks in law, budgeting, accounting,
management, and allied fields. They had a high level of association with
him—some had assisted him in his previous stints in the private and gov-
ernment sectors. These consultants, along with the city’s department
heads, addressed the challenges facing Quezon City at a time (Alavi and
Leidner 2001), when a high degree of uncertainty existed and where
group synergy remained to be exploited. The team started off as a transi-
tion team which was formed prior to his assumption of office.
This case study credits Belmonte with successfully negotiating

through diverse ideas and opinions within the group to come up pro-
grams and projects that were pragmatic and certain to generate quick
wins. Seidler-de Alwis et al. (2004) describe this as a process where vary-
ing perspectives and intellectual encounters between diverse viewpoints
foster creativity that translates into new ideas and products.
High Care Milieu

At the same time, Belmonte’s leadership style emphasized a high care
milieu marked by human interaction (field and corridor encounters),
assurance (wage incentives, altruistic spirit), and cohesion and work-
place harmony (no blame culture). He set aside time for strategic reflec-
tion (he carefully studied proposals), he took time to listen and share his
knowledge (he talked with the Payatas residents-cum-scavengers to find
out their real conditions and impart his own views), and he led by exam-
ple (he was comfortable working with ordinary people and always kept
an open mind to new ideas). These were concrete instances of nurturing
ba by reserving time and space for people to alleviate their personal con-
cerns and encourage them to take part in the learning process through
conversation (Hong, n.d.). These are illustrations of distributed leader-
ship—unprompted alliances, hands-on engagements, participative duty
calls, all of which, according to D Castro and Montoro-Sanchez (2013),
serve as sources of leadership legitimation.
Business Unusual
This case also points to Belmonte’s preference for transformational
rather than transactional leadership. It shows how he successfully chal-
lenged entrenched thoughts: the business as usual, pay-per-trip mode in
trash collection (transforming it into the cell-based garbage management
scheme), the aversion for higher tax rates (which he implemented despite
the strong protests of big businesses, whom he won over later when
he proved to them that their money was spent wisely on more efficient
services), the dependence on city government subsidies (the capital for
micro financing came from local banks and private lending institutions),
and the patronage practice of hiring political protégés (allowing the con-
tracts of 7000 casual employees to lapse after their term expired).
Middle-Up-Down Management
Belmonte was also focused on motivating middle-level managers to
explore knowledge utilization. As crucial links between the top-level
managers (with their grand concepts) and frontline workers (with their
more practical, problem-solving approaches), middle managers under-
take knowledge “cross-leveling” tasks (Sarayreh et al. 2012; Hong, n.d.)
that give shape to a phronetic “middle-up-down management.” In the
case study, this was demonstrated in the way he encouraged autonomous
barangay officials (the link between city hall and the communities) to set
up their own garbage collection and disposal system. Monetary incen-
tives were added to strengthen the barangay-based ecological solid waste
management program.
At the frontline level, Belmonte raised the spirits of individuals by
showing confidence in their abilities and treasuring their contributions.
For instance, organizational processes were formalized among the waste
keepers or scavengers, recyclers, and junkshop operators in Payatas, giv-
ing them a solid footing on which to earn a living and seek job oppor-
tunities. Of particular significance was the active participation of waste
keepers in redesigning the waste recycling system in the landfill. Equally
noteworthy was the scavengers’ newfound confidence as resource speak-
ers in various waste recycling forums, thus creating new meaning in their
lives.
Entrepreneurial Ethos
Belmonte also calibrated the level of phronetic thinking by encourag-
ing an entrepreneurial culture. As with Seidler-de Alwis et al. (2004), he
recognized that practical innovations required a rhythm of search and
selection, involving alternative pathways. Drawing on the Grameen bank-
ing experience in Bangladesh, he created a microenterprise lending pro-
gram, sikapbuhay, for the poor (especially women) during his first years
as mayor. In lieu of simply dumping waste in another local government
unit’s backyard, Belmonte opted for a controlled waste disposal facility
in Payatas, which entailed development and rehabilitation works, and a
Pilot Methane Power Plant capable of lighting up the facilities around
the dumpsite and generating savings for the city from reduced electricity
expenses. The dumpsite rehabilitation gave other income opportunities
to the waste foragers.
The Need for a Philippine Context

It is thus clear that the phronetic leadership model is appropriate in
the Quezon City setting. It has its foundation in Japanese community
harmony, yet a community-type culture similarly governs the behav-
ioral temperament of the actors in Quezon City, a Filipino setting.
However, as indicated by Hong (n.d.), it is important to emphasize the
context-dependent and localized setting of knowledge management cul-
tures. This is because there are socio-cultural variations in Japanese and
Philippine landscapes that, if neglected, may undermine the cogency
and relevance of the case study. By looking for contrasts between the
two country contexts, it would be easy to tell apart the ingredients of
the SECI model that are culturally entrenched in Japan, and those that
are more universal in character and could be applied (with some adjust-
ments) in other settings like the Philippines (Hong, n.d.).
To be sure, Belmonte had no knowledge of SECI, but it is instructive
to learn how, from a third-party point of view, the Nonaka framework
has been subconsciously “glocalized” in a Philippine setting. A crucial
advantage for Belmonte was his belief in knowledge-as-practice rather
than knowledge-as-commodity, in which he saw collective items of infor-
mation from Quezon City constituencies not as “reified objects that can
easily be acquired, processed, transferred, spread and stored across differ-
ent geographic domains,” but as “a system of socially constructed activi-
ties embedded in different contexts of knowledge work” (Hong 2011,
201). Since practice is localized, Belmonte could dis-embed commu-
nity inertia, and re-embed and materialize community knowledge into
a recontextualized set of innovative actions (note the transformation of
Payatas from a garbage dump into a livelihood base). This was, borrow-
ing the characterization of Hong (2011), a performative act of socially
constructing a host of localized approaches to create new meanings. He
was able, with the assistance of his team and middle-level city managers,
to explore the complexities and challenges of investing in knowledge-as-
practice.
But much of the knowledge creation and retention in a developing
country like the Philippines is tacit, which is both an advantage and a
limitation in translating knowledge bases into codified forms (which are
required for long-term rule-making). The principal benefit of extensive
tacit knowledge is that it forms part of specific cultural norms that are
easily handed down from generation to generation. But the drawback
is its inability to harness cross-cultural sharing and management, as the

behavior and attitudes of local managers remain rooted in a very specific
cultural context (Hutchings and Mohannak 2007). The context-based
hurdles along the SECI continuum are illustrated by the following:
1. The hierarchical nature of the QC organization also did not help

in the sharing of tacit knowledge. Based on the Weberian model,
the city hall structure did not allow socialization to happen easily
(Hong 2011). The effectiveness of externalization (Hong 2011)
depends crucially on incentives for making it available to other
coworkers. Hierarchy, however, generates silos, which create dis-
incentives for knowledge dissemination. The principal-agent lit-
erature suggests that knowledge, being the source of power and
authority, makes it hard for a typical bureaucracy to indulge in
knowledge sharing. Belmonte succeeded in overcoming this hur-
dle, not by reorganizing the bureaucracy (he did make it more effi-
cient), but essentially by sidestepping bureaucratic routines using
nonbureaucratic tools such as outsourcing, and involving NGOs
and the private sector; and
2. In turn, knowledge hoarding made it difficult to put together
coherent, explicit rules during the knowledge combination stage.
This comes as no surprise, as urban development has made Quezon
City dwellers less oriented to group culture (which was a traditional
norm) and more inclined toward individualistic career orientation.
That was clearly an obstacle to finding collective solutions to com-
mon problems. Knowledge hoarding also bred corrupt practices.
Belmonte employed unconventional methods to overcome the lack
of critical background information, by encouraging people to speak
up during his People’s Day conversations, and likewise by encour-
aging team-based discussions outside the typical business-as-usual
routines of different city hall units. He also formulated new trans-
parency rules to coax managers into becoming more open.
If SECI is interculturally valid, how does it translate into a Filipino

cultural setting? Belmonte, after all, is a product of Filippino culture, and
cultural attitudes, following Co and Mitchell (n.d.), influence the way
in which he perceived and acted on opportunities created by the insti-
tutional environment in the Philippines. Thus, we added to Table 2.1,
originally constructed by Hong (2011), two additional columns
Table 2.1 Nonaka’s knowledge creation model
Nonaka’s knowledge creation model and its underlying cultural assumptions Filipino values
Modes of knowledge Behavioral patterns Underlying assump- Embedded Japanese Convergent Divergent
creation tions cultural values
Socialization Engage in day-to- A strong desire to High collectivism. Filipinos are usually The struggle
day social interac- identify and interact Large power dis- collectivists; they between individual-
tions. with others. tance identify with their izing conscription
Observations, Mobilizing people families, regional and communal-
intuition, and direct and spurring them affiliations, and peer izing reciprocation
experience to actions groups (De Torres (Mendoza and
2002) Perkinson 2003)
Major strengths: arising from
pakikipagkapwa-tao past Spanish and
(having a regard for American colonial
the dignity and being experiences (Chao
of others) (Enriquez and Tseng 2002)
1994; Okamura and
Agbayani 1991),
pakikiramdam
(heightened sensitiv-
ity: Filipinos are
good at sensing cues,
and “sizing up each
other”), and pamath-
alaan (committing
to their communities)
(De Guia 2005)
2 CASE STUDY 1: MAYOR BELMONTE AND QUEZON CITY
(continued)
45
Table 2.1 (continued)
Externalization Convert abstract A strong motiva- High uncertainty Concept of bahalana It also operates
ideas into concrete tion for reducing avoidance. (“it is up to God” to discourage the
forms of information ambiguities through Masculinity or “leave it to fate”) individual from
through text, sym- feedback seeking. operates psychologi- becoming more
bols or metaphors. Being assertive and cally to elevate one’s entrepreneurial and
Demonstration, determined in cop- determination and tends to take
comparison and ing with uncertain- risk-taking to endure away their initiative
experimentation ties in the face of adversity in making decisions
or ambiguity and (Co and Mitchell
to improve one’s n.d.);
situation (Enriquez
1994; Okamura
and Agbayani 1991;
Pe-Pua and Protacio-
Marcelino 2002)
(continued)
Combination Exchange ideas Value the creation High collectivism. Mutual caring and Filipinos perceive
and thoughts with and sharing of joint Large power dis- support within authority to be
coworkers. resources. tance the family and ultimately personal
Accumulation, Energizing people peer groups (De and thus subject to
reorganization and and connecting Torres 2002); influence, affilia-
evaluation them to dialogues Kagandahang-loob tion, and patronage
(shared inner nobility (Herrington 2011)
or shared human-
ity) nudges people
towards genuine acts
of generosity; quick
to lend a hand and
share skills and knowl-
edge freely (De Guia
2005);
Bayanihan (spirit
of communal unity
or effort to achieve
a particular goal)
reflects the customs of
working, playing, and
thinking in coopera-
tive kin and commu-
2 CASE STUDY 1: MAYOR BELMONTE AND QUEZON CITY
nity groups (Wong

and Tsai, n.d.)
47
(continued)
Internalization Receive and digest Willing to open High uncertainty Self-regulating mech- When faced with
others’ ideas for oneself up for new avoidance anism of sensitivity noncompliance,
one’s own use ideas, perspectives Masculinity towards others leads guilt culture rather
Embodiment, reflec- and thinking by to openness, creativity than shame culture
tion in action reflecting from the and tolerance (De operates
experience. Guia 2005)
Striving for continu-
ous improvement
and advancement
Source After Hong (2011), as modified by the author
representing convergent and divergent Filipino values. Convergent val-

ues are those consistent, or at least reconcilable, with the SECI frame-
work, while divergent values are those incompatible, wholly or in part,
with SECI.
How did Belmonte manage the interplay between convergent and
divergent aspects of Filipino culture in promoting his vision of a pro-
gressive Quezon City? As with other cultures, Filipino ways of life have
a conflicted structure; there are pillars of strength as well as inherent
fault lines of weaknesses. Convergence and divergence can, often unhap-
pily, coexist. Family-centric and community-centered cultural principles,
although dominant, are often challenged by an individualistic attitude
fostered by extensive Spanish and US colonization. Family or commu-
nity solidarity may cultivate subservience and dependence (Okamura
and Agbayani 1991). A long-lasting utangnaloob (“debt from within”)
generates reciprocity—there is always an opportunity to return the favor,
thereby creating binding relationships (Pe-Pua and Protacio-Marcelino
2002)—but this is also the source of patronage and clientelism. Bahala
na connotes determination and readiness to confront difficult situations
(Pe-Pua and Protacio-Marcelino 2002), but it also gives rise to a stoi-
cally submissive outlook that is supposed to cushion people from disap-
pointments. Then there is the matter of how to manage both shame and
guilt, when something dishonorable or morally untenable happens. The
Philippines and Japan are collectivistic countries, where both self- and
other-regarding stances are viewed as interdependent, and shame arises
when norms and standards are violated (Wong and Tsai, n.d.). But, in
addition, a guilt culture (arising from the Roman Catholicism introduced
by Spain) is also prevalent in the Philippines, and in consequence, an
individual who commits an offence will likely weigh himself or herself up
in a negative way.
To deal with such contrary postures, Filipino leaders or elders typi-
cally follow what Root (1997) calls “code-switching,” in which the pro-
tagonist switches from one value to another to resolve the contradiction.
Belmonte made progress during his tenure by judiciously observing
code-switching in many instances. To counter a too family-centric ori-
entation among his constituents, he made sure individual professional-
ism and enterprise was a centerpiece of his administration. A seasoned
politician, Belmonte also made deft use of patronage to gain the support
of individuals and groups for his projects, but was careful enough not to
upset the emerging meritocracy in the city’s bureaucracy. For the city’s
offenders, such as drug-users (the city also established a rehabilitation

center for drug addicts), Belmonte relied more on renewal rather than
severe punishment. This can be interpreted as depending more on repar-
ative action that comes with guilt (Wong and Tsai 2007), rather than on
the permanent disgrace and humiliation associated with shame.
Epilog
In a recent interview, Belmonte (now Speaker of the House of
Representatives)7 has indicated that he is pleased that his successor,
Mayor Herbert Bautista (who, as vice mayor during his term, was his
understudy) is continuing most of the programs and reform initiatives
he had undertaken. The Payatas livelihood program, City Hall’s program
for urban poor entrepreneurs, and the balanced budgeting scheme are
still in place. The CBD blueprint is entering a more aggressive imple-
mentation stage, as many big players, like Ayala Land, are making sig-
nificant infrastructure investments in the business area (although key
social issues, like the relocation of undocumented settlers, remain to
be resolved amicably). Knowledge as a process, Belmonte thinks, is still
leveraged in the Quezon City community, although probably in quite
different ways, as the new mayor also has his own distinctive style of
using both tacit and explicit information to further the city’s purposes.
Sustainability remains on the agenda, as the deployment processes of
Quezon City have not entered a mature stage. Much remains to be done
to preserve and expand the gains accomplished during Belmonte’s term.
Notes
1. After the 1986 People Power revolution, Belmonte would be known for
his proverbial “Midas touch” as he turned one financially ailing enterprise
after another to financial health in record time. As President and General
Manager of the Government Service and Insurance System (GSIS), he res-
urrected it from bankruptcy. He did the same as government representa-
tive in three “big ticket” firms, the San Miguel Corporation, the Philippine
Long Distance Company, and Manila Hotel. Under his watch as Chief
Executive Officer, the Philippine Airlines, another financially troubled
company, earned an unparalleled profit of P1.2 Billion, allowing it to pay
its debts without resorting to borrowing or even firing anyone. His strat-
egy was simply to focus on the do-ables—“better cabin service, improved
customer courtesy and faster refunds” (Cruz, n.d., 163).
2. The Management Committee was composed of the following: (1)

Salvador M. Enriquez, Jr, Head of the Technical Assistance Committee;
(2) Herbert M. Bautista, Vice Mayor; (3) Paquito N. Ochoa, Jr., City
Administrator; (4) Tadeo M. Palma, Secretary to the Mayor; (5) Gerardo
G. Magat, former City Planning Head Architect; (6) Manuel N. Sabalza,
Assistant City Administrator for Operations; (7) Joselito B. Cabungcal,
City Engineering Office Head; (8) Pacifico F. Maghacot, Jr., Assistant City
Administrator for General Affairs; (9) Aproniano M. Boongaling, Senior
Adviser to the Mayor; (10) Victor B. Endriga, City Treasurer; and (11)
Jose O. Castro, Assistant to the Mayor (Composition of the Management
Committee is taken from Quezon City Annual Reports).
3. For several days, Ms. Rentoy and her team observed the actual garbage
collection and disposal system. They boarded the garbage trucks to deter-
mine the actual capacity of each truck per trip daily in terms of the follow-
ing: (1) number and length of streets covered; (2) volume of trash; and (3)
number of trips daily.
4. These organizations include the following: BULASI (Buklod Lakasng
Scavengers Ini); PARE (Payatas Alliance Recycling Exchange); AMPAT
(Alyansang Maralita Payatas Estate); BSSAI (Bagong Silangan Scavengers
Inc.); PAJOSA (Payatas Junkshop Operator Scavengers Association); PKR
(Payatas Kabuhayan Recycling); PRM (Payatas Recycling Movement);
PSAG (Payatas Scavenger Association); PSAI-SAMPIU (Samahang
Mangangalahigng Payatas Inc.); SAMAMI (Samahang Mangangalahig);
UPC (Urban Poor Central); and PARE (Multi-Purpose Cooperative, reg-
istered with the CDA).
5. The following are the lending units and the year they joined the Sikap Buhay
program: Cooperative Rural Bank of Bulacan (CRBB)—2002; Novaliches
Development Cooperative—2002; Euro Credit Cooperative—2003; ASA
Philippines Foundation—2006; Center for Community Transformation
Cooperative—2007; UPLIFT Philippines—2008; Bagbag Multipurpose
Cooperative—2008; ECLOF Philippines—2008; and Caritas Salve—2009
(Quezon City Government 2010, 36–37).
6. Let us hear from two successful beneficiaries of the lending program:
Mrs. LaidaSarabia of LupangPangako, Payatas, borrowed P5,000 in 2002
to put up a “gotohan” (congee or rice porridge outlet). Three years later,
she put up a sari-sari store with a capital of P30,000 and rents out half of
the sari-sari store to a water station; and VilmaOktubre initially borrowed
P5,000. After 2 years, she borrowed P10,000 to put up a carinderia (small
canteen) employing three household members. She also bought a refrig-
erator worth P26,000, and construction of a sari-sari store separate from
the house will soon start (Quezon City Government 2007, 29).
7. After serving as mayor for 9 years, Belmonte ran to represent his old
Quezon City district in the Philippine Congress.
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Helgesen, Sally. 2008. The Practical Wisdom of Ikujiro Nonaka.
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Hong, Jacky F.L. 2011. Glocalizing Nonaka’s Knowledge Creation Model:

Issues and Challenges. Management Learning 43: 199.
Hong, Jacky F.L. n.d. Nonaka’s Knowledge Creation Model: Universal or
Particularistic? http://www.researchgate.net/publication/228970987.
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Hutchings, Kate, and Kavoos Mohannak. 2007. Knowledge Management
in Developing Countries: A Cross-Cultural and Institutional Approach.
Cheltenham: Edward Elgar Publishing.
Mendoza, S. Lily, and Jim Perkinson. 2003. Filipino ‘Kapwa’ in Global
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List of Interviewees
Salvador M. Enriquez, Jr. CPRM Consultants. Interviewed on 8 September
2014.
Frederika C. Rentoy. Head, Environmental Protection and Waste Management
Department, Philippines Government. Interviewed on 12 September 2014.
Regina A. Samson. Assistant Secretary to the Mayor and Head, Communications
Coordination Center, Quezon City. Interviewed on 10 September 2014.
CHAPTER 3
Case Study 2: Toward Surabaya Cyber

City: From GRMS to e-Sapawarga
(2004–2014)
Agus Pramusinto and Erwan Agus Purwanto
Introduction
Innovation in public service delivery and in the conduct of government
affairs has long been an area of keen interest for public administration aca-
demics and government affairs practitioners alike. The onset of decentrali-
zation in Indonesia in 1999 led to a significant reduction in the role of
the central government in local government policies, which, by and large,
was overly centralistic and underpinned by rules and control (Ford 1999;
Gerritsen and Situmorang 1999; Rasyid 2002, 2003). Subsequently, the
democratization in the realm of politics and the conduct of government
A. Pramusinto (*) · E.A. Purwanto 

Universitas Gadjah Mada, Yogyakarta, Indonesia
E.A. Purwanto

56 A. Pramusinto and E.A. Purwanto
affairs that has ensued has given local government the opportunity to
develop and implement public policies that foster innovation in service
delivery (Kristiansen et al. 2009; Pramusinto 2002, 2004, 2012).
Decentralization in the management of government affairs has led
many local governments to be increasingly aware of the importance of
innovation in enhancing their competitiveness in comparison with oth-
ers. Conventional methods are no longer sufficient to manage abundant
natural resources, develop ample human resources, and create “strong”
organizations. Thus, knowledge-based innovations are imperative for
efficient and effective resource management. This is very much in line
with extant research findings on the role of knowledge in organizational
development in the private sector (Nonaka and Toyama 2005; Chawla
2010; Muniz 2010; Wu 2010; Valio Dominguez Gonzalez et al. 2014;
Taherparvar 2014).
This case study analyzes the innovation process within government
bureaucracies, focusing on the Surabaya City government, whose ambi-
tion is to create Surabaya Cyber City. The question this research sets out
to answer is: how does the innovation process work, and to what extent
does leadership influence successful innovation?
The History of Surabaya City

Surabaya is the capital city of East Java province and is the second largest
city in Indonesia, second only to Jakarta. The name Surabaya is derived
from two words, Sura (shark) and Baya (crocodile), which together por-
tray two large, strong forces (the shark symbolizes colonial force, while
the crocodile symbolizes local force) that are contesting for the power
to control Indonesia. Surabaya has an even deeper meaning: courage
(the shark) and danger (the crocodile), which symbolize the courage to
undertake very dangerous actions. The two terms are rooted in the his-
tory of the sustained struggle carried out by Raden Wijaya against invad-
ing Mongolian forces under the command of Kublai Khan. The victory
achieved by the Majapahit forces under the leadership of Raden Wijaya
over Mongolian forces on May 31, 1293 is today commemorated as the
anniversary of the founding of Surabaya City.1 Surabaya is also recog-
nized as the city where young people struggled against Dutch colonial
forces as they staged a comeback to regain control over Indonesia in the
aftermath of the country’s proclamation of independence. It is that event
that gives Surabaya its renown as the City of Heroes (Kota Pahlawan).
3 CASE STUDY 2: TOWARD SURABAYA CYBER CITY … 57
Surabaya city is now a center for business, trade, industry, and edu-
cation in the eastern part of Indonesia. From the economic importance
point of view, Surabaya is the most advanced city in Indonesia due to
the fact that it is home to the headquarters of many large companies.
The annual budgets for Surabaya city for 2013 and 2014 fiscal years were
Rp. 5.69 trillion (US$569 billion) and Rp. 6.6 trillion (US$660 billion),
respectively, for the development and provision of public services for the
3 million residents under its jurisdiction.
The Surabaya city government is highly renowned for the various
innovations it has made in public service delivery. At present, Surabaya
is led by Ir. Tri Rismaharini, MT (who is known as Ibu Risma or Mother
Risma), a female city mayor who is very innovative and is a visionary.
Thanks to her great endeavors that Surabaya, which once was known
only for its notoriously hot weather, has been transformed into a city that
today is known for its green gardens and public spaces for physical exer-
cise and recreation, where people can take walks and breathe fresh air
untainted by pollution.
Surabaya: Toward a Cyber City

The application of information and communications technology is the
most outstanding of these innovations so far. Once this is completed, it
is expected to transform Surabaya into a cyber city. The following is an
account of the innovation process, successes, and constraints that have
characterized its implementation. The goal behind creating Surabaya
Cyber City lies in the desire to create a modern information technol-
ogy-based city. According to Internet World Statistics (2011), in terms
of Internet penetration in Asia at the beginning of the present decade
Indonesia was ranked fourth, behind China, India, and Japan. Indonesia
has 40 million people who have Internet access, which represents 16%
of the total population of 245 million. According to Nielsen, one in five
of the Indonesian population above 15 years of age is an Internet user
(Jakarta Post 2012).2 To realize the Cyber City goal, the Surabaya city
government has implemented innovations in its internal bureaucratic
practices, such as a resource management system (the GRMS), innova-
tions that are tailored toward strengthening the public through a portal
known as e-Sapawarga, and a Broadband Learning Center (BLC).
GRMS: Internal Bureaucracy Innovations

Surabaya introduced the GRMS innovation to improve the working sys-
tems and performance of the bureaucracy. The Indonesian bureaucracy
has long been in the public spotlight due to its image of poor perfor-
mance. The aspects of poor bureaucratic performance that led to the
GRMS initiative included the following:
1. The disorder that has plagued budgeting centered on various units

in the Surabaya city government, which generated inefficiency, dupli-
cation of programs, and other budgetary problems. These problems
were attributed to the absence of a system of standard prices per unit
that would serve as a basis or reference in formulating budgets3;
2. Indications of collusion, corruption, and nepotism in the pro-
curement of goods and services, attributable to a lack of process
transparency. Once the annual budget is approved, the budget
implementation documents lack an application to track the
monthly schedule of expenditure throughout the year, or knowl-
edge of the attendant procurement methods actually used. This
drawback used to make it difficult for those involved in implemen-
tation to know for sure when work was to be carried out4;
3. Difficulties in monitoring and controlling the process of imple-
menting activities that were carried out by both the internal
bureaucracy and third parties. Whenever the city mayor or city
government secretary requested reports on budget utilization
and the physical progress of work/developments underway, those
involved in implementing activities did not have any quick answers
to give, simply because such a process required the collection of
additional documentation prior to doing so5; and
4. A lack of clarity with respect to bureaucratic performance in major
tasks and functions that fell under their jurisdiction. This generated
unfairness in awarding incentives to bureaucrats who were diligent,
as opposed to those who were lazy. The incentive system was a
shambles, characterized by the existence of government offices that
are regarded as “wet” (having many opportunities to perpetrate
corruption, such as the public works office or education office)
that offer hefty incentives, as opposed to “dry”6/lean offices (such
as the office for women’s empowerment, or the office for demog-
raphy and civil records).
The Process of Making GRMS

The Surabaya city government embarked on introducing a GRMS
in 2004. The idea was kick-started by the Bina Program (Program
Development) section, which falls under the city government secretariat.
Prior to introducing the GRMS innovation, Surabaya introduced another
form of innovation, which took the form of e-Procurement, which was
intended to enhance transparency and accountability, increase the market
and promote healthy competition, scale up efficiencies in the procure-
ment process, support monitoring and auditing, and meet the demand
for access to information in real time.
GRMS development was first and foremost introduced in e-Budgeting,
which was part of the budgeting system stipulated in the Minister of Internal
Affairs Decision (Kepmendagri) No. 29/2002,7 but which involved myriad
accounts that made government control over the process very difficult unless
assisted electronically. The GRMS, or government resources management
information system, is an integrated local government financial management
system covering all bureaucratic activities from upstream to downstream (in
the context of expenditure). GRMS encompasses the budgeting formulation
process (e-Budgeting), work planning (e-Project Planning), electronic auc-
tioning (e-Procurement), contract administration, and work payment settle-
ment (e-Delivery), implementation of activity monitoring (e-Controlling),
and civil servant performance measurement (e-Performance). Please see
Appendix I for further information on these sub-processes.
Continuation of GRMS: e-Payment Development

The performance of GRMS is subject to continuous evaluation and
improvement. At the time of writing, the Surabaya city government is
in the process of introducing e-Payment as a continuation of the GRMS
program, which is aimed at making tasks and activities of the govern-
ment a lot easier. e-Payment is a system used in executing payment of
employee salaries, and the use of a development fund for government
office units that have working arrangements with other parties.
According to the head of the treasury section in the city government
revenue and financial management office, making payment with e-Pay-
ment takes less than 2 hours. Contractors who supply goods and services
are required to fulfill all the administrative requirements online, after
which payment is executed in a couple of days.8 Officials responsible
for verifying and giving instruction for payment can do it anywhere and
anytime. Their presence in the office is not necessary because they can
carry out verification via an electronic device such as a mobile phone.9
Under the conventional system, payment for goods and services supplied
by contractors is very uncertain and unpredictable, sometimes requiring
months of waiting. To that end, with the adoption of e-Payment, not
only the office head but also the Surabaya city mayor can control the
process with ease.
Outcome of the Implementation of GRMS

In the wake of GRMS implementation, several positive changes in finan-
cial management are discernible. Risma espouses the notion that an elec-
tronic-based government is an imperative. “If activities are carried out
without using electronic methods, most of our time will be spent on
handling administrative issues. That would imply that there will not be
any time left to deliver services directly to the public.”10 The following
stories are accounts of several interesting episodes that are drawn from
the implementation of GRMS in various fields:
Episode A The success of GRMS was noted by Ir. Refly Rompotan,

the professional expert to the deputy mayor of the Bitung Local
Government area, who led a delegation on a visit to the Surabaya city
government in 2015. In the discussion, the head of revenue and finan-
cial management in the Surabaya city government, Ir. Joestamadji, MSi,
showed that within 20 minutes of the service desk opening at 07.40 a.m.
that morning, he had received several SMS messages sent automatically
that notified him about the tax revenue receipts that had been depos-
ited into the office account overnight. By 8.00 a.m., the money depos-
ited into the account had reached Rp. 216 million (US$21,600), and
this could be monitored second by second in real time. According to
Joestamadji, the tax revenue target for Surabaya city for 2013 was Rp.
2.118 trillion (US$211.8 billion), and by early September of 2013, tax
revenues had reached 70.15%11 of this target.
Episode B More than 15 government institutions have requested

Surabaya city government for assistance in implementing e-Procurement
in their agencies. The 154 institutions include East Kalimantan province,
Gorontalo province, NTB province, the Ministry of Foreign Affairs, the
Ministry of Industry, the NAD-Nias rehabilitation and reconstruction

agency, and Bandung city government (Jasin et al. 2007).
Episode C e-Delivery has proved very beneficial in contract administra-

tion management. In the aftermath of the implementation of e-Delivery,
offices and agencies of the Surabaya city government are now equipped
with clear and certain contracts. The city government has a standardized
contract system that cannot easily violate existing laws, as the formula-
tion process involved consultation with legal experts. Consequently, in
disputes over contracts, Surabaya city government always turns out to be
the winner.12
Episode D The work evaluation standard in place is fairer as it is based

on individual performance. Prior to the adoption of GRMS, offering
incentives was based on the position of an individual within the organi-
zational structure, or working in a position that was regarded as “wet”
(a revenue center that receives a large chunk of budget expenditure), in
contrast to a “dry” position (one that receives little budget expenditure).
With the implementation of the new system, incentives are offered on
the basis of performance regardless of the position an individual occupies
in the organizational structure.13
Episode E Demak Tampubolon, a professional expert assistant in the

Presidential working unit in charge of Development Supervision and
Control (UKP4), notes that, by adopting an electronic budgeting man-
agement system, the Surabaya city government has been able to increase
financial efficiency, and thereby performance. For example, by imple-
menting an electronic system, the city government was able to register
a drastic reduction in government expenditure on official traveling costs
from Rp. 14 billion (US$1.4 million) to Rp. 5 billion (5 million) in
2013.14
GRMS Implementation and Challenges

A legal framework is crucial prior to implementing any policy. The pol-
icy on implementing the GRMS system was enshrined in the Surabaya
City regulations No. 73/2012 setting out technical guidelines on imple-
menting direct budget expenditure and procurement of goods and ser-
vices, and No. 83/2012 on giving performance remuneration for direct
expenditure. The GRMS system is easily accessible from anywhere and

anytime via the Internet. The system was developed and adopted in
2004, and while it has since undergone improvement and enhancement
to ensure that its application continues to this day, it continues to pro-
mote integrity and transparency in public financial management.
Nonetheless, the implementation of GRMS initially encountered
resistance from the bureaucracy and business community. Government
officials who initially rejected plans to implement the program gave
various reasons for their stance that included (inter alia): (a) human
resources in the city government were not skilled at using the technol-
ogy; (b) some business people were worried about using such tech-
nologies, while others considered the new technology a threat to their
businesses, largely because they were accustomed to indulging in collu-
sive practices with bureaucrats.
e-Sapawarga: Widening the Reach of Innovation

to Society
Since its adoption, GRMS has led to reforms in the performance of the
bureaucracy. Upon registering success in improving performance within
the city government, the Surabaya city government embarked on plans
to widen the reach of innovations toward contributing to the advance-
ment of the society. The city government office for information and
communications embarked on innovations that are tailored toward trans-
forming Surabaya into a cyber city.
Background of the Innovation

While chairing a meeting in 2009, Bambang DH, the Mayor of Surabaya
at the time, took special note of the fact that many issues had emerged
that related to the weak supervision of projects within the city bureau-
cracy. Consequently, the quality of finished projects fell far short of the
requirements stipulated in written contracts and plans. To that end, the
mayor appointed Risma, who at the time was head of the city develop-
ment planning division, to identify more effective project supervision and
control systems. Subsequently, Risma formed a team that was charged
with the task of identifying ideas. Through a series of discussions, this
team reached the conclusion that encouraging public participation was
the most effective way to enhance project supervision. The idea was
based on the Customer Relationship Management (CRM) philosophy

described as follows:
1. CRM is the strategic process that involves the designing and man-
agement of interactions between a company and its customers in
such a way that the company focuses its activities on maximizing
current and lifetime value of customers, which in turn maximizes
their satisfaction (Rajagopal and Sanchez 2005, 308); and
2. CRM is an IT-enabled business strategy, the outcomes of which
optimize profitability, revenue, and customer satisfaction by organ-
izing around customer segments fostering customer-satisfying
behavior and implementing a customer-centric process (Gartner
Group 2008).
The searching and refining phases of the idea continued until 2010.
It dawned on the team that one of the ways the city government could
increase public participation in the supervision of projects and programs
was the availability of easily accessible, affordable, and fast communi-
cations media. Using these, the public can conduct communications
on important issues and developments in society either at individual or
group level or both.
The Creation Process: From e-RT/RW to e-Sapawarga

Public participation is only possible if communication is based on social
network media such as Facebook, Twitter, and so on. Considering this,
the Surabaya city government created its own form of social media, and
gave it the name e-Sapawarga.
Initially, the program involved the facilitation of RT/RW (neighbor-
hood organizations) by forming e-RT/RW, thereby creating a grassroots
communications network that could be extended to even lower levels.
Using e-RT/RW, all RT and RW heads are able to apply information
and communications technology in galvanizing neighborhood members
toward improving conditions in villages and living quarters. This was the
backdrop that facilitated the creation of a cyber village.
The Surabaya city government collaborated with Telkom Co., Ltd. to
make use of its Customer Social Responsibility (CSR) program to assist
in establishing the e-RT/RW development. Telkom provided the req-
uisite network infrastructure, which took the form of modem and free
subscription services to RT/RW heads that had fixed Telkom telephone

lines and PCs. Telkom’s CSR Support meant that the heads of RT and
RW could have fixed member accounts with sapawarga as well as lurah
(village heads), sub-district heads, and heads of government offices
(Please see Appendix II for Telkom CSR Support). In Surabaya city,
there are 9271 RT heads, 1405 RW heads, 163 lurah, and 28 subdis-
tricts. That way, the general public at the lowest level in the jurisdiction
of the then city government was connected to the cyber world, which
enabled them to access the public service delivery systems provided by
the City government.
Subsequently, e-RT/RW developed into e-Sapawarga, so that all sec-
tions of society could have access to Surabaya city government websites.
This is a stark contrast to the previous situation where only RT and RW
heads had access to these websites.15 Using e-Sapawarga, Surabaya city
residents started to have interactive dialogues with the city government,
including inquiries about issues that related to the recruitment of civil
servants, discussions on schedules and public transportation routes, and
so on (Please see Appendix III for the use of e-Sapawarga in public ser-
vice delivery).
Strengthening/Empowering e-Sapawarga
Through the Broadband Learning Centre (BLC)
Withthe aim of empowering the public through the use of the Internet,
the Surabaya city government inaugurated a Broadband Learning Center
(BLC). The BLC was located in Taman Prestasi (achievement garden),
as a step toward providing Internet connection in all gardens and public
areas in Surabaya city). BLC is an IT facility intended to promote learn-
ing for residents of Surabaya city free of charge, as well as a way to accel-
erate the overarching goal of the realization of Surabaya Cyber city.
The development of the BLC was aimed at fulfilling three targets
with regard to achieving the realization of Surabaya Cyber city: (1) the
implementation of the Surabaya Broadband Government and Education
(B–GovEd) initiative that involves the creation of training facilities for
information and communication technology learning for elementary,
secondary school, and high school students as well as small-scale and
medium-size entrepreneurs; (2) the Surabaya Broadband Citizen Service,
which entails the provision of free hot -spot services and information
in certain designated areas; and (3) the development of the Surabaya

Government Community Information and Facilities Center for learn-
ing telematics in hot-spot areas.16 Risma outlined the importance of this
Center at the EROPA Conference in Jakarta in 2012.
Obstacles Encountered during Implementation

Creating a cyber city is no easy feat. The Surabaya city government has
faced many obstacles during the implementation phase, including but
not limited to, shortfalls in infrastructure and human resources. The
shortage of financial resources was relatively easy to overcome by allo-
cating additional funding for the program. But it was not so with the
scarcity of human resources. This problem is far more complex, as it has
much to do with mind and cultural sets in regard to responding to tech-
nological developments and the capacity to operate them.
Fortunately, the city government was able to overcome the human
resource shortage by making contract arrangements with information
and communications technology graduates as well as volunteers drawn
from the information and communications community. As regards the
information and communications technology community, the group is
made up of fresh graduates and members of the public who have a keen
interest in the field, as well as practitioners in the creative industries. The
human resources obtained through the process served as providers of
technical guidance and educators of the public on ways and techniques
of making use of the Internet. Every garden or BLC was provided with
one CIT facilitator.17
Public Use of the BLC

Many students use BLC to search for all manner of information. In addi-
tion, the residents of high-rise apartments have also gradually devel-
oped interest in using the Internet to read and search for information.
Enabling graduates to search for information on job opportunities is
indeed part of Risma’s vision that underpinned BLC development. BLC
is regarded as a medium that graduates can use to search for job oppor-
tunities thereby reducing the unemployment rate among graduates.18 In
any case, during the ASEAN Economic Community era, graduates from
Surabaya city will have no choice but to compete with graduates from
other countries whose education systems are far more advanced than
Indonesia’s.
To date, farmers are no longer limited to tilling the soil using hoes
and hatchets, but are increasingly staking their claim in CIT and other
domains by learning how to use the PC computer keyboard. For
instance, farmers are making use of their Internet literacy to obtain infor-
mation on crossbreeding chili peppers, thereby creating highly produc-
tive hybrids, as well as browsing for information on prevailing market
prices for their produce, which enables them to avoid manipulation by
money-hungry local capitalists or tengkulak.19
Innovation and Surabaya City Leadership

The success that Surabaya city has achieved in implementing innovations
is largely attributable to the role Tri Rismaharini has played in the pro-
cess from idea generation to completion. Prior to assuming the office of
city mayor, Risma was a bureaucrat who rose through the ranks from a
low level. Risma, who was elected to office for the 2010–2015 period,
is the first woman to occupy the position of Surabaya city mayor. Risma
was once head of sanitation and the city garden and parks office (DKP).
It was during her tenure as head of the DKP that Surabaya city’s sanita-
tion was revamped and improved to an unprecedented level. Such efforts
led to Surabaya city receiving the Adipura 2011 award for the second
time, an achievement that had eluded the city for 5 years in succession.
Risma as a Hard Working Individual

The aspect of Risma’s character that distinguishes her from other mayors
or local government heads is her ethos of hard work. The following is a
succinct portrayal of the diligent Risma:
Many mornings at 5:30 a.m., “Mrs. Mayor” can be found picking up trash
along the roadside. In the afternoons, she hands out balls to children in
the parks while reminding them to study hard. At night, she patrols the
parks, scolding underage youth for breaking curfew. If traffic gets snarled,
she has been known to get out of her car and direct it herself. She also
hosts a radio call-in show, fielding questions about evictions, clogged
drains, and the occasional obscenity.20
As described above, Risma starts work very early in the morning and
does not leave her office before the clock strikes midnight. Risma is so
hardworking that she sometimes has difficulty maintaining regular com-
munication with her family. Nonetheless, she was aware of this right
from the time she was elected to the position of city mayor; she informed
her family members that her duties and responsibilities were no longer
limited to dealing with them. For her, becoming a city mayor meant that
she owed her allegiance to all city residents, and hence is obliged and
committed to serve them. Risma believes that if she dedicates most of
her time to serving the citizens or residents of Surabaya city, then God
Almighty will always be there to help her family members.21
Risma’s philosophy toward work underlies her hardworking ethos and
courage to do anything that she considers right:
• Work until you are no longer able to work;

• Talk until you are no longer able to speak;
• Pray until you are no longer to pray.22
Risma applies this philosophy consistently, which sometimes create prob-

lems for her. As a devout Muslim, she understands a lot about the say-
ings and habits (Hadith) of the Prophet Muhammad (SAW) that relate
to promoting good deeds (amar ma’ruf) and avoiding bad deeds, evil
things, or indulging in crime (nahi munkar): “Whoever among you who
bears witness to the perpetration of bad deeds or evil, or crime, should
use their hands to make necessary changes. If you are unable to do so,
use your tongue, and if that is not possible use your heart, and this is
what constitutes the greatest weakness of faith or belief.” For herself, she
notes that:
I have experienced job transfer eight times in a single year. In fact, I served
in one position just 1 week. There is no problem with that simply because
I consider it a risk associated with my choice in life.” According to her, we
should not desist from expressing opinions that do not match those of our
superiors, as long as we are sure that we are doing the right thing. “You
should never be afraid to differ or set out a challenge. As long as I am con-
vinced that I am right, there is nothing to fear. I have the conviction that
God will provide sustenance for me wherever I happen to be.23
This idea is very much in line with the thinking of philosopher Edmund
Burke, who noted that “the only thing necessary for the triumph of
evil is for good men to do nothing.”24 The people of Surabaya have
acknowledged Risma’s courage, for example:
She is a hard worker, brave, and humble, the second best mayor after Jokowi
(the former Mayor of Solo, Indonesia). She has been working so hard to
bring order to Surabaya. For example, Dolly, a prostitution area in Surabaya,
was demolished for good. The reason behind the demolition was not just
because of prostitution itself, but also it leads to child trafficking, the spread
of HIV, and affects the city’s image. Risma is the kind of person that every
country needs, one who does not think about salary, money, and politics,
and only works, works, and works for a better future for their people.25
A Caring and Honest Leader

Risma, who always presents herself humbly, is an honest and caring per-
son for the people of Surabaya.26 In implementing policies, Risma always
prioritizes public interest. Observers mention the following things about
her: “The simplicity or humility of her leadership, people are mak-
ing progress, there is no corruption, Indonesia is making progress or
advances”27; “Honest leader, hopefully she will be given strength and
ease to move forward”28; and “Risma’s Good work…We love you.”29
Meanwhile, the following events illustrate Risma’s attention and caring
disposition:
The Mayor is great!! Upon seeing a group of people carrying the body,
Risma immediately made a call for the ambulance”, “Risma is always
directly involved in cleaning the city environment. Risma is often seen
putting on her boots and collecting trash.” Subsequently, Risma sees an
elderly woman begging on the street, and approaches her and gives her
money to return to her home village, and promises her that her sick child
will receive treatment in the hospital free of charge.30
The following is a news story entitled: “The fire brigade head collapses as
he loses consciousness, the mayor takes charge.” No sooner did Risma see
a blaze than she directly got involved in handling that raging fire. Putting
on a safety helmet, she seemed very tense, but as soon as one of the fire
brigade officials lost consciousness due to shortage of oxygen, Risma
immediately took over the role and continued the work.31
There is also some testimony from people who are very proud of Risma.
Here is an account from someone living in Jakarta but who understands
how Risma works:
As the first female mayor in Indonesia to be elected through direct elec-

tions, she clearly shows that she can get difficult things done by using the
right balance of authority and compassion. I witnessed how she was able
to motivate street children from the vicious circle of poverty, not by send-
ing them to thea rehabilitation center, but by making them understand the
importance of education and making them go to school. There are many
other examples of how she balances her assertiveness and her motherly
touch. Her determination to close Surabaya’s oldest prostitution complex
was one such example.32
Risma is the best Indonesian leader I’ve ever seen, leading with heart and
dedication. Risma is aware that her position as a mayor is a mandate from
God that should be run as well as possible. Risma devotes herself entirely
with full sincerity to make a better Surabaya city, not merely to rule from
behind the desk, but going directly to see the problems of the people, then
solving those problems.
Decisiveness in Risma’s Leadership

According to members of her staff, Risma is an individual who is very
decisive in her leadership. She implores members of her staff to be serious
in carrying out their responsibilities as well as always taking into consid-
eration public interest, but always defends them when they do the right
work seriously. Nonetheless, Risma does not hesitate to demote or lay off
employees who are considered to be endangering the public interest.33
In the domain of politics, which is dominated by men, Risma holds her
head high whenever she has to make decisions she considers right. Risma
has never showed any hesitation in defending her position and viewpoint.
One case in point was when Risma rejected a plan to institute road tolls
as a means to overcome traffic congestion, despite the fact that the deci-
sion involved the central government, which had received the support of
the Surabaya city legislature.34 The refusal angered members of the city
legislature, to the extent that they contemplated impeaching her from
her position as city mayor. Besides, Risma’s decisiveness has had serious
consequences for her family members, who faced a deluge of death and kid-
nap threats when she embarked on the adoption of e-Procurement. This
was due to the fact that many businessmen who had benefitted from pro-
jects that were tendered by the Surabaya city government based on conven-
tional methods, regarded e-procurement as a threat to their businesses.35
Risma’s decisiveness came into the limelight recently when she tabled
the idea that she would resign from her position as Surabaya city mayor
due to a disagreement with the way her deputy was appointed with-
out her being consulted. Besides, political pressure continues to sim-
mer because of her refusal to accept the introduction of the road toll.36
Hearing Risma’s decision to resign from her position, the people mobi-
lized to oppose through social media networks her plan to resign, in a
movement that went by the name “Save Risma”:
If there is no longer any political party that supports and defends her, then
who else can assume that role but us? And there is no doubt, God… please
prepare a nice place for this mayor who is ready to sacrifice herself to sup-
port her ideals.
Subsequently, the “Save Risma Community” identified the names of pol-

iticians who signed the impeachment petition against her and dissemi-
nated a list to the public to persuade them not to elect them during the
legislative elections that were held on April 9, 2014.37
Risma is a woman, a mother, a hard worker, and a protector of the envi-

ronment. I was really impressed with her when the Bungkul as the boast
of Surabaya city park was destroyed by the people attending the Ice Cream
day event held by an ice cream company. She was really angry with the
committee of that event. It is because she directly keeps that park clean
and made it beautiful and made an achievement. She will never just stay
at her office and enjoy the air conditioning there. Sometimes you will find
she is on the edge of the road sweeping the road with a janitor.38
Lessons to Be Learned: The Success of Innovation,

Leadership, and Institutionalization
The success of the innovations in Surabaya has not only been recognized
by city residents but also the central government. The success Surabaya
city has achieved has also attracted the attention and interest of various
regions who want to learn about and adopt similar innovations in their
areas. Nancy Pearson, an IBM Vice President from New York, along
with a Global Enablement Team made up of six people, visited Surabaya
city and held discussions on the application of ICT in the Surabaya city
government. Nancy and her team reached the conclusion that Surabaya
city has made substantial advances and used great sophistication in apply-
ing or adopting ICT.39
The development of GRMS in Surabaya is somewhat different from
the model used in adopting this program in other areas. It is common
practice in many regions for local government to pay for consultants to
design the program. In the context of GRMS Surabaya, Risma, the city
mayor, went for the in-house option. Risma mobilized young employees
in the bureaucracy with high potential to form a team, which thereaf-
ter was tasked with identifying and coming up with ideas. Based on the
idea of the SECI Model40 developed by Nonaka et al. (2008), this phase
entailed socialization, taking the form of mobilizing people to meet,
interact, and exchange views and experience, with the overarching goal
of coming up with ideas on resolving problems at hand.
The team created by Risma used tacit knowledge, and this was accom-
panied by the explicit knowledge of experts to develop GRMS. In the
SECI model, this process constitutes an externalization process, as it
entails “the translation of tacit experience into words and images that
can be shared with a larger group” (Nonaka et al. 2008). To that end, it
involves efforts to understand the extent to which problems are a reflec-
tion of those that the organization faces. Besides, the approach fosters
easier knowledge transfer and learning in the innovation development
process.
Borrowing Aristotle’s terminology, Risma can be portrayed as a
phronetic leader, that is, a leader who has the capacity to combine think-
ing (ideas) and action. Risma is a wise leader (Nonaka and Takeuchi
2012) who has various qualities and abilities: (1) judging goodness; (2)
grasping the essence; (3) creating shared contexts; (4) communicating
the essence; (5) exercising political power; and (6) fostering practical wis-
dom in others. Risma thus has a keen interest in disseminating the suc-
cess achieved in Surabaya city to other areas to enhance public welfare.
To that end, she offers other areas the opportunity to replicate, free of
charge, innovations Surabaya has made. Some areas have selected some
innovations and adopted them in their areas. With respect to the GRMS
system, Risma gives other areas the opportunity to replicate them by

merely changing the user name and password. Thanks to Risma’s ethos
of hard work during her tenure as Surabaya city mayor since 2010, the
city has made hundreds of innovations in various fields including urban
planning, education service delivery, health service delivery, ICT-based
public service delivery, the environment, and other areas.
The following is the list of awards Surabaya city has received in rela-
tion to its initiative to create Surabaya Cyber City:
• GRMS Surabaya as the best innovation, Public Service Innovation

2014 Category held by Ministry of State Apparatus Empowerment
and Bureaucracy Reform;
• Indonesia Digital Society Award (IDSA) 2013: The Best of
Diamond Champion (government category);
• Future Government Award Indonesia 2013, Future City of the Year
Category;
• International Future Government, Asia-Pacific 2013 region: two
categories; the Data Center via Media Center of Surabaya City
Government, and the Broadband Learning Center (BLC);
• In February 2014, Risma was chosen as the “the best mayor in the
world” (Citymayors.com).41
Internalization and Sustaining Innovations

Risma’s innovations have changed the internal working pattern of the
bureaucracy. However, the question that needs to be posed is: how can
innovations that have been implemented, institutionalized, and sus-
tained serve and inspire other areas to adopt them? In this regard, Lewin
(1974) mentioned that there are three stages of innovation: unfreeze,
change, and refreeze. Unfreezing existing behavior and changing it into
new patterns is very difficult. However, refreezing a change or changes
to be maintained and institutionalized in an organization is also a hard
task. The big question that surrounds many innovations in Indonesia
lies in the fact that changes tend to be attached to a certain leader. That
means that once a leader leaves office there has been a tendency for
the innovations put in place by them to be replaced or even obviated
by policies that are adopted by the new leader. Finally, once the issue
of internalization and institutionalization is resolved, another issue that

needs handling is the replication of innovations in other areas, thereby
setting the stage for viral innovation.
In that vein, areas that need further research on this theme relate to:
(a) to what extent are innovation values internalized as culture in the
bureaucracy?; (b) to what extent is the public ready to maintain innova-
tions?; (c) to what extent should mass media be involved in controlling
sustainability of innovations to ensure that they have ripple effects that
increase in intensity and width over time?; and (d) what is the degree
of political commitment in an area to the sustainability of innovations
reflected in strengthening the legal framework to prevent new leaders
from sidelining or replacing them once they assume office?
Notes
1. http://www.surabaya.go.id/profilkota/index.php?id=1.
2. http://www.thejakartapost.com/news/2012/06/11/surabaya-aims-pro-
vide-internet-coverage-all-public-areas.html.
3. An in-depth interview with officials of Surabaya Bina Program, February
27, 2014.
4. Interview with officials of Surabaya city government (Frieda, Reza,
Dimas), February 27, 2014.
5. Innovation proposal analyses, Surabaya city government (pers. comm.).
6. Interview conducted by Indri with Bapak Rizal, an official in the Regional
Government Employees Agency, Surabaya city government, October
2013.
7. Tentang Pedoman Pengurusan, Pertanggungjawaban dan Pengawasan
Keuangan Daerah Serta Tata Cara Penyusunan Anggaran Pendapatan
dan Belanja Daerah, Pelaksanaan Tata Usaha Keuangan Daerah dan
Penyusunan Perhitungan Anggaran dan Belanja Daerah (On the
Guidance of the Management, Accountability and Controlling of Local
Finance and Local Budget Arrangement, Local Financial Administration
Execution, and Local Budget Costing Arrangement).
8. http://www.surabaya.go.id/berita/detail.php?id=1656128/01/2013
11:04:38.
9. Presentation of the Head of the Agency for Communication and
Information Affairs, and of the City Secretary Assistant for Economic and
Development Affairs, June 5, 2014.
10. See Kompas “E-Government, Pemerintah Kota Surabaya Jadi Contoh,”
Saturday April 12, 2014.
11. http://radiotrendyfm.com/news/bitung/Pemkot-Surabaya-perlihatkan-
keunggulan-sistem-online-e-government.
12. http://www.tribunnews.com/nasional/2013/12/23/rahasia-wali-kota-
surabaya-cegah-korupsi.
13. Interview with Surabaya city government officials (Frieda, Reza, Dimas),
February 27, 2014.
14. See Kompas “E-Government, Pemerintah Kota Surabaya Jadi Contoh,”
Sabtu April 12, 2014.
15. http://teknologi.kompasiana.com/terapan/2013/03/30/e-sapawarga-
sebagai-penghubung-warga-dan-pemerintah-kota.
16. The locations which received BLC facilities included Penjaringansari
apartments, Tanah Merah apartments, Urip Sumohardjo apartments,
Prestasi garden/park, Flora garden/park, and Kelurahan Made.
17. Interview with Ibu Iin, an official in Information and Communications
Office, Surabaya City Government, January 30, 2014.
18. Interview with City government officials (Frieda, Reza, Dimas), February
27, 2014.
19. Interview with Ibu Iin, Information and Communications Office,
Surabaya City Government, January 30, 2014.
20. http://www.huffingtonpost.com/stanley-weiss/surabayas-mrs-mayor-
indon_b_3785172.html.
21. Interview in “Mata Najwa” program Metro TV, 13 February 2014.
22. Ibid.
23. h ttp://regional.kompas.com/read/2014/03/16/0025045/Akibat.
Menentang.Pimpinan.Risma.Pernah.8.Kali.Dimutasi.
24. Edmund Burke is an Irish statesman, author, orator, and philosopher who
lived from 1729 to 1797.
25. http://www.worldmayor.com/contest_2014/surabaya-mayor-rismaha-
rini.html.
26. Interview with Academics from Universitas Airlangga, Surabaya,
November 22, 2014.
27. Anisa Nisa’s Comment on News on YouTube, April 4, 2014.
28. Aldi Raden Cahyo’s comment on News on YouTube, March 26, 2014.
29. Putra Yafani’s comment on News on YouTube. April 2, 2014.
30. Liputan 6, SCTV, YouTube, February 22, 2014.
31. Trans7 TV, YouTube, November 5, 2013.
rini.html.
33. Interview with Members of staff of Surabaya city government (Frieda,
Reza, Dimas), February 27, 2014.
34. h ttp://www.tempo.co/read/news/2014/02/20/078555931/
Mengapa-Risma-Tolak-Jalan-Tol-Tengah-Surabaya.
35. Interview with Mata Najwa, Metro TV, February 22, 2014.
36. h ttp://www.tempo.co/read/news/2014/02/20/078555931/
Mengapa-Risma-Tolak-Jalan-Tol-Tengah-Surabaya.
37. https://www.facebook.com/pages/Save-Risma/478321675612749.
rini.html.
39. http://dinkominfo.surabaya.go.id/dki.php?hal=detail_berita&id_ber-
ita=186.
40. SECI Model is a process “Socialization, Externalization, Combination and
Internalization.”
41. http://www.tempo.co/read/news/2014/02/21/078556315/Risma-
Terpilih-sebagai-Wali-Kota-Terbaik-Dunia.
42. GRMS Innovation proposal, Surabaya City Government.
43. http://www.tribunnews.com/nasional/2013/12/23/rahasia-wali-kota-
surabaya-cegah-korupsi.
44. Jasin et al. (2007). Mencegah Korupsi melalui e-Procurement Meninjau
Keberhasilan Pelaksanaan e-Procurement di Pemerintah Kota Surabaya.
45. GRMS Innovation proposal, Surabaya City Government.
46. Ibid.
47. http://www.thejakartapost.com/news/2012/06/12/toward-surabaya-
cyber-city-wifi-everywhere.html.
48. Bison is a kind of public transportation car specifically used in Surabaya
City.
Appendix I: The Development of the Government

Resource Management System (GRMS): e-Budgeting,
e-Project Planning, e-Procurement, e-Delivery,
e-Controlling, and e-Performance
e-Budgeting
This serves as a source of guidance for the city government budget
formulation process, revision, and changes in budgetary activities
(PAK). Using e-Budgeting, the formulation of which follows stand-
ard unit prices (SSH), principal activity price per unit (HSPK), and an
expenditure analysis standard, makes control over expenditure on goods

easier. Earlier budgeting practices were bedeviled by rigidity and multi-
plicity of procedures, which led to inefficiency. The absence of standards
led to a situation whereby two government offices could carry out one
activity with variable expenditure. For instance, one government office
spent Rp. 20 million (US$2000), while the other spent Rp. 50 million
(US$5000), on a similar training exercise. To that end, the existence
of standard unit price that is integral to e-budgeting makes it easier to
compare expenditure on similar activities. This is because calculating the
cost of a training exercise is based on cost per session or per day, cost of
consumption, modules, pocket money, and so on. Thus, the existence of
e-Budgeting has enhanced the ability of the city mayor to exercise con-
trol over the budgeting process.
Prior to the implementation of e-Budgeting, the budgeting pro-
cess itself was poorly organized. Budget allocation for the purchase of
goods was done in bulk, without any clear and detailed calculations.
During one budget meeting, the city mayor discovered some discrepan-
cies, which prompted her to make the following comment that baffled
the bureaucrats: “Why should the city government spend a lot of money
on bottled water where it is merely meant to serve the purpose of staff
meetings?” “Has the city government any plans to build a swimming
pool?” she added. Since the adoption of e-Budgeting, the calculation of
budgetary expenditures is carried out meticulously, including these fac-
tors: number of people and activities, price per unit, and number of days.
This has increased efficiency by between 5 and 10%, due by and large
to the standardization of prices and the use of an expenditure analysis
standard.
e-Project Planning
This constitutes project planning based on e-Budgeting. This phase
entails general procurement planning, which in turn is a list of procure-
ment implementation plans. Subsequently, the e-Project phase involves
the process of making work packages for all activities that government
offices are tasked to carry out, as well as implementation plans, utiliza-
tion plans and package component details. The planning process entails
determining tasks/work and other attributes that are required for the
marketing process, for instance determining whether to use the tender-
ing process or appointing/designating suppliers. Procurement can take
the form of open tendering, limited tendering, direct appointment/
designation, and in-house (undertaken by the institution itself).

Procurement methods are stipulated in government regulation (PP) No.
54/2010.
Consequently, the implementation of e-Project has been success-
ful in the following way: “Procurement of goods and services as well
as financial management that relates to the implementation of activities
in accordance with work packages, when to begin and to complete the
work, work type and methods used, and budget allocations required,
in implementing the work are done in accordance with the budget plan
list.”42
e-Procurement
This phase entails the procurement of goods and services based on
e-Budgeting incorporated in the e-Project. The objectives of e-Procure-
ment include: (a) an increase in effectiveness and efficiency of govern-
ment goods and service procurement; (b) an increase in transparency
and accountability in government goods and service procurement; (c)
facilitation of sourcing in obtaining data and information on the pro-
curement of goods and services/suppliers of goods and services; (d)
ensuring that the process of goods and service procurement is quicker
and more accurate; (e) guaranteeing equal opportunity, access and rights
for all parties involved in the procurement of goods and services; (f) cre-
ating conducive conditions that foster healthy competition among pro-
viders of goods and services; and (g) creating conducive conditions for
government officials as well as guaranteeing the conduct of online com-
munications to reduce the intensity of direct contact between providers
of goods and services and the procurement committee, which supports
government efforts to create government free from corruption, collu-
sion, and nepotism.
Thus, the e-Procurement system is useful in preventing corruption,
collusion, and nepotism. Risma, the Surabaya city mayor, has time and
again fired government officials who ask for bribes during the tendering
process as well as in other government projects.43 Since the adoption of
e-Procurement, the time required for the procurement of goods and ser-
vices has decreased from 36 days using conventional methods, to about
20 days. This significant change is attributable to the fact that using the
electronic system makes the process of announcing calls for procure-
ment, tender offers, selection, and announcing winners a lot quicker.44
e-Procurement also guarantees that the conduct of the tendering process
proceeds per a schedule set beforehand. Consequently, there has been an

improvement of 20–25% in efficiency in the budget allocation compared
with budget cap set for work packages.45
e-Delivery
The implementation of e-Delivery is used in order to ensure the stand-
ardization of contracts and work flow process. The standard contract
is designed in accordance with the type of work, which is subjected to
a review of experts in contract law. The process has reduced errors in
drawing up contracts used by government offices/work units. Besides,
goods or service suppliers who have contracts with government office
and work units use e-Delivery to make work progress reports and work-
flow process “e-Delivery has resulted in the standardized contracts of the
Surabaya city government being delivered in minutes after determining
winners of procurement tenders.”46
e-Controlling
The goal of e-Controlling is to conduct monitoring and evaluation of
the implementation of work/activities undertaken by every government
office through the comparison of e-Project planning and realization
(e-Delivery), coupled with scrutinizing reports. Prior to the implemen-
tation of e-Budgeting, controlling project implementation and perfor-
mance on activities such as determining the extent of physical targets and
budget utilization was not easy. However, this is by no means surprising
as the problem of inconsistency between physical achievement and finan-
cial absorption has become common knowledge.
e-Performance
The goal of implementing e-Performance is to provide a more objective,
structured, accountable, participatory, and transparent performance eval-
uation, which is expected to contribute to the realization of employee
work performance-based development and guidance. Such a process is in
turn expected to pave the way for a civil servant career development path
for employees in Surabaya city government that is commensurate with
city mayor regulation No. 83/2012 on technical guidelines for offering
performance-based remuneration and direct expenditure to Surabaya city
government employees.
Appendix II: Telkom Co., Ltd. and CSR Support

Telkom Indonesia Eastern Region Division provided a lot of sup-
port for the idea of creating Surabaya Cyber City. BLCs development
was based entirely on the support of PT Telkom through its CSR pro-
gram. The Surabaya city government and PT Telkom signed a MoU
to develop BLC, whose management was handed over to the Office of
Communications and Informatics in the Surabaya city government. Mr.
Iskriono Windiarjanto, the General Manager, donated 20 PCs and 4 lap-
tops for the five BLC centers, and noted that “We have initiated the 1
million WiFi and 2 million Internet connections program. Hopefully,
the program can contribute to the enhancement of IT knowledge for the
city residents. In addition to that, we have planned to set up 800,000
hotspots in Surabaya.”47
Appendix III: Making Use of e-Sapawarga in Public

Service Delivery
The following are examples of interactions on the Internet between
Surabaya city residents and the city government:
Example A
Sapawarga Surabaya City: The city government will conduct a Step Test
in Pondok Rosan housing estate on April 3, 2014. The test is scheduled
to last between 22.00 WIB and 24.00 WIB. We apologize for the incon-
venience that will cause (April 3, 2014);
City resident (A): Will the Graha Sunan Ampel Wiyung area (behind
the brantas project) be affected? No, Sir. Hopefully work will be com-
pleted as soon as possible (April 3, 2014 at 11:18 a.m.);
City resident (B): It seems PDAM is an institution that is plagued by a
host of problems, Sir. In local newspapers (reader columns), and in social
media all the complaints in the media are about water and nothing else!!!
(April 3, 2014 at 12:06 p.m.).
Example B
City resident (C): When will the announcement of the k2 documenta-
tion about those who passed be issued. There is no news yet (March 22,
2014 at 7:25 p.m.);
Sapawarga Surabaya City: Good morning. Based on the outcome

of the coordination meeting with the National Personnel Agency and
Surabaya City Training and Education Agency, we are obliged to convey
the information that Surabaya city government continues to wait for fur-
ther instructions from the Ministry of State Apparatus and Bureaucracy
Reforms and National Personnel Agency concerning the results of tests
by civil servants drawn from K-2 (quality level 2) “honorary” employees.
Thank you very much (March 24, 2014 at 07:50 a.m.).
Example C
City resident (D): Hello, administrator of Sapawarga Surabaya City, I
would like to ask a question: What means of transport should one take to
travel from Purabaya terminal to Sukolilo campus? And how long does it
take? Thanks a lot (March 13, 2014 at 7:26 a.m.);
City resident (E): Get on a city bus or bison48 that travels toward
Joyoboyo terminal, Miss, once you reach there, try to ask terminal offi-
cials or bus drivers in Joyoboyo (March 14, 2014 at 9:41 a.m.);
Sapawarga Surabaya City: Good afternoon. We can inform you that
from Purabaya terminal, you can get on the Bratang terminal city bus.
Disembark and then get on the Lyn S city transport minibus that passes
via ITS campus. Thank you (March 14, 2014 at 11:58 a.m.);
City resident (D): Yap, thanks a lot. How long does the journey take
to Purabaya? (March 14, 2014 at 12:10 p.m.);
Sapawarga Surabaya City: In the event there is no traffic jam, it will
take you about an hour (March 14, 2014 at 12:44 p.m.).
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CHAPTER 4
Case Study 3: Tono Style Community

Development
Takeji Takei
Introduction
Like many cities in Japan, Tono City in Iwate Prefecture faces the
challenges of a declining population and an aging society. However,

under the leadership of the city mayor, Toshiaki Honda, the city has
revived its region and actively implemented new policies to increase the
nonresident population1 through tourism, green tourism, education, and
training to promote U-turn (people returning to hometowns) and I-turn
(people moving from urban to rural areas) migration. In addition, the
city has become a model for advanced regional revitalization by starting
new businesses, creating a comfortable environment for raising children,2
and implementing safe and secure town management. The city aims to
enhance the quality of citizen strengths rather than increase the popula-
tion. This is the key strength of the machizukuri of Tono City.
The efforts by Tono City are realistic, persistent, and basic. The
regional operations initiated by Mayor Honda are characterized by a
T. Takei (*) 
Local Autonomy College, Ministry of Internal Affairs and Communications,
Tokyo, Japan

86 T. Takei
realistic approach using regional resources. The questions then are: How
did Tono City develop to become a city of collaboration? And what are
the lessons to be learned from this? In this regard, it is important to note
that the efforts of Tono City are not special, and can be applied to other
municipalities if local governments demonstrate leadership in taking
action. The policies are not special or impossible to implement, but look-
ing at them from a different perspective provides important clues and an
awareness of the consideration of beneficial policies. Through this case we
will learn what is required for regional operations by local municipalities.
About Tono City

Tono City is located roughly in the center of Iwate Prefecture, Japan’s
second largest prefecture after Hokkaido, and is situated in the north-
ern part of the Tohoku region of Honshu Island. The city is found in
the south central part of the Kitakami Mountains, midway between the
inland area and the coast. The downtown area sits in a basin surrounded
on all sides by mountains. The distance from Tono City to Tokyo is
approximately 530 km, with the journey taking roughly 4.5 hours by
Shinkansen (bullet train) and local trains.
Many people associate Tono with folktales or rural scenery from
images in Tono Monogatari (Collection of 119 Folk Tales). Tono
Monogatari is a booklet (first printing: about 350 copies) written by the
father of Japanese native folklorist Kunio Yanagida, and is based on local
folktales told by Tono’s Kizen Sasaki in 1910. During the Edo period,
the city center of Tono flourished as a castle town of the Tono Nanbu
family, and as a post town connecting the inland and coastal areas. The
milieu of that era continues to resonate throughout the city center; how-
ever, the prosperity of this lively city remains in its history. In addition,
the climate of the region is generally severe, and the city has suffered
cold weather damage many times in its past. Today the city continues to
face many geographic and economic disadvantages.
Although the city once had a population exceeding 40,000 (total
population of the former Tono City and former Miyamori Village before
their merger in 2005) during the 1950s, the population fell below
40,000 in the 1970s and has continued to decline ever since. The popu-
lation and number of households as of October 1, 2013, were 28,377
and 10,854, respectively. In addition, the population of the elderly aged
4 CASE STUDY 3: TONO STYLE COMMUNITY DEVELOPMENT 87
65 or older is growing every year and now accounts for 35% of the city’s
total population.
Tono City was founded in 1954 by the merger of one town and seven
villages. After the merger, the city’s population peaked in the late 1950s;
but unlike in Kamaishi City in the adjacent coastal area, large-scale busi-
ness facilities did not take root in Tono City. As a result, depopulation
gradually accelerated even during the high economic growth period of
the 1960s. On October 1, 2005, Tono City with a population of 27,000
merged with Miyamori Village (population roughly 5000), and new
Tono City was founded. The new city was called “Tono,” a name chosen
by the residents of the merged municipalities, because it historically and
geographically represents the area, and is known as the “hometown of
folktales.” After the merger, the name Tono has made both tangible and
intangible contributions to the promotion of local government policies.
In terms of the number of employed workers by industry (as of October
1, 2010), primary, secondary, and tertiary industries account for 20, 30,
and 50% of employment, respectively, and account for 4, 28, and 68% of
Tono’s net production. Tono produces agricultural products such as rice
and vegetables, as well as beef cattle and dairy cows, and hops (for beer).
The production volume of its characteristic product accounts for 40% of
Japan’s total production volume; in fact, Tono is the largest hops produc-
tion area in Iwate Prefecture and is the top producer in Japan. In addition,
Tono is a major production area for leaf tobacco. In 2011, the per capita
income in Tono City in FY 2011 was 2.09 million yen, which was 88% of
the average of Iwate Prefecture, and 72% of the national average.
The Machizukuri of Tono City Implemented

by Mayor Toshiaki Honda
Since 2002 the machizukuri of Tono City has been made possible by
the leadership of Mayor Toshiaki Honda. Honda was born and lived in
Tono City until graduation from high school. He was a prefectural gov-
ernment officer of Iwate Prefecture; serving in several posts such as sec-
retary to the governor, section chief of the Fire and Disaster Prevention
Section, and section chief of the Industrial Promotion Section, before
being appointed section chief of the Planning and Coordination Section
in 1999 to spearheaded the new Iwate Prefecture Comprehensive Plan,
which adopted the method of citizen participation.
88 T. Takei
In 2000, Honda was appointed Director of the Kuji Regional

Development Bureau, located in the northern part of Iwate Prefecture.
As director, he actively promoted the measures for regional revitaliza-
tion included in the Comprehensive Plan in cooperation with municipal
governments in the area. He also strongly felt that individual municipali-
ties must become more active to revitalize the entire prefecture. Around
the same time, his friends and acquaintances in Tono City asked him to
return to the city and stand for mayor, with the election scheduled for
April 2002. Despite his vision to build a career as a prefectural executive
official, he left the prefectural office at the age of 55 in December 2001.
The mayoral election of 2002 in Tono City proved a difficult race
because of a strong rival candidate. However, Honda was elected the
sixth mayor of Tono City in April 2002 as the successor to Sho Kikuchi
(term of office: 1994–2002). Since then, he has been elected mayor
without a vote for three consecutive terms, and he is currently serving
his fourth term.
The Thoughts and Actions of Honda After Being Elected Mayor

Mayor-elect Toshiaki Honda told the officers and staff members of the
Tono city administration at his inauguration ceremony:
If we do not have a sufficient budget, we will bring together our wisdom. If

we do not have sufficient personnel power, we will work in cooperation with
the citizens. If we cannot increase the population, we will aim to increase the
nonresident population with Tono Style. If the city is too large to promote
modernization, we will systemize the rural landscape as part of green tour-
ism. With this mindset I will work on the machizukuri of Tono City.3
He also told them:
The majority of the municipalities are in a similar situation; however,

machizukuri in the future begins by changing our mindset, by cooperat-
ing with other municipalities, and by sharing an attractive municipal vision
with the citizens.4
He actively held roundtable discussions entitled “Let’s talk with the

mayor” as a free-form opportunity for residents and other groups to sum-
marize their views on the daily issues faced. In the first two and a half
years, 1000 administrative issues were identified, and all matters such as
progress on the response to these issues were reported. While such meth-
ods may be regarded as conservative, they have proved an effective way to
enhance the sense of ownership among residents and other groups. For
example, local residents in one region identified issues, took ownership
of them, and participated in the discussions aimed at solving them. The
sharing of regional issues between residents and the municipal govern-
ment thus led to the establishment of an effective collaborative system.
In FY 2003, during his second year as mayor, Honda reformed the
organizational structure of the city office and established executive meet-
ings (where important matters are discussed by the city’s executive mem-
bers) as well as a policy planning office in charge of comprehensive city
planning.5 A policy study group was established mainly by midlevel and
younger members of the Policy Planning Office, and the group spent
1 year completing a 180-page book entitled Tono Style, which was pub-
lished in October 2004. This study group was significant for the par-
ticipation of midlevel and younger workers rather than the mayor or
executive officers, and it conducted an assessment and verification of the
policies implemented for machizukuri and looked to the future.
The Challenge of Attaining Certification as a Special Zone

At around the same time, Tono City was certified as a special zone for
hometown revitalization in Japan, and attracted public attention through
frequent media coverage as the so-called “special zone for doburoku,”
especially after last autumn when this book project began. It is easy to
imagine that these activities conducted at the same time stimulated the
members of the policy study group as well as the city workers. At that
time, the Koizumi administration was about to implement noteworthy
national policies under the system of special zones for structural reform.
The mechanism of this policy was to ask for public and municipal pro-
posals throughout the country and recognize special cases where restric-
tions would be eased in certain areas as special zones. By adopting this
mechanism, the national government attempted to promote regional
revitalization and intensify public activities toward structural reforms
across the entire country by pushing forward successful examples of the
efforts undertaken in these officially recognized special zones.
Despite his interest in the policy, Honda did not believe the policy
could be used by Tono City. Later he realized that the system was more
90 T. Takei
flexible than conventional systems, and that it covered all fields. He

considered it a challenge to take on, that even small local towns could
work on measures to have regulations relaxed. From this Honda’s moti-
vation grew. As part of this change, he came up with different ideas
while talking with city workers. In these conversations the topic of the
Dobekko Festival arose. Honda, who had become mayor in April, had
not experienced the festival. Nigori sake (unfiltered sake) was an essential
part of the festival, but due to regulations, only licensed producers could
produce sake products. Therefore, nigori sake was produced by licensed
brewing companies for the Dobekko Festival. This simple story trig-
gered Honda to apply for a special zone for doburoku (nigori sake). He
wanted to promote the machizukuri of Tono City by submitting a pro-
posal for a special zone unique to Tono City at an early stage, although
the system of special zones for structural reform would continue.
On July 4, 2002, Honda called section chief Ohara of the Planning
and Coordination Section and his subordinate, Nagata, to the mayor’s
office. Honda told Ohara to identify the latest moves of the national
and prefectural government by making contact with the relevant parties,
and to consider the possibilities of realizing a special zone for Tono City.
Ohara and Nagata immediately took action and reported back to Honda.
Honda instructed them to develop a proposal for the special zone based
on images of the Dobekko Festival. On July 26, 2002, a project team
within the municipal government was established.
Ohara and others believed the details of the proposal must be unique
to Tono City, with stories playing a central role. They brought the fol-
lowing ideas to the table: serve authentic doburoku from Tono City
at the festival, and always have doburoku around; offer the traditional
Nanbu Magariya farmer’s house, which is representative of Tono City,
as accommodation for visitors; provide opportunities for visitors to lis-
ten to old folktales around a fire; and it being very cold in the winter
in Tono, with few tourists visiting the city, make the Dobekko Festival
more attractive in winter. Then they expanded the images further. They
wanted to attract urban tourists by serving rice, vegetables, and dobu-
roku at the farmer’s houses used as accommodations. Thus the dots were
connected, and the images of the proposal were gradually shared among
the people in charge. Ohara held numerous meetings with Honda and
the executive officers of the municipal government to map out the details
of the proposal, which was finally submitted to the national government
on August 29, 2002.
The certification process for Tono City’s proposal on the special zone
faced many difficulties. The production of liquor is inextricably linked
to liquor tax collection, and the conditions to obtain a license issued by
the local tax office were regarded as most difficult.6 The response from
the national government on October 11, 2002 was “C”—the proposal
was not accepted. But this only deepened Honda’s commitment; even
though the proposal was small, he and his team would keep squeez-
ing out ideas until the Ministry of Finance (the National Tax Agency)
accepted their proposal. In January 2003, the city resubmitted the pro-
posal on the special zone.
Two objectives were set for Tono City’s special zone. The first objec-
tive was to promote the warmth and hospitality of “Tono Tourism” by
expanding the exchanges with urban areas using regional resources.
Tono City had carefully protected and preserved the images of a home-
town for folktales, the traditional landscape of Japan, the rich natural
environment, and long-standing tradition and culture.
The second objective was to promote new business startups in Tono
City, especially in tourism industry. Accordingly, the proposal asked
for deregulation in following areas: simplified firefighting equipment
in guesthouses; production of doburoku by locally designated farm-
ers; leasing of agricultural and grazing land to specified organizations;
and greater flexibility in promoting the use of agricultural land. On
November 28, 2003, Honda received certification as the special zone
for hometown revitalization in Japan. It was a new challenge for Honda,
other city officials and staff, and Tono City citizens, to make it happen.
To locally produce doburoku for the first time in 100 years, Honda
contacted all the farmers he could count on. Seven farmers were on
the list, but due to the complexity in applying to become a doburoku
producer, the only candidate was Sachio Egawa. In December 2003,
Egawa prepared the application documents to be certified as a specified
farmer by the Kamaishi Tax Office in Kamaishi City located on the coast.
Egawa looks back on those days and says, “I wanted to give it up half-
way through, but I managed to hold on to the end. I could manage it
10 years ago because I was still in my mid-50s, but I probably could not
do it today” (Interview with Egawa 2014).
At the city office, a young worker named Nagata, who had been
called to the mayor’s office with Ohara on July 4, 2002, personally
handled the matter and one more staff member joined him later under
the instruction of Honda. The prefectural government cooperated by
92 T. Takei
promoting interdepartmental coordination under the instruction of

then governor Masuda. Technical workshops were held for Egawa at
the Iwate Industrial Research Institute (which has a brewing depart-
ment) from December 2003 to January 2004, On February 26, 2004,
the license to produce doburoku (which attracted national attention)
was issued from the district director of the Kamaishi Tax Office. Egawa
became the first licensed farmer to revive doburoku production in
100 years.
The impact of the special zone designation was remarkable. The
number of people staying in accommodation facilities totaled 57,000 in
2002, 62,000 in 2003, and 68,000 in 2004. Taking this opportunity,
the Tohoku Region Green-Tourism Research Center opened and various
groups and organizations in the city became more active. The initiative
led to the expansion of farm guesthouses and restaurants, as well as activ-
ities to protect the hometown landscape. From a national perspective,
special zones, especially for doburoku production, gradually increased in
various municipalities. Tono City was leading such moves and held the
first national Doburoku Study Session in February 2006. Each region has
taken turns holding these sessions since then. The production volume
of doburoku in Tono City has gradually increased from 352 L in 2004
to 20,000 L (total volume by five organizations) in 2013. Today, Tono
Doburoku has become one of the representative products of Tono City.7
The Implementation of Machizukuri by Making Use of Regional

Resources After Certification as a Special Zone for Doburoku
After the success of the special zone for doburoku, Honda and city offi-
cials and staffers began more initiatives to revive Tono City. One idea
was Tono Heritage, which came from the World Heritage concept. At
that time in 2006, Iwate Prefecture was pursuing World Heritage des-
ignation for Hiraizumi. Watching this movement, Tono Heritage was
launched as a resident-led initiative. Honda instructed the city workers
to contact the related departments in the prefectural government (board
of education) and national government (Agency for Cultural Affairs) to
confirm whether the city could independently designate its own herit-
age site. They responded that designation would not be prevented if the
city did it on its own responsibility. Honda and his staff established an
Ordinance on the Recognition of Tono Heritage (effective April 2007).
The Tono Heritage sites, as regional resources designated by the

c itizens, were to be preserved and used by them. The establishment of
Tono Heritage provided citizens with opportunities to reexamine their
localities, which in turn led to greater attachment to the region. As of FY
2014, 141 regional resources had been designated as a Tono Heritage
site. Kappa Buchi, which is famous for the Kappa folktale (a creature
in Japanese folklore), became the 22nd regional resource designated a
Tono Heritage site.
Another initiative was the 1000 Storytellers Project. Tono Monogatari
has been handed down by residents. Elderly women who have mas-
tered the art of storytelling regale tourists and visitors with their stories.
Honda and others considered using such storytellers in a variety of ways
as important human resources of Tono City. Various projects were sched-
uled for 2010 to mark the 100th anniversary of the publication of Tono
Monogatari. For example, child storytellers are nurtured in cooperation
with elementary and junior high schools. By FY 2014, 652 people had
been certified as storytellers. Other activities such as festivals and green
tourism have been newly launched by citizens who were inspired by the
efforts of Honda and the local government.
The Tono Broad Economic Zone Plan

and Net/Yurikago
Honda had a long-cherished policy he wanted to implement after

becoming mayor. This was the Tono Broad Economic Zone Plan, with
a central focus on Tono City. The idea came to him as he circled the area
within 50 km of Tono City center. The major cities of Iwate Prefecture,
both inland and along the coast, are located within this circle, meaning
they are located within an hour and a half driving distance from Tono
City. When he traced back the history of Tono, he realized how active
trading was during the Edo period because of the convenient location of
the city. He also recognized that there was no point in limiting his think-
ing to within the boundaries of Tono City.
This also applied to another issue related to the policies Honda later
implemented. In April 2004, after becoming mayor, the city faced a seri-
ous lack of obstetricians and gynecologists. In response, the city opened
a municipal maternity clinic called Net/Yurikago (NET/Y) in December
2007, in the health and welfare village. To alleviate anxiety during
94 T. Takei
pregnancy and reduce the burden of hospital visits, midwives were pro-
vided, and the municipal maternity clinic was connected to nine medi-
cal institutions outside the city through a collaborative network and the
cooperation of related parties. He took note of the connection to facili-
ties located outside the city, which enabled prenatal checkups with the
assistance of midwives at a hospital located outside the city using the
remote checkup system.
Securing Safety and Security During a Disaster

All residents of Iwate Prefecture are aware that the Sanriku coastal area
has been hit by major earthquakes and tsunamis many times in the past,
with two major earthquakes and tsunamis striking this area in the past
100 years prior to 2011. One was the 1896 Sanriku earthquake (and mas-
sive tsunami) that occurred on June 15, 1896 (the total number of dead
and missing, including those from Iwate Prefecture, was approximately
22,000) and the other was the 1933 Sanriku earthquake (and tsunami)
that struck on March 3, 1933 (approximately 3000 dead and missing).
In addition, on May 23, 1960, a tsunami caused by an earthquake in
Chile hit the Japanese coast within 24 hours after covering a distance of
17,500 km. The number of dead and missing was 142, with 150,000
people affected along the coast, including many from Iwate Prefecture.
In April 1995, when Honda was assigned the section chief position
in the Fire and Disaster Prevention Section of Iwate Prefecture, the sec-
tion was tasked with two major missions. One was to identify all active
earthquake faults in Iwate Prefecture, and to revise the prefectural and
regional disaster prevention plan by reflecting this new information. The
other was to introduce Iwate’s first prefectural disaster prevention heli-
copter for disaster relief and emergency drills, and launch an air rescue
team. In January 1995, the Great Hanshin-Awaji Earthquake (approxi-
mately 6400 dead or missing) occurred. As section chief, Honda visited
the affected areas in Kobe City and learned many things from the Kobe
City Fire Bureau, an organization said to have the pride, will, and equip-
ment needed to protect the 1 million citizens of Kobe City. But all of
that was useless in the face of such a tragedy; the only useful things were
shovels and work gloves. These words were deeply engraved in his heart.
Honda visited the municipal offices and actual sites along the coast,
from Taneichi Town in the north to Rikuzen Takata City in the south.
By doing so, he learned how high the massive tsunamis were in the Meiji
and Showa periods, and how far inland they had reached. In addition,
the new helicopter gave Honda a bird’s-eye view, allowing him to actu-
ally see the need for disaster prevention measures for the wider Iwate
Prefecture. He could see the Kitakami mountain range and Tono Basin
lying in the central part of the prefecture.
Tono as a Disaster Support Base

Around 2004 or 2005, the results of the investigations by the national
government, Miyagi Prefecture, and other analysts indicated a 99% prob-
ability of a major earthquake and massive tsunami centered offshore
of Miyagi Prefecture within the next 30 years. This prediction was fre-
quently reported by the media, and local government officials and pre-
fectural residents began to take a growing interest in the matter. Around
that time, Honda and others were investigating the history of the for-
mer Tono Town, and they found that the town had convened a special
meeting on the day following the 1896 Sanriku Earthquake to draw up
a budget for monetary donations, and town residents delivered relief and
medical goods and blankets to towns and villages along the coast. This
involved traveling up to 8–10 hours across the hills by horse. Honda
believed Tono City should play a similar role connecting the coastal and
inland areas in the twenty-first century, as it did in the past.
He thought helicopters from the fire and police departments and Self-
Defense Forces throughout the country could be used; departing from
Tono City it would take only 15 minutes to reach the coastal areas. He
thought this point of view might also be important for improving road
access, and Tono should revise how it made policies only for Tono City,
and instead play a greater role in providing support in collaboration with
other regions. Such thinking led to the scheme for developing a logistic
support base to deal with earthquake and tsunami disasters, hereinafter
referred to as “logistic support for affected areas” (the Tono Model),
proposed by Tono City.
Honda was convinced that Tono City could play an important role as
the base for rescue activities in the event of an earthquake and tsunami,
given its central location within the prefecture. Fortunately, a large com-
prehensive athletic park was already developed in a suburb of the city.
This park has good bypass access and no high-voltage electrical power
lines close by, an ideal base for flying helicopters from. He finalized the
logistic support for affected areas as the “Tono Model” from the city’s
96 T. Takei
perspective. Honda also recognized that the park was large enough to
accommodate a base camp for the Self-Defense Force, an assembly point
for fire and police forces from around the country, and for the relocation
of the aging municipal fire department building as a comprehensive fire
and disaster prevention center in the future.
In September 2007, the regional Iwate Prefecture Comprehensive
Emergency Drill was scheduled for Tono City. This drill involved the
participation of 8746 people from 87 organizations within the prefec-
ture, and Honda and the city officials in charge of disaster prevention
became more confident about the advantages of Tono City and the effec-
tiveness of the logistic support activities. In autumn 2008, a large-scale
earthquake simulation exercise was conducted by the Self-Defense Force
in both Iwate and Miyagi prefectures with Tono City as the main base.
“Michinoku Alert 2008” was conducted by the JGSDF Northeastern
Army on October 31 and November 1. The exercise involved the par-
ticipation of approximately 18,000 people, including all SDF troops sta-
tioned in six prefectures in the Tohoku region, local governments, fire
and police forces, medical teams from Iwate and Miyagi prefectures, local
residents, and 2300 vehicles and 43 airplanes. The exercise highlighted
the position of Tono City and demonstrated that the comprehensive ath-
letic park was sufficient in size to provide disaster support.
The Great East Earthquake and Tsunami on March 11, 2011

On March 11, 2011, Honda left home in the morning to carry out busi-
ness; after completing his business in the early afternoon he returned for
a late lunch. At around 14:46, when getting ready to return to the city
office, he felt a very strong jolt. The shaking continued for a while. The
Great East Japan Earthquake had struck (a magnitude 9+earthquake,
the most powerful earthquake on record in areas surrounding Japan).
The massive tsunami that followed reached the coastal areas of Iwate
and Miyagi prefectures in only 20 minutes. A seismic intensity of 5 was
recorded even in Tono City, which stands on stable bedrock.
The thought of a tsunami instantly crossed his mind. He changed into
protective clothing and rushed to the city office by bicycle while listen-
ing to the flash report on a portable radio. He arrived at the city office
in just under 10 minutes, but the ride seemed much longer. By then city
workers had evacuated to the parking lot located in the inner courtyard
of the city office. Honda immediately established the Tono City Disaster
Countermeasures Headquarters and instructed city workers to patrol

the city, on the lookout for major damage and the outbreak of fires. At
15:20, he issued instructions to set up an evacuation center and issued
an evacuation advisory to residents on the assumption of further after-
shocks. Meantime, he confirmed that no serious damage had occurred
in the city and instructed the office worker in charge of fire and disaster
prevention to make the comprehensive athletic park available for use as
a base for a wide-area support team consisting of the Self-Defense Force
and fire and police personnel, which would soon be gathering.
At 1:40 a.m. the next day, one affected resident crossed the hills from
Otsuchi Town to seek assistance in Tono City. The situation in the town
was far worse than they had realized from television and radio reports.
Honda decided to prioritize the support activities from Tono City.
At 4:50 a.m., the first team of city workers headed for Otsuchi Town
to deliver relief goods. This was the first step in providing support for
the affected areas, and was much earlier than any actions taken by other
municipalities and the national government. It was the beginning of
months of logistic support activities for the affected areas. On March 13,
2011, the city established its own logistic support activity headquarters.
Honda undertook support activities on his own initiative without waiting
for requests from the national and prefectural governments.
The experience gained from the emergency drills conducted since
2007 had permeated the organization; integrated activities were con-
ducted by the Disaster Countermeasures Headquarters and the Logistic
Support Activity Headquarters. City workers and citizens, from children
to adults, were engaged in activities ranging from food preparation, sort-
ing of relief goods, assisting support teams, and accepting affected peo-
ple from the coast, to support the affected areas. Mothers in Tono City
continued to make rice balls until their strength gave out; 42,400 rice
balls made by a total of 2050 people were delivered to the affected areas
in a period of 29 days from March 11, 2011.
The Self-Defense, fire and police forces gathered at the city’s facilities,
including the comprehensive athletic park, and began relief activities for
the affected areas by setting up a base camp in Tono City (3500 people
as of March 20, 2011). In addition, relief goods were delivered to Tono
City from over 40 municipalities, including the friendship municipalities
of Tono City. The total of over 100,000 volunteers, municipalities, cor-
porations, and organizations from across the country participated in the
logistic support activities.
98 T. Takei
Birth of the Tono Model and Subsequent Developments

Through these efforts by Tono City to provide logistic support for the
affected areas, the Tono Model became a reality and was not forgotten.
When the Great East Japan Earthquake hit, logistic support activities
for the affected areas were conducted in various regions, although not
on the same scale as conducted by Tono City. It provided the oppor-
tunity to review the vertical system for requests and the vertical chain
of command regarding disaster countermeasures and disaster relief by
the national, prefectural and municipal governments as stipulated in the
related laws. Attention became increasingly focused on the importance of
horizontal collaboration between affected municipalities and supporting
municipalities. Particularly in the case of a major disaster, or where an
affected area is located in a remote region, it takes time for Self-Defense,
fire and police forces to arrive on the scene, so the neighboring munici-
palities are expected to play an important role until the official relief
teams arrive under the instruction of the national government. The laws
were immediately revised to enable such horizontal collaboration using
the case example of Tono City to promote greater understanding.
In Tono City, the Tono City Comprehensive Disaster Prevention Center
was completed adjacent to the comprehensive athletic park on March 26,
2012. The two-story building has a seismically isolated structure, and func-
tions as a base for fire prevention and emergency services during normal
times and as a base for the disaster countermeasures headquarters in an
emergency. In addition, the center carries out complementary functions for
the Self-Defense, fire and police forces gathered at the comprehensive ath-
letic park. In the Disaster Prevention Center, records of Tono City’s logistic
support activities for the affected areas are exhibited to pass down the les-
sons learned from the Great East Japan Earthquake to future generations
and prevent the memories of the disaster from fading away, and the center
has accepted 13,000 visitors in the 2 years since its establishment.
Tono City established its own investigation committee on logis-
tic support activities with 29 city workers and 9 citizens in June 2012
(1 month and 3 months after the earthquake). The purpose was to com-
pile a unified record of the logistic support activities conducted along
the affected coastal areas by municipal governments and citizens. The
results and issues were published as a book to pass down and communi-
cate the experiences to future generations and the many concerned par-
ties throughout the country. Japan’s first book containing the records of
disaster support activities, consisting of 343 pages and 700 images, was
completed in September 2013.
On April 1, 2014, Tono City implemented the “Basic Ordinance on
Disaster Prevention” to promote the role of the municipal government
as well as “disaster-resistant machizukuri through self-help and mutual
assistance” by citizens. This ordinance was established to review the
experience gained during the disaster 3 years after the Great East Japan
Earthquake and Tsunami, to pass down the lessons learned from the
earthquake to future generations and prevent the memories of the disas-
ter from fading away, and to develop disaster-resistant local communities
for many years to come. To promote the efforts to enhance regional dis-
aster prevention through self-help and mutual assistance, along with the
enforcement of this ordinance the city distributed a disaster prevention
map containing sediment disaster caution zones, flood assumption zones,
evacuation centers, and disaster education, to all households in Tono City.
In Japan, the possible occurrence of the Tokai Earthquake, the
Tonankai Earthquake, and the Nankai Earthquake and subsequent tsu-
namis in the next few decades is causing great concern. To secure the
safety and security of residents, the implementation of disaster preven-
tion measures for both soft and hard infrastructure has been rapidly
accelerated. In recent years, many municipalities have actively executed
mutual support agreements with other municipalities, and logistic sup-
port for affected areas, or the Tono Model, has become a practical
educational tool and shared asset of municipalities across the country.
Honda has had opportunities to give lectures all over Japan. While the
responses to natural disasters that happened in the past fade from mem-
ory, and their occurrence feels like an inevitable consequence of life, we
can learn from Tono City that different outcomes can be produced if
committed people are willing to take action.
Epilog
One of the current major issues facing Tono City (as of 2015) is the
revitalization of its city center. Beginning with this issue, Tono City is
expected to further strengthen the disaster response network within all
areas of the city, carry out the city and rural functions of the entire city in
this regard, and effectively respond to possible events in the future.
Tono City is currently formulating a basic plan for the future direc-
tion of the efforts to revitalize the city center. The basic policies of this
100 T. Takei
plan are: (1) to establish an excursion route for tourists by establishing

Machiya (traditional wooden townhouses) in the city center and tourism
resources such as attractions, historic sites, shrines and temples originat-
ing from Tono Monogatari; (2) to conduct a compact machizukuri by
using integrated urban functions, and (3) to promote the development
of the city (machizukuri) that is full of life, and where commerce and
tourism are promoted side by side and citizens and tourists can enjoy
interactions, utilizing empty houses and stores located in the city center
as well as the skills of citizens such as the elderly.
In addition, the latest projects scheduled for the future include
restructuring the city office functions that were distributed across the
city after the 2011 earthquake. This project serves as a starting point for
compact machizukuri to revitalize the rural functions as the city center
core. This will contribute to the integration and collaboration of distrib-
uted functions by enhancing the convenience for citizens and extending
the city office to adjacent areas, while utilizing the city office functions
temporarily located in Topia, a commercial facility located in front of the
station. Correspondingly, the future objectives are to develop new indus-
tries and attract companies (as a location for office functions) from urban
cities. Therefore, the city regards the realization of high speed informa-
tion and telecommunications infrastructure as an issue.
Lessons to Be Learned

The case of Tono has been narrated mainly from the perspective of
Honda, who is the leader of the Tono municipal government. This is
because there were some turning points in the process of implementing
each policy and achieving results, and Honda’s leadership played a key
role in each situation.
Honda’s Wise Leadership

When Tono City was applying to be recognized as a special zone for
hometown revitalization in Japan, Honda’s wise leadership came to the
fore as follows:
1. Ability to make good judgments
Honda had the belief and commitment to revitalize the town with dobu-
roku. He shared his belief and commitment with his staff and pursued
realistic measures to have regulations relaxed. Thus, he proved that even

a small rural city could achieve this feat;
2. Ability to perceive reality as it is
A leader should take a practical approach to the reality faced. Doburoku

used to be a small pleasure enjoyed by people from poor rural villages in
the Tohoku region during the winter, and remains a part of the region’s
dietary culture today. Honda thought it was important for Tono City to
work on this;
3. Ability to create Ba
A leader should read the context of the situation. Although the proposal
was small, Honda kept pushing his ideas until the Ministry of Finance
(the National Tax Agency), a government office with the most powerful
authority, relented and the way opened up;
4. Ability to articulate the essence
A leader is a producer. Doburoku was a symbol of town revitalization.

Honda promoted machizukuri with the objective to create Japan’s tradi-
tional hometown. He then used this experience to promote green tour-
ism and revive industry;
5. Ability to exercise political power
A leader should create opportunities for self-organization. The initial

proposal was rejected by the national government, but was positively
received by the media and the public. Honda and his staff pursued the
challenge by narrowing down the priority issues of the proposal. The city
workers were highly motivated;
6. Ability to foster phronesis in others
A leader should strive for continuous change. Obtaining special zone

certification was a start. Honda moved to the next stage by utilizing
the confidence of the workers gained from this experience as well as the
national attention focused on Tono City, to get the citizens involved.
The movement to reconsider the value of regional resources was led by
102 T. Takei
the local citizens, and included the establishment of Japan’s first ordi-
nance on the designation of Tono Heritage sites.
Other examples of Honda’s wise leadership can be found during the
3/11 Great East Japan Earthquake:
1. Ability to make good judgments
Honda did not consider the machizukuri of Tono City from only the
perspective of Tono City. The area within 50 km of Tono City, or one
and a half hours from the city by car, is densely populated. It was impor-
tant to adopt the perspective of a broad economic zone. To enable that,
the road network needed to be developed. Tono City has served as a
connection point for exchanges between the coast and inland areas since
early times;
2. Ability to perceive reality as it is
Honda wondered “why are there so many building contractors in Tono

City compared to its population?” This triggered the realization about
Tono City’s location. Nearby cities all lay in the radius of 50 km from
Tono. This is why contractors conducted business both in and outside
the city. In the same way, when Honda discovered the lack of obstetri-
cians and gynecologists in the city, he began to think of ways to col-
laborate and cooperate with medical institutions located outside the city
through networking. He was able to consider new ways without being
trapped within the boundaries of Tono City;
3. Ability to create Ba
The probability of a major earthquake and massive tsunami within

the next 30 years is predicted to be 99%. When the 1896 Sanriku
Earthquake (and massive tsunami) occurred, people of Tono City trave-
led for hours in order to support the affected areas. Honda realized that
Tono City had a role to play, and based on his experience and exper-
tise as section chief of the Fire and Disaster Prevention Section of Iwate
Prefecture, he organized drills across the prefecture, even involving the
SDF, police, and fire departments;
4. Ability to articulate the essence
Honda told his staff to change their way of making policies from sup-
porting only Tono City to providing support in collaboration with other
regions. His narrative was as follows: “There is a comprehensive athletic
park in Tono City. The aging municipal disaster prevention center has
to be relocated. My experience gained as section chief of the Fire and
Disaster Prevention Section of Iwate Prefecture may also be utilized to
develop a plan to establish a base in Tono City for logistic support for
affected areas. Let’s prepare a proposal for submission to the national
government and other bodies;”
5. Ability to exercise political power
Honda realized that preparing a proposal and visiting relevant parties to

make requests meant nothing without results. He therefore staged an
emergency drill for supporting the affected areas, which was reflected in
the Iwate Prefecture Comprehensive Emergency Drill, and the verifica-
tion data was included in the proposal. A council was also formed with
other municipalities located in the coastal areas;
6. The Ability to foster phronesis in others
Honda formulated a compelling proposal and continued to make

requests. An encounter with the JGSDF Northeastern Army
Commanding General led to the realization of major earthquake simula-
tion exercises in Tono City conducted by the SDF. The Tono Model of
logistic support for affected areas was gradually regarded as a solid plan by
those involved in disaster prevention, and it was shown during the 3.11
Great East Japan Earthquake that many could act according to the drill.
Tono as a Fractal Organization

Machizukuri efforts are made by the municipal government and citizens.
Some efforts are made independently by each side and others are made
collaboratively. Regardless of how they are made—independently, col-
laboratively, or something in-between—they influence each other in the
104 T. Takei
process and results of the efforts, although the extent may be different.
In other words, when it comes to the region, the efforts toward machi-
zukuri are made locally.
In this case, local means a region where the main activity bodies, such
as local government, citizen groups, citizens, and companies, actually
conduct their activities. Various units also exist, such as households, vil-
lages, district centers (former town and village), the entire area of Tono
City, and the broader area including the coastal area. The factor of suc-
cess in the case of Tono City is that the multilateral activities of the citi-
zens are conducted locally in various forms based on the common future
vision of the region, which is Tono as a Japanese Hometown.
The driving force of machizukuri in Tono City is the attitude of the
city workers and citizens, as shown in their actions to strengthen their
abilities to generate new ideas and pursue challenges. In addition, Tono
City has certain identities that include folktales, festivals, traditions, and
dietary culture; these can also be regarded as hometown aspects able to
influence the establishment of new policies in the region. Accordingly,
the policies created and disseminated by Tono City can shine in their
own way. There may be better things elsewhere, but the Tono Style
loved by these people is only found here.
The role played by a municipal government is naturally significant
in the regional management of a small municipality (management of
administrative services, private projects, and overall regional activities).
Results can be achieved by comprehensive leadership as an administrative
organization and the mayor. The more a municipal government inten-
tionally accelerates the activities of the citizens, the more the awareness
and abilities of the citizens increase. Correspondingly, to become a suit-
able administrative organization, the municipal government needs to
strengthen its power and ability to implement policies.
Notes
1. Number of tourists (average number of tourists between 2010 and 2013)
approximately 600,000 people per year at facilities in each city, and
approximately 1.3 million people at Michi-no-Eki (roadside station) Kaze
no Oka (according to research conducted by Tono City).
2. Fertility rate (2008–2012): Tono City 1.69 (Iwate Prefecture 1.45, nation
1.38), Statistics Bureau, Ministry of Internal Affairs and Communications.
3. The Policy Study Group of Tono City (2004, 171–172).
4. Ibid.
5. The Policy Planning Office was gradually expanded and became the
current Corporate Planning Department, which is an important body in
charge of secretarial work and PR, the comprehensive plan and machi-
zukuri, finance, information, and policies.
6. The Ministry of Finance to which the National Tax Agency belongs is in
charge of taxes and budgets, and is recognized by the public as a govern-
ment office with the most powerful authority.
7. Egawa later obtained a license to sell liquor, and Kaitaku can now be
ordered anywhere in Japan through the Internet.
References
Japan Center for Area Development Research. 1982. Tonopia plan: Jiritsusuru
toshi tono karano hokoku [A Report from the Self-Sustained City of Tono].
Osaka: Seibunsha Publishers.
Misono, S., K. Omae, and A. Hattori. 2008. Tokku, chiiki saiseino tsukurikata
[How to Establish Special Zones and Community Revitalization Programs].
Tokyo: Gyosei Corporation.
Tono City. 1977–2010. Various Plans and the Second-Half Phase of the
Comprehensive Plan 2010. Tono: Tono City Corporation.
Tono City. 2004. Tonofushi—Publication Commemorating the 50th Anniversary
of Tono City Gaining City Status. Tokyo: Gyosei Corporation.
Tono City. 2013. Review of Tono City’s Support Activities in the Coastal Areas
Affected by the March 2011 Great East Japan Earthquake. Tono: Tono City
Corporation.
The Policy Study Group of Tono City. 2004. Tono Style: Shizentotomoni jun-
kansaisei shitsuzukeru eienno furusato [A Perpetual Rural Community that
Circulates and Regenerates in Harmony with Mother Nature], October.
Tokyo: Gyosei Corporation.
Yamazaki, K., and T. Nakamura (eds.). 2010. Jizokukanona shakaiwo tsukuru
jissengaku Iwatedaigaku karano hasshin [Practical Lessons on Creating a
Sustainable Society—Reports from Iwate University], 92–108. Iwate: Iwate
Nippo.
Interviews held
Egawa, Y., and other citizens related to the subject of this paper. 2014.
Interviews by author in Tono City, Iwate Prefecture, 16–19 July.
Honda, T., F. Kikuchi, and other city employees related to the subject of this
paper. 2014. Interviews by author in Tono City, Iwate Prefecture, 16–19 July.
CHAPTER 5
Case Study 4: Institutionalized Innovation

in Jembrana Regency Under Regent I. Gede
Winasa (2000–2010)
Sadu Wasistiono
Introduction
Indonesia is a large country, having the fourth highest population in the
world, but more than 12.5% of its citizens remain impoverished in the
twenty-first century. This chapter suggests that this situation is at least
partly due to a lack of innovation, where innovation is defined as finding
a better way of doing something. Innovation is defined as the embodi-
ment, combination, or synthesis of knowledge in original, relevant,
valued new products, processes, or services. Amabile (1996) remarked
though that “innovation is the successful implementation of creative
ideas within an organization. In this view, creativity by individuals and
teams is the starting point for innovation; where the first factor is a nec-
essary but not sufficient condition for the second.” For our purposes,
innovation, like many business functions, is a management process that
requires specific tools, rules, and discipline.1 According to Govindarajan
S. Wasistiono (*) 
National Governance Institute (IPDN), Bandung, Indonesia

108 S. Wasistiono
and Trimble, innovation means ideas and execution. In this chapter, exe-
cution means motivation, process, and requires leaders.
Innovation though, is easier to talk about than make happen. All
too often, innovation becomes nothing more than a buzzword or a
bumper sticker—the management theme du jour—that receives a lot of
reverential rhetoric in company meetings and corporate ad campaigns
(Skarzybski and Gibson (2008). It is easy to see why innovation might
have caught the imagination of governments on its export from “donor”
countries, but the context within which it must function is “home-
grown,” and is in response to local problems that are necessarily tied to
market-based solutions or hostile to the market. On the positive side,
because innovation addresses real problems facing citizens, its application
usually confers a perceptible and immediate relief to those citizens. It is
therefore scarcely surprising that government innovation is fast becom-
ing a global movement (Rizvi 2008). However, to initiate innovation
governments need citizen participation Citizen participation. According
to Fung (2008, 53–54):
This image of government, of its relationship to politics and the public,

and therefore of the appropriate nature of public-sector innovation cannot
explain why so many of those who have applied for innovation have cre-
ated programs that reach beyond the boundaries of government to enlist
private citizens to advance the public interest. These innovators have dis-
covered that they often cannot do their various jobs well unless they secure
the cooperation and contribution of citizens and community organiza-
tions. Unfortunately, they frequently lack the methods, techniques, and
skills to interact effectively.
After Soeharto’s resignation as President in 1998, Indonesia saw two

significant changes, namely democratization and decentralization. To
implement widespread autonomy, local governments need good leaders
and good leadership. In Indonesia, and perhaps also in other developing
countries, leadership is very important because governing systems and
management do not always function smoothly. Leadership means inno-
vation, and without innovation there is no leadership, only management.
Unfortunately, some local government leaders in Indonesia lack leader-
ship and innovation.
The Jembrana Regency under I. Gede Winasa’s leadership was cho-
sen as a model for this case study, because Winasa was very innovative
5 CASE STUDY 4: INSTITUTIONALIZED INNOVATION IN JEMBRANA … 109
compared to other champions. Under his leadership (2000–2010), the

Jembrana Regency became a favorite place for many of Indonesia’s local
governments to conduct comparative studies. After stepping down from
office though, all the innovations accomplished by Winasa’s administra-
tion no longer worked, even though they had become a mass movement.
In other words, the spiralization of innovation was not happening due to
changing laws and regulations, a different leadership style and a changing
political environment after 2010.
This case study covers the period from 2000 until 2010 (approxi-
mately 10 years), when Winasa was Regent of Jembrana. He served
two terms, the first from 2000 to 2005, and the second from 2005 to
2010. During his first term (2000–2005), the Indonesian government
changed from a centralized to a decentralized one (based on Law No.
5/1974) by implementing quasi-elections to choose the heads of local
governments (governor/regent/city mayor). After revision Law No.
5/1974, the heads of local governments have been elected by the
Regional People’s Representative Council (DPRD). In his second term,
in line with Law No. 32/2004, the regent was elected directly by voters.
Winasa was elected and supported by more than 87% of Jembrana’s con-
stituents.
The issue at that time was how to shift the paradigm from a central-
ized government under the control of the bureaucracy and dominated
by the military apparatus, to a local government authority controlled
by the people. Local governments had no experience in overall plan-
ning, including short, medium, and long term, and did not have any
experience of managing multiple functions and budgets. On the other
hand, with the end of Soeharto’s New Era, political euphoria spread
across Indonesia. Government decisions, even at the local government
level, were not being made through political discussion, and the DPRD
(Regional People’s Representative Council) gained more power.
In his first term as Jembrana’s regent, Winasa was elected by the
DPRD and supported by the Indonesian Democratic Party of Struggle
(PDIP). This party represented most Council members, and every inno-
vation and decision to make Jembrana a better regency was supported by
the DPRD in terms of policy and budgets. Over time, Winasa gained the
people’s support to make several changes, especially in public services. In
his second term, the rule of local government changed (from Law No.
22/1999 to Law No. 32/2004), and Winasa was elected directly by the
people. He enjoyed an overwhelming victory with more than 87% of the
110 S. Wasistiono
Table 5.1 List of Jembrana Regency awards under the Winasa administration

(2000–2010)
Year 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 Total
Number 2 – 1 4 12 10 8 7 11 4 59
Source Author
voters, after which Winasa’s leadership was supported by the people and
the PDIP. Local government officials also gradually changed their mind-
set and culture set, and followed Winasa’s successful leadership style.
Table 5.1 gives the list of awards won by the Regency under the Winasa
regime.
The History of the Jembrana Regency

The Jembrana Regency is located at the western tip of Bali Island. It
is one of nine regencies in Bali Province, Indonesia, and its area covers
841.80 km2 (or 15% of Bali Island). The Jembrana Regency is divided
into five Districts or Kecamatan, with 42 Villages/Desa, 9 Subdistricts/
Kelurahan, and 244 Subvillages. The population is 260,791 (2009), and
the population density is 309 people/km2. In 2000, there were 12,206
heads of households representing 19.4% of the total population. This fig-
ure gradually declined to 6999 heads of households (8.85%) in 2005.
The population of Jembrana is, however, ethnically heterogeneous. The
breakdown of the population according to religion is as follows: Hindu
(76.11%); Moslem (17.35%); Christian (2.93%), Catholic (2.77%), and
Buddhist (0.85%). The communities live in harmony under the principle
of “Menyama Braya” or “living together harmoniously,” but the level of
poverty is high.
Jembrana is the least popular region in Bali, and barely visited by
tourists. Mostly covered by the forested highlands of Bali’s National
Park, the land is comprised of two main regions: a large mountainous
area in the north, which is part of West Bali National Park, and a coastal
area in the south.2 The origins of the Jembrana Regency date back to
the Jembrana Kingdom 600 years ago. The Jembrana Kingdom gained
a modern bureaucracy in 1839.3 Step by step, Jembrana has developed
into an advanced regency well known at local and national levels, espe-
cially under the Winasa administration.
The Institutionalization of Innovation

After being elected regent of Jembrana in 2000, Winasa outlined his
vision and laid out four missions:
1. Improve the quality of people’s lives by raising their education,

health, and economic empowerment levels;
2. Improve public services including infrastructure such as roads,
electricity, and water supply, improve communication and adminis-
tration services, and improve social and cultural life;
3. Develop the spirit of unity, integrity, and harmony among commu-
nities that are heterogeneous in terms of religion, tribes, and cus-
toms; and
4. Implement the rule of law and create a clean, effective, and effi-
cient form of government.4
Winasa also developed three programs to implement his four missions:
1. Jembrana Medical Support: A program of health services providing

medical insurance to all Jembranese;
2. J-Net (Jembrana Networking). A form of service developed by the
Jembrana Regency and supported by the Ministry of Research and
Technology, Ministry of Information and Communication, and the
Board of Investigation and Application of Technology (BPPT), to
connect the regency and villages in Jembrana to improve service
quality; and
3. The good management of Funds, People, and Tools in considera-
tion of resources in the Jembrana Regency.
The focus of this research is the innovations implemented by Winasa

during his 10-year administration (2000–2010). There were seven inno-
vations developed in the Jembrana regency under the Winasa administra-
tion that is now embedded in the SIMDA (Sistem Informasi Manajemen
Daerah, or Local Government Management System):
1.
SIMAKDA (Regional Finance Accountancy Management
System)—finance accountancy and asset evaluation system based
on electronic data (IN1);
112 S. Wasistiono
2. SIMPEGDA (Regional Civil Service Information System)—to

accelerate and facilitate civil service data management (IN2);
3. KANTAYA (Cyber Office)—fast and efficient information and
communication media among office units (IN3);
4. SIMDA (Local Government Management System)—including
general public service, poultry, fisheries, call center, and short mes-
sage service (SMS) center, subdistrict/village reporting system
(IN4);
5. Providing information services by installing touch screens in the
main office, also available in all subdistrict offices. This model was
adopted from the private sector (IN5);
6. Installing a finger print machine for the staff attendance system
(since 2002)—this innovation has been imitated by most local
governments in Indonesia and is also supported by the Ministry of
State Apparatus and Bureaucratic Reform (IN6); and
7. Installing cameras (CCTV) in 59 locations around offices and pub-
lic areas (IN7).
These innovations paved the way for the implementation of electronic

government (e-govt), with the aim of making Jembrana’s government
more effective, efficient, transparent, and accountable. Winasa intro-
duced an IT system to the Jembrana Regency, ahead of other local gov-
ernment organizations across Indonesia.
Winasa and His Innovation Initiatives5

After several months as regent, Winasa faced many problems, such as
limited local budgets, poor inhabitants, and an unprofessional bureau-
cracy. His first step was to discuss these problems with his “sparring
partner,” I. Gede Agus Wibawa. Next, he conducted routine weekly
meetings with all units-staff, line, and territorial—in the Jembrana
Regency.
Winasa’s innovations came from his abundant life experience, espe-
cially his study in Japan (1983–1985). He took the value of discipline
from Japanese culture, and was inspired by his religion (Hindu) and
Bali culture. He promoted innovation to Jembrana Regency officials
through meetings and discussion, and to organizations across Indonesia
by holding national seminars and writing books. During his first year
as Regent of Jembrana, Winasa held routine weekly meetings with
local government organizations and territorial organizations to discuss

his innovation and how to implement them. He understood the gap
between innovation as a concept and its implementation, given the dif-
ferent capabilities of his staff. His innovations were supported by special
staff, namely Gede Agus Wibawa and Made Budhiarta. He held discus-
sions with other regents and mayors all over Indonesia under APKASI
(Association of Regency Governments of Indonesia) and APEKSI
(Association of City Governments of Indonesia). Winasa had a “hot line”
with Joko Widodo, the Mayor of Solo City (at that time) and Untung
Wijono the Regent of Sragen. They came from the same party (PDIP) .
In 2005, Jembrana Regency received 12 awards from national gov-
ernment institutions. After that, many local government officials came to
Jembrana to conduct comparative studies. Then, Winasa set up a special
team to protect his innovations. He also held discussions with officials
from other local governments when they came to Jembrana to study. He
said: “We can learn together.” He also often discussed how to improve
his innovations with prominent Jembrana Regency officials, recognizing
the discrepancy that existed between concept and implementation, while
at the same time implementing his innovations and building a “learning
organization.” He faced many constraints, especially in the use of inno-
vations, from laws and regulations that did not support them.
Continuing and Improving Innovation

After governing for roughly 10 years, Winasa was replaced by I. Putu
Arta (2010–2015). Winasa and Putu Arta were very close friends
(Table 5.2). During Winasa’s first term of office (2000–2005), Arta
served as chairman of the Jembrana Regional People’s Representative
Council (DPRD). During his second term (2005–2010), he served as
Jembrana’s vice regent. Both Winasa and Putu Arta came from the same
political party, the Indonesian Democratic Party of Struggle (PDIP), and
both had the same political platform. Because of the long-term coopera-
tion established between Winasa and Putu Arta, Winasa hoped that his
successor would continue his innovations and maintain the competitive
advantage for Jembrana. The PDIP comprised the majority of the DPRD
members, and every innovation and decision to make Jembrana a better
regency was supported by both of them with policies and budgets.
During the interview with I. Putu Arta on continuing and improv-
ing Winasa’s innovations (July 23, 2014 in Putu Arta’s office), he
114 S. Wasistiono
Table 5.2 The close relationship between Winasa and Putu Arta
Year Winasa’s Position Putu Arta’s Position Remarks
2000–2005 Regent of Jembrana Chairman of DPRD Putu Arta supported all

(1st term) Jembrana of Winasa’s innovations
with the annual budget
(APBD)
2005–2010 Regent of Jembra-na Vice Regent of Putu Arta learned much
(2nd term) Jembrana from Winasa
2010–2015 Prominent person in Regent of Jembrana Winasa supported Putu
Jembrana (1st term) Arta’s leadership
Source Author interviews
Table 5.3 Ongoing Winasa innovations under I Putu Arta
Innovations Not working Still working but not Still working and
improving improving
SIMAKDA (Regional V
Finance Accountancy
Management System)
(IN1)
SIMPEGDA V *
(Regional Civil Service
Information System)
(IN2)
KANTAYA (Cyber V
Office) (IN3)
SIMDA (Local V
Government
Management System)
(IN4)
Providing information V
services by installing
touch screen (IN5)
Installing finger print V
machine (IN6)
Installing cameras V
(CCTV) (IN7)
Source Author
summarized the points listed in Table 5.3. Putu Arta stated that six inno-
vation initiatives by Winasa were still working but not improving, and
one innovation was not working. He explained that laws and regulations
change rapidly, especially in government finance. The government finan-

cial system is used as the performance budget model. Every activity of
local government units or organizations must be planned ahead and
arranged in the annual regional budget (APBD). Space for sudden inno-
vation is not readily available. On the other hand, audits by the BPK (the
State Audit Board) are now tighter.
Putu Arta also said that the political environment today is more com-
petitive, and support and demand from constituents more highly valued.
As a consequence, control by constituents and mass media is also tighter.
Local government leaders also make decisions slowly and carefully. When
innovation comes from someone’s ideas, a favorable climate is required
to express these ideas. Innovation needs someone who can “think out-
side of the box.”
In this researcher’s opinion, innovation in Jembrana did not continue
and improve because of a change in leadership. The style of leadership
between Winasa and Putu Arta was different. Winasa was an innovator
who exerted strong leadership, while Putu Arta displayed weak leader-
ship as a “safe player.” He seemed more like a manager than a leader.
In this regard, Govindarajan and Trimble (2010) claim that innovation
means ideas plus execution. Execution means motivation, process, and
leaders. It also means that leaders and leadership are very important to
start and improve innovation.
The author supports the assertion by Irwan Noor (2011), who con-
ducted research in the Jembrana Regency for his PhD dissertation in
2011. Noor said: “There are two factors that are assumed to drive the
development of innovation in local governance; internal factors (lead-
ership and organizational climate) and external factors (political envi-
ronment)…” (2011, 82) also explains the reversible influence between
internal factors (leadership and organization climate), and external fac-
tors (political environment) on local government innovation. According
to his analysis, local government innovation in the Jembrana Regency
was influenced by the organization climate, leadership style and politi-
cal environment. In correlation with the author’s case study, Winasa and
Putu Arta faced the same problems in initiating innovation, but took
different actions. Winasa was a “risk taker and speedy decision maker,”
while Putu Arta was a “precise and careful decision maker.” The results
arising from the different style of leadership between the two Jembrana
leaders were also different Winasa initiated many innovations, but
Putu Arta only a few. Winasa was ready to face the consequences of his
116 S. Wasistiono
decision-making (he was later jailed because of it), while Putu Arta took
the safe road. They headed the same local government organization in
the same climate and faced the same political environment, but presented
different leadership styles.
In any public organization, the role of leaders and their leadership
styles are very important. The organizational climate is usually traditional
and hierarchical with order coming from the top. The members of the
organization are loyal to their leader, not to the organization’s goals.
Managers as top leaders play important roles in the organization and in
making decisions, so innovation and the institutionalization of innova-
tion depend on leaders and their leadership style. Koehler and Pankowski
(1997) note that the leader of a government organization must demon-
strate transformational leadership; something they define as “a process of
inspiring change and empowering followers to achieve greater heights, to
improve themselves, and to improve organization processes. It is an ena-
bling process causing followers to accept responsibility and accountability
for themselves and the processes to which they are assigned.”
The correlation between the work of Koehler and Pankowski (1997)
and the author’s conceptual framework and research show that Winasa
had five of the six skills of a transformational leader. He had strong con-
ceptual skills, communication skills, writing skills, teaching skills, and
coaching skills developed during his past experience as a university pro-
fessor and lecturer. But he only had average technical skills. Several of
his innovations were based on his conceptual skills, but were difficult
to implement because of technical problems. There was a discrepancy
between concept and reality.
On the other hand, Putu Arta was a pure politician with a full career
in the political arena. He had good communication skills, but was aver-
age in terms of the other skills (conceptual, communication, writing,
teaching, and coaching). Much of his time and energy was put toward
communicating with his constituents. Every day he attended five or six
meetings with people all over the Jembrana Regency, and did not have
enough time to apply his conceptual skills to innovations. This resulted
in there being few innovations under his administration. During his
administration (2010–2014) he received five awards on the national
level, with most of them (4 awards) based on the IT innovations begun
by Winasa (Table 5.4).
Table 5.4 List of Jembrana Regency awards under the Putu Arta administra-
tion (2010–2015)
Year 2010 2011 012 2013 Table
Number 1 1 1 2 5
Source Author
Lessons to be Learned

Innovation is knowledge creation. Nonaka et al. (2008) said that
“because human interactions are the source of knowledge creation,
knowledge is subjective, process–relational, aesthetic, and created in a
practice.” Innovation depends on individual initiative. A lesson can be
learned from innovation in the Jembrana Regency, and that is that inno-
vation is not only about how to initiate change. It is also about how to
institutionalize and improve on change. Winasa and his successor Putu
Arta had a close relationship because they came from the same political
party (Table 2.4). But this did not guarantee that Putu Arta would con-
tinue Winasa’s innovations. Leaders of local government organizations
who initiate innovations must create a “successful team” to guide their
innovations and ensure a smooth process of spiralization.
In other regencies or cities, the spiralization of innovation may be
more difficult to achieve. More than anything, successors may come
from different political parties with different political platforms, or a dif-
ferent tribe or culture. Therefore, the central government must ensure
regulations and a political climate in order to guarantee that the best
innovations by a regent or mayor will be continued by their successor. In
this way, the spiralization of innovation will be smooth.
Nonaka’s SECI model is a useful tool to explain initiation innovation.
For local government organizations (LGO), the SECI model is modi-
fied, with the leadership factor at the center of the process. This means
that leaders and leadership style play an important role in initiating inno-
vation. The first step (Socialization) comes from the minds of LGO lead-
ers, because they are the decision makers. Without innovation initiated
by the leaders of LGOs, the potential natural and cultural resources of
a local area cannot be utilized to improve public welfare. In the second
step (Externalization), both leaders and members of LGOs need the top
leader’s support. Without this, the process may run slowly.
118 S. Wasistiono
In the third step (Combination), the role of leaders and their lead-
ership style in LGOs are very important. A leader must have authority,
and under the leader’s authority the process can be supported by money,
material or manpower. Here, people are “the real embodiment” of inno-
vation as initiated by the leaders of LGOs. Innovation is the change from
tacit to explicit knowledge. In the fourth step (Internalization), the role
of leaders is still important. LGO leaders can initiate new innovations or
support LGO members who make new innovations. This is where the
process of spiralization of innovation begins. If leaders or members of
LGOs stop the process, spiralization of innovation will stop as well. The
culture of an LGO is in orientation and communication, so all important
decisions depend on the leader.
As with the first form of the SECI model, the second form is also use-
ful for the analytical process of developing new innovation (Fig. 5.1).
For LGOs, the SECI model is modified with the leadership factor placed
at the center of the process. The first step (dialogue) may flow more
smoothly if supported by the leader in terms of time, money, or location.
Through dialogue, an LGO leader can change the mindset and culture
of the LGO members.
The second step (linking explicit knowledge) in an LGO is a very
important one in which vague ideas become concrete knowledge.
Leaders use skills such as communication, teaching, and coaching to
influence LGO members. They try to reassure the members about new
innovation. The third step (learning by doing) is also important. Here,
Dialogue
Socialization Externalization
Field Linking explisit

LEADER
building knowledge
SHIP
Internalization Combination
Leaming by doing
Fig. 5.1 SECI model for innovation in local government organization (Form

2). Source Nonaka et al. (2008)
other people try to understand new innovations and learn by doing.

Doing something new allows them to understand and gain confidence.
Leaders must motivate and increase the enthusiasm of the LGO mem-
bers. If this step is successful, leaders can be confident of a smooth spiral-
ization of innovation. The fourth step (field building) is a difficult phase
where ideas meet with reality. Here innovators face the pros and cons of
their innovations. Leaders with the skill to persuade people are needed in
this step.
The spiralization of innovation thus refers to serial innovations devel-
oped over a period of time. LGOs need to manage such change, and
those who initiate innovation must learn to manage change. In short,
initiation and the spiralization of innovation in an LGO require leader-
ship. Leaders and leadership style are very important factors in starting
innovation and keeping it going.
Notes
1. http://en.wikipedia.org/wiki/Innovation.
2. bali-directory.com.
3. jembranakab.go.id.
4. I. Gede Winasa (2007), 4.
5. On July 24, 2014, the author of this case study interviewed Winasa about
his innovation initiatives under the SECI model. The interview was held
in the library room of Jembrana Prison in Jembrana (I Gede Winasa was
found guilty of corruption connected to a compost factory machinery pro-
curement order, and sentenced to 2 years and 6 months in prison accord-
ing, to The Jakarta Post March 25, 2014. http://www.thejakartapost.
com/news/2014/03/25/supreme-court-overturns-acquittal-sends-for-
mer-regent-prison.html).
References
Amabile, Teresa M. 1996. Creativity in context: Update to the social psychology of
creativity. Westview press.
Fung, Archon. 2008. Citizen Participation in Government Innovations. In
Innovations in Government—Research, Recognition, and Replication, ed.
Sandford Borins, 53–54. Ash Institute for Democratic Governance and
Innovation, John F. Kennedy School of Government, Harvard University.
Washington, DC: Brookings Institution Press.
120 S. Wasistiono
Govindarajan, Vijay, and Chris Trimble. 2010. The Other Side of innovation.
Boston: Harvard Business Review Press.
Irwan Noor. 2011. Analisis Pengembangan Inovasi Pemerintahan Daerah (Studi
di Kabupaten Jembrana Provinsi Bali). Disertasi Program Doktor Ilmu
Administrasi Kekhususan Administrasi Publik, Fakultas Ilmu Administrasi
Universitas Brawijaya, tidak dipublikasikan.
Koehler, Jerry W., and Joseph M. Pankowski. 1997. Transformational Leadership
in Government. Florida: St Lucie Press.
Nonaka, Ikujiro., and Hirotaka Takeuchi. 2011. The Wise Leader. Harvard
Business Review, 89(5): 58–67.
Nonaka, Ikujiro, Ryoko Toyama, and Toru Hirata. 2008. Managing Flow—A
Process Theory of the Knowledge–Based Firm. New York: Palgrave MacMillan.
Rizvi, Gowher. 2008. Innovations in Government—Research, Recognition,
and Replication. In Innovations in Government—Research, Recognition, and
Replication. ed. Sandford Borins. Ash Institute for Democratic Governance
and Innovation, John F. Kennedy School of Government, Harvard University.
Washington, DC: Brookings Institution Press.
Skarzybski, Peter, and Rowan Gibson. 2008. Innovation—To the Core (A
Blueprint for Transforming the Way Your Company Innovates). Boston:
Harvard Business Press.
Winasa, I. Gede. 2007. Application of E- Government to Support Development
Innovation for the Realization of Good Government in Jembrana Regency.
Technical Paper of Indonesia, Presented to the 14th ASEAN Conference on
Civil Service Matters (ACCSM), October 29–31, in Bali.
CHAPTER 6
Case Study 5: Thinking Big for the

Common Good: A Case Study of the
Household Block-Grant Initiative in 
Agricultural Management in Vietnam
Tran Thi Thanh Thuy and Nguyen Thi Thanh Tam
Introduction: Issues and Motivations for Change
Vinh Phuc Province is situated in the northwestern region of Vietnam,

with a varied topography of delta plains, hilly midlands, and mountain-
ous terrain, and a total land area of 1370.73 km2. It borders several
provinces, including Thai Nguyen and Tuyen Quang in the North, Phu
Tho Province in the West, and Hanoi in the South and the East.
The province is a transition zone between the Red River Delta and
the northern key economic region that covers the rugged northern mid-
lands and further on to China. The area is relatively flat, with traditional
rice cultivation that is blessed with the potential for development. The
midland area covers 24.9 thousand hectares of natural land, while the
mountainous area occupies 65.3 thousand hectares. Both the midland
and mountainous areas are dotted with lakes (including large ones such
T.T.T. Thuy (*) · N.T.T. Tam 

Ho Chi Minh National Academy of Politics, Ha Noi, Vietnam

122 T.T.T. Thuy and N.T.T. Tam
as Dai Lai and Lien Son), capable of supplying water for a variety of pur-
poses, such as agriculture and aquaculture development, and tourism.
However, farmland in Vinh Phuc is generally poor and agricultural yields
are low. While the climate has created favorable conditions for intensive
cultivation, an increased use of agricultural land, and a diversification of
agricultural production, natural phenomena such as floods, droughts,
tornadoes, hail, and frost can also adversely affect crop production.
Economic Management in the 1960s and the

Cooperative Model
In feudal times, few farmers owned land. Instead, they lived on rented
land or worked as servants for the rich. This situation increased twofold
during French colonialism. With independence in 1945, the Socialist
Republic of Vietnam embarked on a new way of economic thinking.
The mainstream ideas of the Party of Vietnam back then were heavily
based on the economic rationality of socialist countries (led by the Soviet
Union), selecting and incorporating the ideas of leading socialist thinkers
such as Marx, Engels, and Lenin, before being reinterpreted subjectively
through the perspectives of Soviet economists and leaders.
While both direction and destination were clear in the minds of
the Vietnamese leaders, the real matter was one of implementation.
Consequently, all leaders, from the central to local level, had to bear in
mind that the gradual phasing out of the private ownership of produc-
tion was to eliminate individual-based small-scale production. As soon as
the means of production were under collective ownership, people would
develop a sense of common good, and collective labor would facilitate
the application of science and technology to larger-scale production.
These were the necessary conditions to gradually reach a grand social-
ist production economy. Labor productivity in the socialist production
economy was certainly higher, creating more wealth for society com-
pared to scattered, small-scale production. It was emphasized that when
wealth was abundant, the distribution of benefits would be more equita-
ble and people’s lives would be more prosperous and fulfilling.
Cooperatives in Agricultural Management

With the end of the agrarian revolution in 1956, the Vietnam Labor
Party (now the Communist Party of Vietnam-CPV) and the Vietnamese
government accomplished the goal of “land for farmers”—a realization
6 CASE STUDY 5: THINKING BIG FOR THE COMMON GOOD … 123
of the long-standing dream of millions of farmers in Vietnam. Following

the efforts of the agrarian revolution, and with a desire to boost agri-
cultural production and make farmer’s lives more sustainable and pros-
perous, the Party advocated a revolution in production relations through
the cooperative agricultural movement. In January 1959, the 16th
Central Congress of the Vietnam Labor Party issued a resolution on
cooperatives in agriculture. The essence of the policy was to set up agri-
cultural cooperatives, which had been popular in the Soviet Union and
other socialist countries, in rural areas in the North (the South, at that
time, was still at war).
Specifically, the core principles of the cooperative model were as fol-
lows: production means such as land, cattle, plows, and harrows belong-
ing to individuals or households were pooled as collective production
means (collective ownership, or more accurately, cooperative owner-
ship); households belonging to a cooperative would contribute 95% of
their land to the cooperative, retaining only 5% for vegetable cultivation
for their own daily needs; the organization of labor and production in
the cooperative was collective (according to plans, the division of labor
was based on work specialization; all labor was under the d irection and
monitoring of the cooperative management board, or the so-called
Cooperative Committee); and, distribution of the fruits of labor was
based on the principle of work according to one’s capacity, taking
performance output into account.
This mechanism of distribution was called a “shift- and score-based
distribution system.” “Shift” represented the average day of work.
“Score” was a measure of how difficult the different types of shifts were.
One shift was worth 10 scores, and this value was higher for hard, heavy
work. For example, plowing and irrigation were such heavy work that
they received up to 20 scores each, while taking care of kindergarten
children scored less, the rationale being that babysitters looked after
few children, since most farmers left their children at home with their
grandparents or other relatives, allowing babysitters to combine the task
of babysitting with their own housework. Other indirect work, includ-
ing management meetings, art performance rehearsals and propagation
activities, counted for scores as well. At the end of each production sea-
son, each farmer would announce his scores. The collective outcome of
the cooperatives, after deducting taxes and duties paid to the State, and
expenses for general events such as welcoming guests and other collective
activities, were then distributed to the communes according to the total
scores of the term.
This model of labor organization was initiated by macro-level policy

makers and leaders for the following reasons:
• In the cooperative model, farmers would abandon individual-

based production and contribute their production means, working
together toward collective businesses and goals and applying science
and technology advancements to achieve higher productivity and
welfare in society;
• The division of labor, the shift- and score-based labor arrangements
and the distribution of benefits would ensure fairness and minimize
inequality between the rich and poor (believed to occur with indi-
vidual-based production and businesses);
• Furthermore, the revolution in productive relations in agriculture
and the abolishing of the private ownership of production promised
to break down the foundations of economic exploitation; and
• In addition, collective ownership of production would promote
greater awareness and a sense of collective ownership and protection
of common property and interests (one for all and all for one) of
farmers in Vietnam. But this was at a time when many people con-
tinued to have a selfish, individual-owner mindset, a particular trait
from feudal times.
A sense of collective ownership, an appreciation of collective tasks,

and the protection of common interests and society’s interests were thus
seen as fundamental characteristics of the new socialist personality that
the country’s leadership wanted each Vietnamese peasant, worker, and
intellectual to adopt. There was much investment in propaganda for the
cooperative model: the bright picture of the future excited farmers in the
North, who were now confident of their future under the cooperative
model.
Dawn of the Cooperative Model Introduced to Vinh Phuc

Like other localities in the North, Vinh Phuc started to implement the
cooperation movement in 1959, with strong support and consensus
from farmers. According to Nguyen Van Ton, the former head of the
Committee for Rural Matters in Vinh Phuc Province in the 1960s,
by 1961 almost 90% of farmers had joined cooperatives in Vinh Phuc
Province. For the first year, almost all households were enthusiastic
about the movement. They worked happily together, with a gong signal-
ing the beginning and end of each working day. Each working day ended
with the sounds of drums, trumpets, and public speaker announcements
about the cooperative movement. During the movement’s first year, pos-
itive changes took place in many areas, bringing with them good agricul-
tural achievements.
In 1960, Vinh Phuc reached a productivity level of 478 kg of rice per
person, almost double that of the French colonial period (293 kg/person),
and other types of crops were thriving. This initial victory made some offi-
cials believe the cooperative model had many more advantages over indi-
vidual production.
Middle Period—Difficulties and Challenges in Change

But after a very short time, labor productivity dropped to a low level
and, as a consequence, product distribution after the harvest to each
cooperative member became too low. For each shift, successful coopera-
tives distributed two kilograms of rice, while almost all other coopera-
tives gave only one kilogram or even half of that, without any currency
supplement. At this level, it was hard for farmers to feed their families.
Income from collective businesses also declined. This trend took place
over a long period of time, greatly disappointing farmers. While the dis-
tribution to farmers declined, the income of some officials and the coop-
erative chairman of committees increased.
In 1965, faced with the inefficiency of the cooperatives, 3000 house-
holds in Da Phuc, Kim Anh, asked to leave the cooperatives. Their let-
ters of request made it clear that the way the cooperatives were run was
only making them poorer, while the cooperative leadership was becom-
ing a new type of master. This event shook the province of Vinh Phuc.
As a provincial general secretary, or provincial leader responsible for the
lives of farmers and others in the province, General Secretary Kim Ngoc
pondered the reasons behind the low agricultural productivity, and why
each cooperative member, the key household provider, was given only
14 kg of rice per month, not enough to even feed their families. Yet,
in the old days a tenant like himself not only produced enough food to
feed himself, but also enough to enrich the landlords. It was not under-
standable how a country now independent, with its people enjoying free-
dom from feudal landlords and foreign invaders, could be hungry and
needed to ask for aid from abroad. Mr. Ngoc believed this situation to be
unacceptable. Why were farmers, who had been provided with land, still
hungry? The question gnawed at the General Secretary.
Solving the Challenges: Final Judgment and Action

Vinh Phuc General Secretary Kim Ngoc (actual name Kim Van Nguoc)
was born on October 19, 1917 at Dai Noi, Binh Dinh, Yen Lac, in Vinh
Phuc. He was born to be a true farmer and to be expert in all kinds
of farm work. Brought up in a poor farming family with no land of its
own, almost all his siblings worked as servants or “tenants” of village
landlords.
Working as a tenant farmer on the Do Dinh Dao plantation in Binh
Xuyen (Vinh Phuc), Kim Ngoc was encouraged by Hoang Quoc Viet
to follow the Viet Minh (the Vietnamese Communist Revolutionary
Army). In 1939, he participated in revolutionary activities under the
alias Kim Ngoc. In 1940, he was admitted to the Communist Party of
Vietnam. He served as (Party) General Secretary of the Tam Duong dis-
trict, and then as General Secretary of the Binh Xuyen district. In 1952,
he assumed the post of General Secretary of Vinh Phuc. Later he was
assigned to the Military Regional Committee of Viet Bac and became
Deputy Political Commissar of the Military Regional Zone. By 1958, he
had returned to the position of General Secretary of Vinh Phuc.
As General Secretary of Vinh Phuc, Kim Ngoc decided to spend time
studying to improve his own educational level from grade 5 to grade 7
(10-year system). His assistant, Mr. To, became his teacher (usually in
the evenings after hard days at work or in the car during work trips).
Later, given the heavy demands of the “household block-grant/con-
tract” work, he was unable to further his studies to a higher level but
continued to learn from life’s experiences.
Kim Ngoc was keen to work in the fields at the grassroots level, visit-
ing cooperatives to observe, listen, and understand the real situation. He
also asked his assistant and subordinates to make all relevant documents
available on his desk and regularly update all pertinent information. At
any time, he would go straight to the fields to gather information per-
sonally in order to confirm the reliability of the information he received.
His assistant recalled that Kim Ngoc required him to draw up his work
timetable, with his time divided according to the following rule: one-
third allocated to trips to the fields, one-third for reading newspapers
and documents, and one-third for conducting meetings.
Kim Ngoc’s dedicated secretary also recalled that Mr. Ngoc asked the
following question at a conference: “Do you know the biggest dream
of the people?” Some answered that it was victory over the Americans.
Mr. Ngoc then smiled and replied: “Their biggest dream is to eat well,
dress well and receive health care free of charge. Being well fed is the
foundation of doing the right thing, and as long as the people have
enough food to live properly, we can defeat the American invaders.”
Observation in the Field and Dialogue with Farmers
Believing that farmers should work just like government officials in line
with a timetable and plan, following general rules, and in teams (“three
trees joined to make a mountain”), rather than under the traditional,
individual-based production method, the cooperative initiator designed
the farm working day along the same lines as that of public workers,
starting with the sound of a gong or drum (since farmers back then
had no watches). For thousands of years, most farming households in
Vietnam had been going to their fields early each day to make the best of
the cool morning temperatures, and with the sun at its peak at midday,
withdrawing to spend time on household chores such as cutting vege-
tables, feeding pigs, or cleaning and repairing tools and equipment. As
the afternoon heat dissipated after 2 or 3 pm, they then returned to the
fields until late.
However, working time and behavior were significantly altered during
the period of the cooperatives. All activities simply followed the sound
of a gong or drum. But without the sound of the gong, there was no
work. As a result, the cooperatives harvested only 20–30 kg per acre on
average, or 50 kg at maximum, while individual households (5% of the
land was allocated to each household to freely cultivate) harvested up to
200–250 kg of rice per acre.
Once, Kim Ngoc visited a group of farmers who were sitting, smok-
ing, and chatting. Having greeted them, he then asked whether the buf-
falos or people were sick, given how idle they were. Not knowing who
Kim Ngoc was, several members answered impolitely that they were
“hungry, not sick.” But Kim Ngoc replied: “Working like this, hunger is
certain.” One man looked at Kim Ngoc, saying, “People like you wear-
ing white do nothing but talk. If you’re so good, you do some work!” At
these words Kim Ngoc jumped into the field, saying to the farmers, “Let
me tell you, I used to work for landlords, so don’t you dare challenge
me.” He then took off his pants and coat, grabbed a tool and began to
work in the field.
Mr. Ngoc spent much time observing and asking the farmers about
the current situation. He once went out with several colleagues to visit
an old man who was the head of San Diu village and a former friend of
Kim Ngoc. The old man insisted that the group stay for a lunch of rice
and chicken. Only after some drinks did the words of the old man come
out:
Without telling you, you already understand, Nguoc (his real name). In
the old days, when we were both tenant farmers, the landlord gave us land
to cultivate as we saw fit. He didn’t care how the rice was cultivated or
how the land was plowed. He didn’t care whether we planted more veg-
etables between seasons. It only mattered that he got his share. Yet we still
had enough to eat until the next season. On the same land we now enjoy
both freedom and national independence, so why don’t we have enough
food? You are supposed to have the answers since you have taken the most
important position in the province. If you don’t know how to feed me,
then it is definitely your fault. So, can you find a solution?
It is said that the eyes of Kim Ngoc turned red and he began to cry. A
colleague then said: “We are at war with the American invaders. When
the war ends we will look for a way forward….” Based on his observa-
tions, Kim Ngoc asked his colleagues to find out what was really going
on in the villages and rice fields. He acknowledged that the farming
households earned 40 to 60% of their income from only 5% of their land.
If cooperative land could be used as well as this, household incomes
would also increase. That should be the reason.
Debate and Dialogue Among the Leadership

By working directly with the cooperatives, Kim Ngoc discovered that
in the majority of them, the people who gained the highest scores were
members of the cooperative management boards and captains of the
production management units. One day, as harvest time approached, he
entered a village on his way to the fields for a face-to-face meeting with
the farmers. It was 2 pm in the afternoon but the farmers were sitting
under a banyan tree chatting. Mr. Ngoc went straight to the office of
the cooperative and saw the board members killing pigs and preparing
for a festival. He immediately demanded to see the shift book (record

of the farmers’ shifts and scores) and asked his secretary to read out the
performance data and scores of those present. By talking to the farmers
and villagers and asking his staff to uncover the real situation in this way,
Kim Ngoc gained sufficient evidence about the common symptom of
“lying about shifts and scores” in other cooperatives. If the cooperative
management board or the captains of the production management units
favored someone, a higher score would be given. Their own relatives or
close friends also enjoyed the same privilege. They also concocted rea-
sons to hold meetings and greet guests as ways to count shifts and scores
on the one hand, and to corrupt the budget and public resources on the
other. Consequently, the cooperatives’ total number of scores continued
to increase, production costs rose, but direct labor into production, and
cooperative members’ income did not. As the turnover for each house-
hold at the end of the season did not match the hardships endured to
harvest the crops, especially compared to the easy lifestyle enjoyed by the
cooperative management boards and their families, the famers became
fed up. They went to the fields each day just to show up, and did not
work properly.
Kim Ngoc spoke many times to his secretary, a man with education,
about why farmers, known for their diligence, were now lazy and care-
less. During one such discussion, the secretary did not hesitate to say
that “its simply because they do not consider the land as their own.” Mr.
Ngoc replied: “Cooperative members do not view the land as their own,
so they pay little attention to the land and their work.”
Acknowledging the Essence of the Problem

By visiting the fields and talking to farmers and villagers, Kim Ngoc
came to believe that the way the cooperative management boards ran the
cooperatives made it impossible to raise the farmers’ diligence, and that
the indifference and irresponsibility of both the farmers and the manage-
ment boards were sufficient explanations for the low productivity and
poverty results. When farmers worked for the public good without their
own interests being guaranteed, they were likely to turn to their own pri-
vate interests. In other words, the problem lay right at the heart of labor
management, the production process, and the farmers’ output.
To deal with this, an alternative approach was required, one that
would lift the good qualities of the farmers and allow them to work for
the public good on the one hand and meet their own family interests on
the other: “Let farmers be masters of their own land.” Advanced tech-
niques and technology should also be applied to the production process.
But given that, supervising the farmers’ daily work was neither feasible
nor affordable in terms of time and human resources. During discus-
sions, Kim Ngoc asked his secretary whether it would it be a good idea
to give the farmers a block grant that would make them more responsi-
ble and accountable.
A Different Way of Production Management:

Testing a New Method
In early 1965, the central government pushed forward a strong move-
ment to improve the management of cooperatives and agricultural tech-
niques. Nguyen Van Ton, who was in charge of Vinh Phuc’s agricultural
sector at that time, was sent to Guangdong Province in China to learn
methods of cultivating spring wheat. Returning to Vietnam he was called
upon by Mr. Ngoc to report on what he had learned. After listening and
talking to his subordinates, Mr. Ngoc decided to test a newly developed
Chinese rice breed in Vinh Phuc’s rice fields. After discussions and deep
contemplation, Mr. Ngoc decided to put the plan into action. The fun-
damental problem, as he was well aware of in carrying out the “block-
grant” method of production management, was how to assign the
volume of land and the outputs. However, this thinking was contrary to
the views, guidelines, and policies of the Party and the State at that time.
So, what could he do?
In early 1966, he asked the province’s board of agriculture to conduct
a survey on the farmers by questionnaire. He then called the provincial
leader to discuss the difficulties and problems of agricultural production
and to search for solutions. At this meeting, many participants supported
the idea of applying the block-grant/contract-based method to individ-
ual cooperative members or households, instead of groups of cooperative
members. Mr. Ngoc led the discussion on how to pilot the new method.
It was decided as follows: The Provincial Party Bureau established a task-
force consisting of three people from different functional departments
of the local authorities, namely the head of the Agriculture Committee,
an agriculture engineer, and a cooperative management board member.
This unit was assigned to conduct research and make concrete propos-
als concerning the system and method of block-grants as well as develop
a set of criteria to measure the impact. They selected the Thuong vil-
lage cooperative in Vinh Tuong District’s Tuan Chinh commune, as this
locality was considered the focal point of rice cultivation at that time.
There are many types of block-grants. One gives the household a spe-
cific stage in the production process. Another determines the fixed out-
put that the household gives to the cooperative each season, with the
household enjoying whatever is left. Mr. Ngoc decided on the latter. For
that initial crop, the farmers won big. Productivity rose from 2 to 3 tons
per hectare to 3 to 4 tons per hectare. For the spring crop, productivity
reached as high as 5 or more tons per hectare. The good news spread
throughout the province, inspiring farmers all around.
Cooperative 3 in the Dai Dong commune, the hometown of one of
the vice chairmen of the People’s Committee, was also selected for a
pilot project. Most households there, 193 out of 198, were eager to take
part in the block-grant project. Only five single farmers did not apply.
On average, each household took 01 acres and 14 meters. They were
very happy, working hard on their land and keeping it busy throughout
the year. Block-grants for livestock production took place in a coopera-
tive in the Lap Thach District’s Tan Lap commune. The general secre-
tary of the district was assigned to lead the process.
The outcome of the pilot project proved that things were moving in
the right direction, as it was successful in both cultivation and livestock
production. Productivity increased along with household incomes. The
cooperative’s obligation to the State was also met in terms of time and
required volume, and the whole process appeared much more manage-
able. Indeed, by mid-1966, when the cooperatives had completed work
for the winter-spring crop, a preliminary meeting on the block-grant pilot
project was called by the Provincial Party Bureau. District civil servants
came to listen and learn from the experiences of the Vinh Tuong and Lap
Thach districts. The majority of the participants showed strong support
for the block-grant method, claiming it met the desires of the farmers
very much, and the evidence of the success of the pilot project was strong.
Institutionalization of the Idea—Resolution 68

on Household Block-Grants
Consensus on the idea was obvious in the meetings and among the farm-
ers and local civil servants. The Agricultural Committee was assigned
to draft a resolution on the improvement of agricultural production
management. Nguyen Van Ton, the head of the Provincial Agricultural

Committee, was put in charge of drafting the resolution. From
September 3 to 7, 1966, the Provincial Party Standing Committee met
to evaluate the draft resolution. One objection claimed that the method
was contrary to the collective ideology, encouraging and enabling farm-
ers to become private business households. Mr. Ngoc specifically cited
the evidence that household land of 5% produced from 200 to 250 kg
per 360 m2, while cooperative farming produced just 50 to 80 kg per
360 m2. He also cited some clear indications of irresponsibility, depend-
ence, and deceit within collective labor, as well as the improper use of
collective property. He then concluded that the block-grant approach
was indeed a matter of motivating labor and stimulating farmers’ sense of
interest to be more committed to work and to the rice fields.
On September 10, 1966, Resolution No. 68/NQ-TU on “household
block-grants,” was put to the vote by the Party Standing Committee
of Vinh Phuc Province, under the title “Resolution of the Provincial
Party Standing Committee on some issues of agricultural labor manage-
ment in cooperatives nowadays.” The vote was 100% in favor. To avoid
misinterpretation of the resolution through intermediaries such as the
district-level and commune-level authorities though, Mr. Ngoc asked the
functional units to print several hundred copies of the resolution, and
send them directly to cooperatives across the province. A total of 1100
copies were printed.
Outcome and Resolution
In 1967, only a year after the resolution was issued, 75% of the coopera-
tives in Vinh Phuc Province had implemented the block-grant method.
Despite the escalation of the harsh war against the United States, and
while many youths were being mobilized to join the army, almost all
cooperatives achieved high agricultural productivity in that year.
In 1968, the volume of crops in Vinh Phuc recovered, reaching
22,200 ha, or roughly the same level as that of 1960. Cattle increased
by more than 10,000. In 1960 the number of pigs was only 287,100,
but this figure had risen to 434,900 in 1967, and to 465,200 in
1968. Farmers in Vinh Phuc eagerly welcomed the resolution, call-
ing it by its colloquial name, “household block-grant resolution,” while
Mr. Ngoc was referred to as the “household block-grant secretary,” or
Mr. Household Block-Grant. And by the end of 1968, Vinh Phuc was
leading the provinces in the North in the fight against drought and
improving agricultural production. News about Vinh Phuc’s agricul-
tural achievements spread to other localities. Some provincial and district
authorities visited, eager to learn from the best practice. The news also
attracted the central leadership’s attention.
Objections
The success of Vinh Phuc in “leading the other localities in the North
in agricultural productivity” soon came to the attention of the country’s
top authorities. In July 1968, the Central Board of Agriculture decided
to conduct research on the cooperative management model in Vinh
Phuc. A three-person working group visited Vinh Phuc’s communes and
districts for several months investigating and analyzing the facts before
submitting a report on their field studies to the central authorities. It was
asserted that the report was written from the personal perspective of the
team leader, a person who strongly supported the original cooperative
model and the cooperative management methods of the Soviet Union.
The report viewed the management method of the household block-
grant initiated in Vinh Phuc as being contrary to the original cooperative
model. It also blamed the initiative for promoting individual work styles,
or a mindset that prioritized the individual, stating that it puts the coop-
erative structure at risk. The report then compared Kim Ngoc’s method
with that of “renting the land and collecting the output” developed dur-
ing the feudal period.
The objection to the 1966–1967 household block-grant initiative
in Vinh Phuc cited several reasons that were mainly related to the peri-
od’s wartime context. The opposition claimed that first, in applying the
method, it was unfair to households whose key role had been to serve
in the army. These households could not register for much land because
they lacked the manpower to work on that land, leading to a much lower
income compared to others. Although incentives were to be applied to
this group, they were not sufficient to ensure fairness or ease concerns
among the soldiers, making it impossible for them to focus fully on fight-
ing the enemy. Second, the war against the United States for national
reunification required both spiritual and material support from social-
ist bloc countries, especially the Soviet Union (for advanced weaponry
in the South, and machinery, science and technology for reconstruction
in the North after the war against the French). Careful consideration
needed to be given to the advantages and disadvantages of modifying the

socialist economic ideology and the model that originated in, and was
led by, the Soviet Union.
To listen to the findings of the working group, on June 11, 1968,
Truong Chinh, a Politburo member and Head of the Party Central
Secretariat Committee on Theory, scheduled a meeting with Vinh Phuc
authorities. He chaired a face-to-face meeting with key officials of all
levels of the province (provincial, district, and commune), analyzing
and pointing out the impact of the household block-grant policy. In the
meeting, with courage, honesty, and strong belief in what he had seen
and attempted, Mr. Ngoc frankly argued with Mr. Chinh to protect “the
truth.”
He believed it was impossible to develop wide-scale centralized pro-
duction at that time. With high levels of literacy still relatively new,
farmers were not well prepared or ready to apply a collective method to
agricultural production. Rural areas needed time to prepare. Farmers
would have to utilize their potential, internal strengths, and experiences as
the foundation for development. However, regardless of Mr. Ngoc’s argu-
ments that cited the achievements of the household block-grant method
in improving productivity and better fulfilling their obligations to the
State, the central authorities rejected Vinh Phuc’s initiative. The house-
hold block-grant was considered contrary to socialist agricultural manage-
ment thinking; it broke away from socialist production relations and held
back the advancement of science and technology in the economy.
On December 12, 1968, the Party Central Secretariat Committee
issued a notice on the correction of cooperatives management regarding
the block-grant method and land management. The central authorities
ordered Mr. Ngoc to conduct self-criticism on the development of the
household block-grant initiative. He was then asked to read it out at the
review meeting on April 28, 1971. But deep in his heart, he believed
that what he and his colleagues had done was rational and appropriate.
As long as it brought prosperity and happiness to the farmers it was the
right thing to do, even though it may go against the central directions
and policies. But that could not be a “fault.”
After 1968, Vinh Phuc Province embarked on a “correction,” return-
ing to the old method of cooperative management. Farmers were forced
back to business based on orders and the sound of gongs. Their motiva-
tion to work in the rice fields declined, and the acreage of fallow land
gradually increased. Ten years after the ban of the household block-grant
method, agricultural productivity was unable to improve, despite the

more intensive application of science and technology. Labor productivity,
food production, and livestock fell sharply, compounded by the cutting
off of foreign food aid. The entire country faced a serious food shortage.
Parallel Policy Process or Policy Spillover/Influence:

The Case of Other Provinces
An Emerging Wave of Rethinking of the Cooperative Model
In terms of the central government level viewpoint, many officials no
longer strongly believed in the theoretical model of “collective business
in the cooperative.” For example, the Ministry of Agriculture viewed
the household block-grant method favorably, citing its appropriateness
with the reality of Vietnam’s situation. However, the Central Board of
Agriculture maintained the view that the only ways of achieving socialist
production were to support the cooperative model and advocate contin-
uous efforts to develop advanced cooperatives on a national scale. They
went even further, believing that to achieve these visions and goals, one
should accept and overcome the “temporary crooks.”
At the local level, authorities were generally inclined to support the
household block-grant model of management, mainly because cultiva-
tion to feed farming households and even workers who did not toil in
the agricultural sector had become a matter of urgency, and people could
no longer wait for subsidies from the central government. After reuni-
fication in 1976, the Party Central Committee advocated an expansion
of cooperatives, directing the merger of some village-level cooperatives
into commune-level cooperatives. There was a restructuring of the coop-
erative management boards, but not much change in production and
management methods, except for the number of cooperative members
coming to the cooperative meetings.
To address this issue, the central authorities sent Vo Chi Cong, dep-
uty prime minister at that time, to work with the Vinh Phuc Party on
another household block-grant trial. The Provincial Party Standing
Committee of Vinh Phu (merger of Vinh Phuc and Phu Tho) continued
discussions, and then issued Resolution No. 15 on the direction of coop-
eratives to apply the household block-grant and lend households land to
add to the winter crop.
Doan Xa Cooperative’s Choice of the Household

Block-Grant
In 1976, the Doan Xa commune in the An Thuy district of Hai Phong
City faced a severe food shortage crisis. The winter-spring crop of Doan
Xa suffered an unprecedented “loss.” As a result, a flood of residents
began leaving their hometowns in search of a better life. Doan Xa’s
cooperative management board was extremely nervous about the real
risk of losing the next crop as a result of the labor shortage. To address
this, the cooperative management board decided to quietly adopt the
household block-grant method of management and appeal to the resi-
dents to return home, accepting any punishment that the central govern-
ment might administer. As a result, Doan Xa’s volume of production in
1977 jumped six times higher than a normal year in the old days. They
paid the State tax and sold a sufficient volume of rice according to their
obligation. The farmers were satisfied, but the civil servants were both
happy and anxious.
Political Commitment of the Leadership

of Hai Phong City
The worries of the commune and cooperative management board

were eased, thanks to the common concerns shared by the Hai Phong
General Secretary (Bui Quang Tao) and the Chairman of the People’s
Committee (Doan Duy Thanh). They both thought hard and were
uncomfortable with the level of poverty in Hai Phong. The two Hai
Phong leaders visited Doan Xa to directly observe the rice fields and
attend a face-to-face meeting for reflection. In the same month, the
Party Standing Committee of Hai Phong City issued Resolution
No. 24-NQ/TU dated June 27, 1980, instructing the application of house-
hold block-grants covering 100% of the agricultural land in Hai Phong.
Another Attempt in the Kien an District and the Story

of Leadership from the Central Government Level
The Hai Phong City Party Committee issued Resolution No. 24 to cre-
ate a legal foundation for the implementation of the household block-
grant mechanism in Hai Phong. The Kien An district was selected as the
pilot area to convince the central government. The Kien An District’s
general secretary immediately carried out the directive. Meetings among

and between the leadership and local group representatives were organ-
ized to discuss and form a consensus on the objectives of the resolution,
and the policy and targeted missions to be delivered. The way Kien An
implemented the method was truly democratic, right from the begin-
ning, and gave much respect shown for the voices of the farmers. The
first crop harvested under this new method saw average productivity
across the district jump to 1.5 times that of the previous year (2.5 tons/
hectare compared to 1.6 tons/hectare).
In accepting this model of agricultural production, the Hai Phong
leadership insisted on presenting the initiative to the Central Secretariat
Committee. But the result was only half supported, with the other half
objecting. The leadership of Hai Phong then came to an agreement that
they needed to convince the top three leaders of the Party and State—
General Secretary Le Duan, President Truong Chinh, and Chairman of the
Council of Ministers Pham Van Dong, and that the best way to convince
them was to invite each of them to Hai Phong to see the actual situation.
The first person the leaders of Hai Phong wanted to convince was
General Secretary Le Duan. Mr. Tao went to Hanoi, asked for per-
mission to meet the General Secretary in person, and reported on the
serious situation in Hai Phong, narrating the positive impacts of the
household block-grant mechanism in addressing poverty. He then asked
the General Secretary for permission to continue using the mechanism.
With the General Secretary’s permission, on February 10, 1980, the
leadership of Hai Phong invited him to observe the local harvesting and
hear directly from the farmers and villagers on their life since applying
the household block-grant method. During his visit to the cooperative,
General Secretary Le Duan told Kien An General Secretary Vũ Ngọc Làn
(Dang Phong 2014) that “I am” glad too, we started from a small-scale
economy. We need to find our own way without rigidly employing the
methods of foreign economies.”
The Hai Phong leadership then invited Prime Minister Pham Van
Dong. They reported on the challenges faced by the city and took the
Prime Minister to visit the actual units carrying out the household block-
grant method, where he could see the actual results for himself. The
Prime Minister offered his strong support for the model. The third person
to be convinced by Hai Phong was President Truong Chinh. He listened
to the report on the people’s lives before and after the new management
experiment and visited the cooperatives and farmers in person.
The Policy Reaction of the Central Government:

Decree no. 100 of the Party Secretariat Committee
After retrials of the household block-grant model in Vinh Phuc and
Hai Phong between 1976 and 1980, given the advocacy demonstrated
by some high-ranking leaders at the central government level, the dis-
cussions and exchanges on the mechanism of agricultural management
became more open and gained more floor in public debates. The daily
People’s Newspaper, the mouthpiece of the Party, had played a very
proactive role in creating and promoting a forum for exchanges and dis-
cussions on this topic. It continued to update the public on the “best
practices” in Hai Phong and Vinh Phuc. Aiming to blow a breath of
fresh air over the new economic thinking throughout society and give
sufficient space to voice the truth, in late October 1980, the People’s
Newspaper hosted a conference on the topic with almost 100 par-
ticipants including key provincial leaders, key figures in the agricultural
sector, researchers, representatives of science institutions, and the mass
media. At this conference, the majority of participants expressed their
support for the cooperative management model of directly allocating
block-grants to every farmer or household.
The 9th Congress of the Central Party Committee (in December
1980) decided to “expand the implementation and improvement of the
block-grant method in the agricultural sector.” The Party Secretariat
Committee went further, and issued Directive No. 100-CT/TW dated
January 13, 1981, on the improvement of the block-grant method and
extension of product-based block-grants to labor groups and individual
workers in agricultural cooperatives. The directive touched on all the
issues of concern by officials and farmers, especially on how to radically
improve the varied forms of block-grants applied by the farmers.
The directive acknowledged the product-based block-grant method
as a type of production management and remuneration that closely and
directly linked the responsibilities and rights of workers with the final
products and outputs. In pointing out the advantages and values of
this method, such as promoting voluntary commitment of the farmers,
inspiring them to pay more attention to and make a great effort in pro-
duction and actively using the land and pesticides, the proper implemen-
tation of the product-based block-grant method provided a foundation
for actively strengthening and improving new production relations.
But the directive also pointed out that this form of production-based
block-grant method was newly developed with uncompleted reviews and
unresolved deficiencies. On the other hand, if the process was not prop-
erly monitored and supervised, it was very likely to result in failure, such
as allocating land to farmers for fragmented use and careless manage-
ment of labor, tractors, and fertilizers. Therefore, the directive empha-
sized that the product-based block-grants to individuals or labor groups
be supervised, reviewed, and carefully studied before expansion on a
wider scale.
With the issuance of Instruction No. 100, cooperatives around the
country held discussions to decide on concrete measurements. The man-
agement task of the cooperatives became less complicated. The measure-
ment of performance made it clear that “abuse of meetings” and “lying
about shifts and scores” had decreased significantly. Food output across
the entire country continued to rise, leading to a steady increase in food
mobilization of the State over the years.1
Resolution 10
At the 6th Plenum (IV Congress) in September 1979, Resolution No.
6 modified some previous policies and measurements that were once
taboo, including the household block-grant method. Fortunately, the
idea of production management initiated by Vinh Phuc was strongly
advocated by high-ranking leader Vo Chi Cong, who was a Politburo
member and Deputy Prime Minister in charge of agriculture. Under the
pressure of proposals and requests from local authorities, the Politburo
discussed innovation in agricultural production management. The draft
resolution was brought to open discussions with agricultural officials
and local authorities across the country. On April 5, 1988, the Politburo
officially issued Resolution No. 10 on innovation in agricultural man-
agement. As part of the resolution, it frankly admitted the key reasons
behind the mistakes in agricultural management, such as simple (naive)
perceptions of the agricultural economy, insufficient knowledge about
socialism, and the initial transition stage and shortcomings in under-
standing the rules of production relations. For a long time, there was
a lack of public policy to encourage household economies and promote
individual economic sectors. The links among various economic sectors
were not well formed.
Resolution No. 10 officially acknowledged the household as a basic

unit of production, and recognized the lasting and positive existence and
effects of the individual-based economy in the transition toward social-
ism. It also acknowledged the household’s full legal status, ensuring
equal rights, and duties of economic sectors before the law. The State
encouraged individuals to invest capital, labor, and technology to expand
production.
Only a year later in 1989, national rice production dramatically
increased from chronic food shortages and frequent requests for foreign
food aid, reaching 21.5 million tons (from 19.6 tons in 1988). For the
very first time in its history, Vietnam not only produced enough food to
feed its people but also exported 1.2 million tons of rice. In the follow-
ing years, rice production continued to expand. More recently, in 2012,
it reached 43.7 million tons, enabling Vietnam to export 7.7 million tons
of rice valued at US$3.5 billion. Vietnam had now become the second
largest rice exporter in the world.
The Great Echo—the State’s Recognition

The thinking about household block-grants in the agricultural sector
continues to run in the Vinh Phuc policy. For example, it was reflected
in Resolution 03-NQ/TU dated December 27, 2006, of the Provincial
Party Committee on agricultural and rural development to improve the
quality of farmers’ lives from 2006 to 2010, and toward 2020.
In recognizing the contribution of former Vinh Phuc General
Secretary Kim Ngoc, the Party and the State of Vietnam posthumously
awarded Mr. Ngoc the First Class Medal of Independence in 1995.
Speaking at the ceremony, Deputy Prime Minister Pham Gia Khiem
stressed that throughout the past 30 years in provincial leadership posi-
tions, Kim Ngoc had made an important contribution to the theory and
practice of agricultural production and played a key role in stimulating
innovative thinking in the field and changing the face of rural Vietnam.
General Vo Nguyen Giap, a prominent leader and legendary figure in
Vietnam and around the world, once stated: “The prosperity and hap-
piness that farmers have come to enjoy is largely thanks to the work of
the Party and Uncle Ho. But in the process of nation building, we have
to be grateful to Mr. Kim Ngoc, a party member with the creativity and
courage to be responsible to the people.”2
Implications: Lessons Learned from the Case

This case described the story of the policy process in which policy ideas
were derived from the leadership’s understanding and sympathy for
the hard life of the Vietnamese peasantry, with all types of discussions
and debates engaged within the leadership team, and from the sleep-
less nights and headaches of the leader whose thoughts and actions were
completely devoted to raising the quality of people’s lives.
The wisdom of leadership emanated from direct and heartfelt observa-
tion and discussion with the peasants, while the courage of the leader to
try something new came from the pursuit of excellence. In this process,
meaningful lessons were learned about leadership style, leadership skills
in thinking creatively and practically, and acting with courage to bring
about change in policy mindsets and work habits. This case illustrates the
point that faith in doing something for the common good can be a long-
lasting source of creativity and courage for change. In other words, it
reflects a good sense of responsibility toward the community. To cite one
of Kim Ngoc’s subordinates at that time (who later became Minister of
Agriculture and Rural Development), the policy of the household block-
grant not only changed productivity in agriculture, the leading sector in
Vietnam, but more importantly, it changed farmers’ lives and souls. The
policy returned the right of decision-making to the farmers, encouraging
them to work with commitment and creativity.
In dealing with the misunderstanding, or more precisely, adopting the
opposite approach to one’s superior on ways of improving agricultural
productivity, the leadership in Vinh Phuc Province chose to officially
terminate the policy while continuing to study the impact of that deci-
sion. This is a case of the roles of true leaders conflicting in the search for
excellence and a better life for the people, and of getting subordinates
to follow the decisions of the authority. In this case study, knowledge
creation theory has been applied not only to lead the audience through
the policy journey, but also to add value to the case in the sense of nam-
ing what the leadership process does, and revealing its underlying driving
force.
Breakthrough Idea and Experiment

The crucial mission of leadership is to introduce a new approach, system,
and method to fulfill the mandates of the organization. In other words,
it refers to concept creation—a new way of perceiving, interpreting, and

creating life. The household block-grant model was first initiated dur-
ing the 1960s by Vinh Phuc Province’s party secretary, Mr. Kim Ngoc,
who is known today as “the father of agricultural management reform.”
It was officially documented in Resolution 68 dated in 1966 of the Vinh
Phuc Provincial Party bureau as the “Resolution on some matters of
agricultural labor management in the cooperatives.” This model of agri-
cultural management helped eliminate the shortcomings of the coopera-
tive model applied in the early 1960s; it also motivated the commitment
and creativity of the farmers, increased agricultural productivity, and
improved the quality of the people’s lives. The initiative has been consid-
ered the breakthrough to the bureaucratic, centrally planned administra-
tion that had existed for a long time.
The spirit of the household block-grant policy idea returned to gov-
ernment policy in the 1980s in Decree 100-CT/TW dated January 13,
1981 (name shortened to Block-grant 100) and Resolution 10 of the
6th Politburo on agriculture issued in 1988. Resolution 10 was issued
based on the experiments and experiences of the many provinces that
had employed the Kim Ngoc model. The outcome was that in 1991,
only 3 years after the implementation of Resolution 10, and for the very
first time in its modern history, Vietnam did not import rice but actually
exported it. The country has retained that status up until now.
Notes
1. According to the Annual Statistics 1994, the agriculture volume of the
entire country in 1980 was 14.406 million tons; 15 million tons in 1981;
16.82 million tons in 1982; 16.9 million tons in 1983; and 17.8 million
tons in 1984.
2. On the occasion, the general said the delegation of Vinh Phuc officials and
people, including Mrs. Nguyễn Thị Liên, Mr. Ngoc’s wife, had come to
celebrate his long life.
CHAPTER 7
Case Study 6: Co-Creating the Census

Serbilis, a Study of the Philippines National
Statistics Office
Magdalena L. Mendoza, Ma Christina R. Valte

and Krichelle Alyce L. Ching
Introduction
The National Statistics Office (NSO) of the Philippines is arguably the
most relevant government agency in the lives of all Filipinos. As the prin-
cipal implementer of the Civil Registry Law, every Filipino who needs
to interact with the government and the private sector for purposes of
school enrollment, employment, travel, and receiving government assis-
tance has to deal with the NSO to obtain copies of certificates of birth,
Data and information cited in this case are primarily based on accounts in the
NSO Annual Reports, and interviews with Administrator Tomas P. Africa,
Administrator Carmelita N. Ericta, and the CRS-IT Project Team led by Director
Valentino C. Abuan, who is now interim assistant national statistician of the
Philippine Statistics Authority.
M.L. Mendoza (*) · M.C.R. Valte · K.A.L. Ching 

Development Academy of the Philippines (DAP), Pasig, Philippines

144 M.L. Mendoza et al.
marriage, and death. Through its Census Serbilis Centers, the NSO ser-
vices over 12.2 million applications for civil registry documents nation-
wide annually, with its office in the National Capital Region (Metro
Manila) accounting for 25% of all applications. That the NSO manages
to efficiently service its clientele is demonstrated in its consistently high
customer satisfaction rating and its awards for innovative use of informa-
tion technology in serving the public.
The current accolades for the NSO are a far cry from the scorn
heaped upon it by an irate public back in the 1990s however, when
applying for civil registry documents was the bane of hapless Filipinos
who had to endure seemingly endless queues and long processing
times—often only to find out that they had no birth or marriage certifi-
cates registered with the agency (Fig. 7.1). It took one man’s vision and
leadership to galvanize and mobilize a group of talented employees into
making the transformation that eventually turned the NSO into a pre-
mier national government agency, and a world-class provider of reliable
census and statistical information.
The Census Serbilis Center was the product of the ambitious Civil
Registry System-Information Technology Project (CRS-ITP), which
entailed digitization of over 120 million civil registration records, and
the establishment of an operating structure that would “make available
any civil registry document anytime, anywhere.” The term Serbilis, a
concoction of the Filipino words serbisyo (service) and bilis (fast), was a
metaphor for the more efficient and reliable statistical and civil registra-
tion service that the NSO wished to deliver. Conceived by no less than
Mr. Tomas P. Africa, this “dream project” was realized after lengthy
negotiations between the NSO and a private provider. But Mr. Africa
decided to retire from the NSO on the eve of project implementation,
leaving the daunting task of overseeing to fruition the multiphase CRS-
ITP to his successor Carmelita N. Ericta and the CRS-ITP Team.
The “intermediate leaders” of the NSO proved up to the task. The
innovative capacity of the organization continued to be unleashed
through the creative routines (e.g., field awards, middle-up-down plan-
ning, knowledge sharing) initiated and later embedded in the system.
We can see in this case that a culture of excellence, sharing, and innova-
tion had permeated the NSO, making it a fractal, or more adaptive and
dynamic public sector organization.
7 CASE STUDY 6: CO-CREATING THE CENSUS SERBILIS … 145
We did everything. We were serving people from 7
a.m. up to the last person served, but sometimes it
lasted until midnight, and the employees had to
come to office at 7 am. the next day. And the trauma
of having people camp outside was inexplicable.
People heated water and bought coffee from 7-
11 while they waited outside for the office to open
at 7 am. I saw it, and it made me realize that we
were so behind. – Tomas P. Africa, 2014
Most of my staff were women. They couldn’t wear
pants then, and they clambered up the steel
cabinets to get files. I really pitied them. – Tomas
P. Africa, 2014
Document verifiers suffered the discomfort of a
dusty, warm, crowded and poorly ventilated
working environment. – Civil Service Commission,
1998
Fig. 7.1 The Situation in the 1990s. Source Philippine Statistics Authority, with
permission
The Civil Registration System in the Philippines

As the primary statistical arm of the Philippine government, the National
Statistics Office was established to collect, compile, classify, produce,
publish and disseminate general-purpose statistics, and administer the
provisions of the Civil Registry Law and other issuances.
Headed by an administrator (with the rank of deputy minister) who
also served as ex-officio civil registrar general, the NSO has five depart-
ments: Civil Registration, Household Statistics, Industry and Trade
Statistics, Information Resources and General Administration (Fig. 7.2).
At the time of establishment, the NSO had about 3,018 personnel spread
over its central, regional, provincial, and municipal census offices nation-
wide. By 2012, the total number of personnel was 2,439, though the
number of customers and transactions had increased exponentially over
the years. The NSO Central Office is located in Sta. Mesa, Manila, along
Fig. 7.2 The NSO Organizational Structure. Source Philippine Statistics

Authority, with permission
Ramon Magsaysay Boulevard en route to the Malacañan Palace—the offi-

cial residence of the Philippine president.
The civil registry system was decentralized, with local civil registrars
(LCRs) in cities and municipalities responsible for recording birth, death,
marriage, and other vital information.1 Appointed by mayors, the LCRs
worked under the direction and supervision of the Office of the Civil
Registrar General. Besides transmitting to the latter duplicate copies of
registered documents, LCRs collaborated with the NSO’s census officers
in conducting an educational campaign for vital registration, and assisted
in the preparation of demographic and other statistics for the city or
municipality.2 The NSO, on the other hand, distilled civil registry infor-
mation into vital statistics that were used in government planning, and
microfilmed and manually archived the documents.3 But the decentral-
ized system was disjointed, with no relationship between the LCR and
the NSO field office outside of specific activities.
Crisis in Civil Registration

In the late 1980s, due to the proliferation of fake identity papers, embas-
sies began requiring that copies of civil registry documents submitted by
visa applicants (especially overseas contract workers) be certified by the
national government. This created a surge in requests for NSO-verified
documents. Unfortunately, the agency’s manual system of document
storage and retrieval hampered its ability to meet demand within a rea-
sonable amount of processing time. As a result, visibly long lines of appli-
cants became a daily occurrence at the NSO central office, such that the
queues caused “concern and alarm from the ordinary public, the media
and even from Malacañan.” NSO officials were summoned twice by the
Office of the President to explain, but no help was offered to mitigate
the situation (Civil Service Commission 1998).
This was the situation that confronted Tomas P. Africa4, who was
appointed the 12th administrator of the NSO by President Corazon C.
Aquino on January 19, 1989. He recalled:
It was embarrassing to find people passing by our building and asking, “Ano
yung pila na yan?” (What are they lining up for?). The lines were blocking
the way, so first, we snaked it around the building until people were unable
to even see the building anymore. We still needed to fix the system. We had
an archiving system with 1,000 documents in one file. If someone rioted,
siguradong may madidisgrasya (people would surely get hurt).5
Even with an estimated 10% of births and 25% of deaths unregistered,

the NSO was keeping at least 80 million documents in its archives.
Besides having only limited space to accommodate the transacting pub-
lic, there were not enough employees to serve people. Document veri-
fiers suffered the discomfort of a dusty, warm, crowded, and poorly
ventilated working environment (Civil Service Commission 1998). The
whole experience was upsetting for NSO employees. Mr. Africa was as
disappointed as his staff:
My people are very simple people. We did not get [graduates from the top
universities] since they were never meant [for the kind of work we did,
anyway]. But when I came in, the training program was really good. The
NSO technical staff were all trained in calculus and linear algebra6, but
their work was something even high school graduates could do. They were
crying because they could not understand why there was a 6-month course
on advanced mathematics when this was all they did—editing question-
naires, and everything was being done manually when you can already read
about existing electronic editing and analyzing abroad…. The employees
wanted change because they were embarrassed. Neighbors would come up
to them to find an easier way to get a copy of their documents, but even if
there was an easier way, retrieval and storage was terrible.7
By the early 1990s, innovations in information and communication tech-

nology were spreading even to emerging economies like the Philippines,
but the government did not have the material resources to make use of
these technological advances. At the NSO, although there were technical
staff who had adequate training, there were more who had not touched
anything but a manual typewriter and were afraid to use a personal com-
puter. When Mr. Africa took office in 1989, the agency was preparing
to conduct the 1990 census. Besides employing around 40,000–50,000
enumerators for the task, the NSO obtained assistance from the United
States Agency for International Development to computerize the census
data processing. Mr. Africa recalled:
It was my first challenge. At that point, we were one of the first medium-
size countries to run a census with microcomputers. But after that, since
my people were already nearing retirement age they didn’t want to use the
computers, being afraid they might break these and be unable to retire.
Then the fax machine—they removed the plug at night thinking it might
burn.8
Building the agency’s capacity to adapt to technological changes and

create the digital infrastructure to efficiently service NSO customers
required enormous resources. But Mr. Africa could not bring himself
to request increased budgetary support from the government, mainly
because he thought they did not deserve it after doing such a bad job.
He lamented:
For example, almost 40% of requests for authenticated documents would

come out negative. “Yung pipila ka, magpupuyat ka, magtitiis ka doon ng
pawis at di mo pa rin makukuha yung record mo” (After falling in line and
enduring the heat and the crowd, you come up empty-handed because
it turns out that NSO had no record of your document). The problem
was due to the NSO’s lack of a master archive, and the agency only kept
indexes of individual records.9
Besides, in those days when there was a huge budget deficit, asking
the government for money was difficult. As later affirmed by his succes-
sor Ms. Ericta, the annual budget hearing was like a “self-flagellation
process.”10 Potential political interference, in exchange for funding, was
also something Mr. Africa avoided. Thus, whatever consolation or affir-
mation the NSO got during this period came from grateful applicants
who “were willing to wait when they saw that the system was working,”
and from the consuls general of various embassies who paid courtesy calls
to Administrator Africa, and expressed hope for continuous cooperation
with the NSO in securing the integrity of documents.11
The problems besetting the NSO would have discouraged anyone
in Mr. Africa’s shoes. It would have been easy to fall back on the usual
excuse for not doing much: “We did not have the money.” But the call
for change could not be ignored, and Mr. Africa did what he said he
would do during his interview—“go for change in culture.”
Journey to Transformation: Building

a Knowledge-Creating Organization
Creating Ba, Sharing Context

Mr. Africa was an atypical leader who managed by wido, the Filipino
translation of the Spanish word oido (hearing), which was akin to doing
something based on what one heard, experienced, or sensed from an
inner voice, like intuition. Some referred to it as innate wisdom. For

instance, his sense that modernization through information technology,
despite all the constraints, would be the key to fixing myriad problems—
long lines, fraud, accessibility, and so on—proved right. He employed
the same wido style to arrive at a win-win solution in negotiating for the
government with a private sector partner for the first time. He used his
wido wisdom to rally support for his reforms.
Being a newcomer, he had to get a feel for the place and the flow
in the office. He created ba to stimulate interaction and foster solidar-
ity. Being a shock absorber of harsh criticism and admonitions, the staff
shared his feeling of embarrassment, sense of crisis and frustration over
not being able to do much, and thus responded to his call for action,
with the rank and file motivated to offer solutions.
Among the first things he did was to “go to the battlefield,” for exam-
ple, he visited many regional offices to personally see the situation and
work environment and listen to the sentiments of his personnel. That
was how he discovered the “dynamics of the bureaucracy,” for exam-
ple, whether the rank and file were unable to talk if they were sitting
beside their bosses. But Mr. Africa thought he ought to break the barri-
ers because with a small budget, he could rely only on his people to work
to the best of their abilities to alleviate the situation. To get “into the
flow of the office,” he loosened the hierarchy by opening communica-
tion lines and channels, including e-mail and e-groups at a time when
these were not yet in fashion, and introducing pep talks with the rank
and file. For 1 hour, he would talk to their representatives about office
and personal matters and the current situation.
The rank and file were excited by the opportunity to directly raise all
concerns with the administrator and, in turn, asked, “Ano ba ang dis-
karte mo?” (What would be your strategy?). They could not do much,
but could make suggestions to improve their surroundings, such as fix-
ing a broken window that let in rain, thereby damaging documents, and
bringing in plants to enliven the office.12 Understanding this situation,
the office staff volunteered to work longer hours to accommodate more
applicants, and managed to be patient even though they were tired and
being shouted at by angry applicants.
Mr. Africa unsettled the comfort zones of managers. Realizing that
the employees union was brought together because the workers were
having a hard time with promotion and had no one to turn to, he signed
a memorandum of agreement with the union during his first year in
office, to the shock of the senior staff. The MOA augured well for the
fostering of cooperation and winning the support of employees.
In field offices, he observed a severe lack of facilities and noted that
the quality of work of field personnel was not being studied, showing
that staff could probably have done more besides collecting documents
if work standards had been clear and performance had been measured.
To strengthen their effectiveness, Mr. Africa purchased vehicles and
microcomputers and had them deployed in the field offices. With these
improvements, the offices were able to produce and release statistical
tables for local consumption. But he thought they could do much more.
Due to his keen interest in sports, the management model Mr. Africa
knew best was that of running a team, in which teamwork and competi-
tion were essential. To stimulate healthy competition and motivate the
field offices, he launched a grading and ranking system based on perfor-
mance criteria and called it “field awards.” The prize was very modest—
about PHP15,000—but the innovation was instantly popular and proved
to be a game changer: To get ahead of others, everyone did what they
could to earn points. The NSO played up the awards, and they eventu-
ally became an annual fellowship ba and cultural event that people antici-
pated with pride and excitement. According to the middle managers at
the Central Office, Mr. Africa targeted the field offices to motivate them:
The first round of field awards was held in Laguna. He saw the response
of how people were applauded and how it seemed like an awards night.
He created a team to formulate the criteria, which were documented and
refined over the years.13
Many regional innovations sprouted because of the field awards.14 But

this was just one side of the coin. Local government units, particularly
the local civil registrars, were important partners in moving along the
change process being implemented by the NSO. However, given the
absence of formal links between the agency and the LCRs, the NSO had
to create a channel for cooperation and coordination. Mr. Africa placed
such responsibility on the field offices, which organized the LCRs and
became the link to the civil registrar general. From 1991, the LCRs held
annual national conventions to network and share knowledge. Among
others, this ba gave birth to the idea of the population reference number
for easy retrieval of records. Inspired by the annual conventions of LCRs,
the solemnizing officers (individuals authorized to solemnize marriages)
also organized themselves, and held annual conventions to share with

each other their knowledge and experiences.
True to Mr. Africa’s intuition, people would churn out ideas once
they were inspired. But an inner voice was telling him that they could
achieve more. He said:
I really wanted to test NSO because you can knock at anyone’s door
and ask them difficult questions, and you will be accommodated. That
kind of work is special. We could go into territories that have never been
explored…. You’d think [the Olympics] motto would be “higher, faster,
stronger,” but no. Their motto is “celebrating humanity,” or appreciating
the humanity of a person if you test him to his limits. It is not a soft kind
of humanity like kindness and sympathy, and that is why I really like it.
Even without a scientific management model in mind, Mr. Africa

knew that giving pep talks and instituting remedial measures would not
suffice to turn around the agency and make his dream come to fruition.
The NSO needed a road map to reach the desired destination. To Mr.
Africa, the NSO needed a strategic plan to unify purpose, focus on pro-
ductivity, clarify its mission, orient attention to users, build networks,
and upgrade its hierarchy, and the elements of this plan should be:
• Unity of purpose. The NSO was an office of census teams, survey

teams, computer processing teams, support staff and field offices that
operated independently, not an integrated, connected organization;
• Focus on productivity. It was an office that complained about lack
of manpower, money, and machines, not an organization that opti-
mized the use of available resources;
• Clarity of mission. It was an office that conducted censuses and sur-
veys and processed administrative records, not an organization that
provided information based on official statistics;
• Attention to user orientation. It was an office that viewed samples
as n’s and not as providers of quality information or satisfied users
of information or promoters of NSO activities;
• Building of networks. It was an office complacent to its functions as
a standalone unit and not as an organization to build bridges with
the global and local agents of development; and
• Upgrading of hierarchy. It was an office with an outdated and lowly
classified structure, and not a sub-department (sub-ministry)-level
organization.15
Setting the Direction

Mr. Africa knew how powerful a vision was and how a clear statement
of the mission could rally his people toward a common goal. He could
never forget the question that was posed by his daughter when he
accepted his post at NSO:
The night I was sworn into office, my eldest child Michelle asked me what
I was really doing. I told her, “We give information to the president as
supplemental information to their projects.” I don’t think she under-
stood…that we conduct censuses and surveys. If you asked anyone in gov-
ernment “What are you doing?” they would answer by their mandates and
charters. That is why the vision/mission is important to me.
Mr. Africa tapped Ms. Carmencita Abella,16 a well-known strategic

planning and change management expert, to facilitate their first strategic
planning exercise. He engaged the active participation and contribution
of various units, particularly those in middle management. In this exer-
cise, the NSO used metaphors to capture the desired state. A small group
of highly trained managers was tapped to visualize the NSO’s future.
During the discussion with middle managers, one staff person recalled
how they were told to “just dream” and imagine the NSO 5 years hence.
The first expression of the NSO was simple: “fertile soil with a bud
sprouting from it.” Likening the NSO to an empty and idle yet fertile
field, it stressed the need for everyone to work hard and bring out the
potential for greatness that lay within the organization. The “fertile soil”
represented the foundation, and the bud that was sprouting symbol-
ized the beginning of the NSO’s pursuit of excellence. Three years later,
when they resumed the exercise, the field employees were compared
to “buds that sprouted into trees with birds and shade.” While in the
Central Office, the staff was imagining an “intelligent building of IT.”
The output of the strategic planning was the first Five-Year
Development Plan (1991–1996), which defined the NSO’s mission as
providing “timely, accurate and reliable information…and [establishing
and preserving] the basis for the legal status of Filipinos.” Participants
also enunciated an elaborate vision statement, capturing their imagina-
tion of how “collecting data can make a difference.”17 The NSO put a
new face to its logo to represent its newfound essence.
The middle managers—most of whom were graduates in economics,
statistics, and engineering—eagerly translated the vision/mission into
targets and commitments.18 Monina Collado19 recalled the first FYDP

eyeing incremental changes and improving intergovernmental relations:
The thrust…was mainly to continue its current activities [strengthen-

ing statistical capabilities of field offices] but there also was an inclination
towards the use of computers in the operations [machine processing of
census data] of the agency. The plan pushed for better relationships with
the national and local governments, and focused on data dissemination as a
major part of the agency’s activities (Collado 2006).
Mr. Africa saw the excitement of his middle managers. Offices, espe-
cially Information Technology, reached their targets in the first 2 years,
and several product innovations and new systems were proposed by
various offices, as will be discussed in a subsequent section. The FYDP
became the basis for the series of annual planning workshops held
in regional offices, enabling employees not only to get to know one
another, but also to become sensitized to local conditions.20 By 1995,
most of the objectives and goals of the first FYDP had been met.
The second Five-Year Development Plan (1997–2001) aimed for “a
civil registration system that establishes with integrity, the identity of
the Filipino; secures his place and his abode in the global village; and
roots him to the motherland.” Reiterating its commitment to provid-
ing “prompt, reliable and efficient services,” the NSO pledged to strive
for “higher productivity—inspiring creativity and innovativeness” and
“excellence in its products and services.” Its thrust was greater decen-
tralization of functions to field offices to effect statistical improvements
and civil registration services that were unique in each region (Civil
Service Commission 1998). The second FYDP was also more ambitious,
i.e., aiming to achieve 99% registration of acts and events affecting the
civil status of persons. It introduced a new focus—the customers—and
emphasized interconnectivity (Collado 2006).
The third Five-Year Development Plan (2002–2006) was rolled out in
2001, under Administrator Ericta. This time, the planning process had
been institutionalized and featured a middle-up-down process. The NSO
refined the vision statement, highlighting the aspiration to be “a recog-
nized world-class provider of statistical and civil registration products
and services,” and maintained the mission statement and the core values.
The thrusts centered on customer satisfaction management, strengthen-
ing capabilities in survey and census operations, research (a new agenda
item), and capabilities of field offices (NSO 2002).
A Middle-Up-Down Planning Process

The NSO routinized the highly participative FYDP process that
had emanated from the middle. As had been practiced, the prepara-
tion of the successor plan started with assessment of accomplishments.
The Central Office Planning Workshop served as the prelude to the
National Planning Workshop. FYDP teams, chaired by division chiefs,
were formed to review the various KRAs (key results areas) and formu-
late the strategies for the next FYDP. Based on a situational analysis, the
Management Committee would review the vision, mission, and values.
A management review committee (MRC) was also set up to review the
strategic planning activity and the output for each KRA. After a series
of meetings were reviewed by both the FYDP teams and the MRC, the
plans were finalized with performance indicators for each goal identified
and timeframe set. The plans and programs were cascaded to the field
through the regional planning workshops, culminating in the National
Planning Workshop, where all senior officials gather. A monitoring plan
and cascading plan were formulated, and featured a two-phase mid-plan
evaluation to assess accomplishments and revise strategies or activities as
necessary (NSO 2002; Collado 2006).
Innovating Solutions
The FYDP provided the platform for the NSO staff to formulate innova-
tive technological solutions. Among the pioneering efforts in civil regis-
tration21 were:
1. Civil Registry Information System (CRIS). CRIS was a computer-

ized civil registry document storage and retrieval system given for
free to civil registrars to speed up their transactions with the public;
2. Online Query System. This system allowed access to information
regarding marriage and facilitated the retrieval of said documents
(A similar system was developed in 1995 for birth documents);
3. Electronic referencing. The Population Reference Number (PRN)
was devised as a convenient number for the purpose of electronic
safekeeping and retrieval. The PRN became an important number
in the conception of a national identification system;
4. Mobile registration. Mobile registration was introduced to bring
the service closer to the people and conduct registration on the
spot (Other government agencies followed suit in providing

mobile services); and
5. Out-of-town reporting. The system enabled registration of events at
any branch of local civil registry offices or the NSO, eliminating
the need for the applicant to go back to where the event took place
(Civil Service Commission 1998).
Such efforts at self-improvement did not go unnoticed. In 1994,

the Senate Committee on Civil Service cited the NSO as one of the
33 centers of excellence in government service. The CRIS received
a citation during the 1994 National Search for Product Excellence
in Information Technology by the Philippine Council for Advanced
Science and Technology Research and Development, the Department
of Science and Technology, and the IT Foundation of the Philippines.
On their first attempt to vie for the Philippine Quality Award22 in 1997,
the NSO received a commendation. In 1998, it obtained the PQA Level
1 for Commitment to Quality. The Ateneo School of Government and
the Ateneo Center for Social Policy and Public Affairs cited the NSO in
1999 as “Cinderella in their collection of human resource management
case studies, for being able to transform itself into an organization that
works enthusiastically and efficiently, given comparatively low budget
and working conditions that are admittedly bad even by government
standards (NSO 1999).” The public and media were equally generous in
praise for the NSO.
This early success was attributed to a new organizational culture
settling in: a culture of excellence or that conscious thought of each
employee to give the best effort in every endeavor; a culture of sharing
or reaching out, disseminating information, learning the needs of stake-
holders, and laboring to respond to them; and a culture of innovation in
which creativity and individual initiatives were encouraged (NSO 1994).
Behind the accomplishments lay painstaking work. Many of the innova-
tions introduced within the first 5 years of Mr. Africa’s term emerged out
of the organizational processes that he introduced; processes that forged
a “shared context” and perspective on the challenges that the NSO
faced and possible solutions, and engendered a strong sense of commu-
nity not only in the central office, but in the field offices and between
the central and regional offices as well. Mr. Africa was pleased with the
continuous improvements (since he was taught not to aim for perfection,
only excellence) but he thought the NSO was not “there” yet.
The Civil Registry System-Information Technology

Project: The Long-Term Solution
Mr. Africa’s knowledge of drawing in strategies and capital information
from statistical figures grounded him in the value of collecting and ana-
lyzing data. Aware of the boundless possibilities technological advance-
ment could bring, it was his goal to bring this to the NSO:
I related it to democracy. The citizen should be given a menu of services or

options to one’s services. You can get it through telephone, online, munic-
ipal provinces, mall kiosks and the centers, but it never ends. That’s the
thing about pursuit of excellence, it does not stop.23
The vehicle would be the Civil Registry System-Information Technology

Project, the long-term plan that embodied the NSO’s commitment to
safeguarding precious documents and providing world-class service with
the public’s convenience and comfort utmost in mind. The civil regis-
try documents would be captured and stored in digital media using the
latest technology. The CRS-ITP would make available any civil regis-
try document within 30 minutes in Metro Manila and within 4 hour in
other provinces.
The CRS-ITP was conceptualized as a build-operate-transfer (BOT)
project.24 But because the law had been enacted only recently, there was
no existing project that could serve as a model. Putting together the pro-
ject components was a small group of directors and managers—the NSO
“Dream Team”—who flourished under Mr. Africa’s leadership, and did
the hard work to turn the CRS-ITP into a reality. It did help that other
agencies such as the National Computer Center25 and the NEDA helped
with the project.26
The invitation to bid for the project was made in 1996, but was put
on hold because of a legal controversy. Bidding was reopened in January
1999. Despite careful preparation, the unexpected happened. From 14
applicants, the number of bids went down until only one bidder was left.
The NSO team, which had no prior experience in dealing with the pri-
vate sector, had to negotiate with the lone bidder (Unisys). Cognizant
of the enormous responsibilities entrusted to them, the team thought it
wise to craft the guiding principles they would uphold during the negoti-
ation. The initial meeting was adversarial but Unisys was disarmed when
Mr. Africa and his team laid down their four guiding principles:
1. Improve service to the public. The very reason for CRS-ITP was to
improve service to the public but they ought to strive to make the
service as affordable as possible;
2. Maintain the financial advantage of the government. While they
found a partner in the private sector, this did not free them of the
responsibility to the national government;
3.
Provide Unisys reasonable return on its investment. While they had
the public’s benefit utmost in mind, they recognized that the private
partner ought to have a reasonable return on its investment; and
4. NSO’s human capital is precious. As tangible proof that they cared
about the welfare and well-being of personnel, NSO would retool
and prepare them for the changes that lay ahead.27
In the end, it was a win-win situation. The contract for the 12-year mul-
tiphase project worth USD65 million (about PHP2.1 to PHP2.3 billion)
was finally signed in 2000. The private provider Unisys was responsible
for supplying IT equipment, developing application systems, scanning
and indexing documents, database maintenance, site preparation, system
integration, and information campaigning. The NSO provided the front-
line personnel during actual operations. One significant feature of the
agreement was that there was no revenue guaranteed to Unisys. Private
investment would be recovered through revenue-sharing (Abuan 2013).
The project’s first 7 years were to focus on development, and the last
5 years on operations. The development stage proceeded in three phases.
Phase 1 entailed the development of various application systems, conver-
sion of the first batch of documents (about 55 million), and the establish-
ment of the Central Facility and five Metro Manila outlets. The point of
access was the Census Serbilis Center. Phase 2 sought to establish more
Serbilis outlets in regional centers plus the conversion of a second batch
of documents. Phase 3 brought the service much closer to the citizenry
through the establishment of Serbilis outlets in the provincial offices
(NSO 2001). The Census Serbilis represented a new brand for the NSO—
accessible, efficient, and reliable statistical and civil registration service.
A Defining Moment
It was “all systems go” for automation. The CRS-ITP Team was in high
spirits, but unknown to them, the man who had led them to this path
was about to go off on his own journey. In May 2001, after serving
the government for 29 years (12 years at the NSO), Administrator

Africa thought it was time to retire.28 The United Nations Statistical
Institute for Asia and the Pacific (UNSIAP) based in Chiba, Japan, was
looking for a new director. UNSIAP thought that Mr. Africa, with his
long experience as civil registrar general and rich knowledge of estab-
lishing national statistical systems, would be the best person to lead
the Institute’s programs to build country data and statistical capability
involving national statistical organizations in Asia and the Pacific.
For Mr. Africa, the prospect of retiring from government would mean
that there would be no more media to bug him about citizen displeas-
ure over inefficient public services (Africa, 2008), not to mention that if
he took the UNSIAP offer, he could share what he did at the NSO with
other national statistical organizations in the region. He could also prob-
ably earn enough on the side to pay off debts he incurred from “get-
ting afflicted with government AIDS”29 from serving the government
for years. But more importantly, he felt that he had reached such a level
of authority as NSO administrator that no one—neither his staff nor the
president—questioned him anymore. In his view, this was no longer good:
After 12 years, I was beginning to become such an authority that it wasn’t

healthy for them not to challenge me anymore. Because of my experience
alone, they would listen, and I didn’t think that was right…. Its not good
to be in one place for a long time because people will not argue with you
anymore. You are already too much of an expert…. The next step to that
would be abuse.
What held him back was his dream project, the CRS-ITP. Having seen
the development and success of his dream team, Mr. Africa had no doubt
that they would rise to the challenge. After all, as he once told his staff,
it was their “sweat and tears” that drenched the “hallowed ground” that
was the NSO, that they all labored for the desired changes, and whatever
successes the agency reaped were to everyone’s credit.
Among the middle managers Mr. Africa placed high confidence in was
Valentino “Val” Abuan, a computer techie who was then in charge of the
IT Division.30 Mr. Africa had only admiration:
After studying computer data systems, I knew the capacities of technology

and I am really proud of my IT group who just went on their own and
showed me their products.
Piece by piece, he and the IT Division helped to introduce the automa-

tion of NSO core functions. As CRS-IT deputy project director, Mr.
Abuan was responsible for the IT and other technical requirements of
the CRS modernization project. He knew the project “by heart” since he
was involved in all phases, from conceptualization and preparation of a
feasibility study to overall project steering and management.
With such an able technical leader for CRS-ITP, all that Mr. Africa
needed was to find the right successor who could steer the NSO through
the new challenges that lay ahead. That turned out to be Deputy
Administrator Carmelita N. Ericta31, a fellow statistician whom Mr.
Africa had known since their high school days. Although very much a
recent addition to the NSO—having rejoined only in 2000 as deputy
director—she was no stranger to the agency, after spending more than
a decade at the earlier National Statistical Coordinating Board. In Mr.
Africa’s eyes, Ms. Ericta was the perfect successor. He said that when he
wrote to President Arroyo to seek approval for early retirement, he also
nominated Ms. Ericta to succeed him, and the president readily approved
her appointment. With Administrator Ericta at the helm, the NSO ben-
efited from a similarly progressive mindset for nearly 25 years.
The NSO middle managers were not surprised when Administrator
Africa announced his retirement. After all, toward the latter part of his
term, he was often away from the office and left day-to-day manage-
ment to Ms. Ericta as officer-in-charge. Although saddened by Mr.
Africa’s departure, the middle managers thought that the transition went
smoothly, and that there was no danger of disruption in ongoing projects
due to the agency’s faithful implementation of the Five-Year Development
Plan.32 As she was sworn into office, Ms. Ericta assured the staff:
With all the accomplishments and innovations set through the years by
my predecessor…NSO has truly evolved as a quality public office…we will
work diligently…aimed at building a more quality-dependable NSO.
By the time the NSO was scanning close to 100 million documents, Mr.
Africa had already joined UNSIAP. His successor oversaw the implemen-
tation of CRS modernization with the CRS-ITP team.
Filling Mr. Africa’s shoes would be a daunting task for his successor.
After all, Mr. Africa’s transformation of the NSO was widely known; the
public knew he was the “innovator”—the father (Orcilla 2013) of the
modern and improved civil registration system of the Philippines—and
was wary that reforms at the NSO could end without him, as was the
usual case in the public sector when there were leadership changes. But
the worried public was proven wrong. Ms. Ericta brought with her a
different management style but the same level of commitment to mak-
ing the NSO “a world-class organization.” Like Mr. Africa, she made
optimal use of the NSO’s pool of reliable, talented middle managers
in sustaining earlier innovations and creating new products. She won
their trust with her “motherly” ways and sincere efforts to talk to staff,
remembering everyone’s name (even those in the field). At the same
time, she pushed them to take on greater responsibilities. NSO middle
managers33 distinguished their styles this way:
Mr. Africa talked to the agency and did the penetrating, but Ms. Ericta
wanted us—the technical level—to penetrate the agency, then she will
[come into] clinch the partnership/agreement. It was more difficult for us
at the technical level, since we had to rely on our own linkages.
Implementing the CRS-ITP required the collaboration of two divisions

within the NSO, the Civil Registry Division (CRD) for implementation,
and the Information Resources Division (IRD—the IT group) for tech-
nical expertise. Although the IRD played a highly prominent role in pro-
ject conceptualization and development, it was clear to its members that
the CRD, as the process owner, was the main proponent. Mr. Abuan
maintained that:
We build the tools as IRD but CRD is the user, they own the tool, thus
they should own the project. We assist them in defining the tools they
need.34
The seamless cross-functional collaboration facilitated acceptance of the

new system, aided by efforts to prepare the employees at the project’s
onset. People wanted change because they were embarrassed by the
existing system and the constant criticism from media. Ms. Edith Orcilla
of the CRD recalled how keen they were to succeed:
In CRD, our only worry was about possible problems that may be caused
by the transition from manual entry to computerization, but we had
Unisys train us with culture enablement training (such as introduction and
familiarization with computers). The process was good.35
Initial Results
By the end of 2001, the first phase of CRS-ITP was completed. All the
major systems required for the outlet operations had been developed,
tested, and implemented. The scanning and indexing of birth documents
for loading into the database ran full-blast. Sites for the civil registry
outlets called Census Serbilis Centers were equipped with the computer
hardware and other equipment necessary to operate the outlet. The first
outlet to be completed was the Central Facility at NSO East Avenue, or
the Transition Outlet. Four other Census Serbilis Centers were opened in
Metro Manila, which aimed at decongesting the main outlet and bring-
ing NSO services closer to the people (NSO 2001).
By 2002, the NSO was able to roll out all of its Regional Serbilis
Centers. The nearly completed conversion of all birth documents into
digital format, combined with the outlets and the facility for online
application, allowed the NSO to operate on the envisioned “request any-
where while you wait” system. It significantly increased the number of
clients served per day and cut the processing time. Administrator Ericta
listed these milestones in a midyear report aptly titled “The Long Wait is
over”:
• After 10 months of implementation of CRS-ITP, one out of every

two clients gets their document within the same day or the next
day. With a daily average of about 12,000 requesters that NSO
has serviced for the past 6 months, this translates to 6,000 satis-
fied government clients per day. This means further that half of the
1,443,964 applications that NSO served for the first 6 months of
this year were pleased with the government’s frontline service;
• Queuing time, or the time that clients had to wait in line to
request…their documents was also reduced. The results of the June
2002 Customer Satisfaction Survey (CSS) round revealed that more
than half (52%) of the clients waited for only 1 hour before they
were served at the service counters while only 12% of them had to
stay in line for 3 hour or more. The reverse was true in the March
2002 round of the CSS, where 46% had to wait for 3 hour or more
and only 15% queued for 1 hour;
• As of June 2002, 46.5 million out of 76.5 million birth records
from 1945 to 2000 have been loaded in the computerized data-
base. Those in priority years 1970–1980 have all been converted
into digital format. For those births occurring in 1960–1969 and

1981–1986, conversion rate ranged from 87 to 100%. With these
birth records in the database, copies can be released within a day
or the next day, once requested. Processing time for unconverted
documents has likewise been reduced to 6 working days;
• The NSO has also succeeded in bringing its services closer to the
citizenry. Aside from the six (6) Census Serbilis Centers (CenSCs)
opened in Metro Manila, NSO has also opened eight (8) regional
CenSCs. The same services provided in Manila are now available at
these outlets, which mean that the public need not spend so much
time and money in coming to Manila to apply for copies of their
documents. They can be served in their respective regions regard-
less of where their vital events have been registered;
• Online applications have also gained increasing patronage with an
average of 800 website (e-Census.com.ph) visitors per day in the
past 3 months. Application through the telephone (NSO Helpline
Plus-737-1111) has continued with an average of 1,300 daily appli-
cations. These facilities provide the public with the option of request-
ing…their documents without leaving the comforts of their homes
or offices, through the telephone and the Internet. Requested docu-
ments are delivered to the clients by courier service. On average, 11%
of the total requests for June were through these facilities.
These improvements in the delivery of NSO services are reflected in

client satisfaction level, as shown in the results of the June CSS where
more than half (56%) of NSO’s clients were either satisfied or very
satisfied with the way NSO did its job. In December 2002, within its
first year of implementation, the “e-Census” won the First Philippine
E-Government Award. (Philippine Star 2002). For the NSO staff, the
turnaround with the accolades was more than a dream came true. From
outside, Mr. Africa was also gratified by the outcome of the reforms:
One of my indicators was having any regional NSO vehicles to have writ-
ten on (them) “census,” so that wherever they pass by, the census is there.
[Once] when we got lost in San Fernando, Pampanga, we stopped and
asked a local where the NSO office was. He said, “Ah, birth certificate?
Punta po kayo doon. (Please go there.)” It [NSO] was word of mouth; it
was an impact indicator. Nilalasap ko na lang young ganda nung kinalaba-
san (I just savor the beauty of the outcomes).
To date, there are about 40 online Serbilis outlets: 6 in Metro Manila,

12 in regional centers, and 20 in provincial areas. The NSO’s customer
satisfaction in Metro Manila steadily improved, from the 19% satisfaction
rating it obtained prior to computerization up to 70–80%.
Lessons to Be Learned: Distributed Leadership-

Developing Phronesis in Others
As an ‘outsider’ who was appointed NSO Administrator, Mr. Africa reit-
erated that all he wanted was “to bring in the technology” to the organi-
zation. Faced with the challenges of achieving efficiency, integrity, and
balanced supply and demand for civil registration documents, he banked
on the NSO’s assets—its personnel. He believed in multiple intelligences
that not everyone should be good at math or science, as some had sing-
ing, athletic, or even interpersonal skills, and was convinced that the
organization should know how to use them. He urged the staff to solve
problems by relying on available resources. To his delight, the personnel
responded and came out with innovative products and solutions. In the
end, Mr. Africa succeeded in instilling ownership and solidarity:
Naplantsa ko young ownership (I was able to impress ownership.)…. We had

a cheer that went like this: When I shout “NSO”, they shout “world-class.”
At first they did not believe, but in the end they were shouting it as well.
Ms. Ericta continued to involve the middle managers in the drive for
continuous improvement. It was a conscious endeavor on her part to
reach out:
Of course it takes a lot of effort, especially for middle managers. I make

effort to get to know them. What makes them work? I analyze why they
don’t like certain ideas… I discuss this with them and try to find out
what’s in their minds. I try to find something in common with them…
Usually it works.36
She recognized the importance of having a “critical mass of like-minded

individuals” in sustaining an organization. In the NSO’s case, cultivating
this critical mass was done through regular communication, various meet-
ings, and continuing the traditional “Administrator’s Hour.” She said:
We would always talk about our principles. Even in dealing with other
agencies, we would talk about the basic principles that we believe in. We
even put them in the contracts. Also, there is constant training for person-
nel development.
In 2012, when the National Career Executive Service Development

Program was revived (now called the Public Management Development
Program, or PMDP), Administrator Ericta readily sent her middle man-
agers and senior executives to the program, despite their heavy work
demands:
My hope for the government and for our country was resurrected when
the Career Executive Service Development Program was revived and gave
birth to PMDP. And I translated this hope into an investment. Without
any doubt, I invested in PMDP by allowing my officers to leave their posts
to retool themselves, because of the program’s promise to bolster the pre-
sent corps of public managers and strengthen our current defense line.
The PMDP required scholars to conceive citizen centric, innovative,

responsive, and collaborative reentry projects. Despite the heavy respon-
sibility, Ms. Ericta personally mentored the NSO scholars because she
wanted them to see emerging problems, experiment and invent new
solutions. The scholars not only created innovations but proved more
than capable of assuming leadership roles and holding the NSO’s defense
line.
Notes
1. Section 1 of the Civil Registry Law.
2. Batas Pambansa No. 337.
3. In the same year for instance, the number of civil registrar documents
microfilmed was 31,817,334 (NSO 1989).
4. Tomas P. Africa was a student leader and activist and a veteran pub-
lic servant. He obtained his degree in statistics from the University of
the Philippines. Lured by government service, he joined the National
Economic Development Authority in 1973 and was soon designated
assistant director of the Statistical Programs and Standards Staff. After
taking economics and earning Ph.D. credits at Wayne State University
in Detroit, Michigan, he returned to the Philippines. From NEDA,
he moved to the National Statistical Coordination Board to serve as
director of the Statistical Programs and Resource Management Office,

where he oversaw the preparation of the blueprint of the Philippine
Statistical System. He served concurrently as president of the Philippine
Statistical Association. Mr. Africa became NSO administrator and civil
registrar-general at the age of 39. Among the distinctions he received
were: Achievement Award for Public Administration (1992), CSC Pag-
asa Award (1992), CSC Employee-Friendly Employer Award (1998),
National Award for Exemplary Public Service (2001), and the Ateneo
Government Service Award (2001).
5. Interview with T.P. Africa in (2014).
6. Administrator Africa and his successor Carmencita N. Ericta attributed the
rigorous training in mathematics and statistics to their mentor Dr. Tito
A. Mijares, who had served as executive director of the National Census
and Statistics Office (the NSO’s predecessor) and, before that, as deputy
director general of the National Economic and Development Authority
Statistical Coordination Office. Dr. Mijares later served as project director
of the Statistical Institute for Asia and the Pacific (SIAP) in Chiba, Japan.
7. Interview with T.P. Africa (2014).
11. In one instance, Senator Juan Ponce-Enrile came unannounced to the
NSO to observe the queues. Even if the place looked like a bodega (ware-
house), he saw the people in the lines knowing they would be served.
Senator Enrile said nothing after that visit (Interview with T.P. Africa
2014).
12. This practice was later dubbed “An hour with the administrator,” and
continues to this day.
13. FGD with NSO middle managers (2014).
14. For instance, the Population Register Information System developed by
NCR V to update the demographic profile of barangays; an idea bank
of Region 8 for suggestions to improve office systems and procedures;
Region 11 NSO Survey of Authentication Clients to gather profile cli-
ents and get feedback about the service delivery and the attitude of the
personnel; a breakthrough attempt of NSO ARMM to reach out to the
Moro Islamic Liberation Front for the Muslim Birth Registration.
16. Mr. Africa considered Carmencita “Carn” Abella, president of the
Development Academy of the Philippines (DAP), and Sofronio
“Nonong” Llorin, DAP vice-president, his mentors. Accordingly, the
DAP was first in line to see the NSO’s potential and was right beside the
NSO throughout its changes, especially during the “arc of reform.”
17. While at NEDA, Mr. Africa learned how statistics were used in planning.
After hearing a story about how Japan established a shipbuilding industry
because it would engage every sector, he gathered that if one had that
kind of mindset, i.e., if one believes that collecting data can make a differ-
ence, he/she can do a lot. This was exactly what he wanted to do (inter-
view with T.P. Africa 2014).
18. The performance areas focused on statistical operations, civil registration,
research and studies, and information dissemination. The capability areas
covered support services such as administrative, fiscal and management,
human resource development, computerization and physical facilities,
which are needed to carry out performance components (Collado 2006).
19. Paula Monina G. Collado is the interim deputy national statistician for the
Philippine Statistics Authority.
20. This practice of each regional office hosting the annual planning work-
shop continues to this day (FGD with NSO Middle Managers 2014).
21. The NSO also had numerous breakthroughs in its statistical functions
which were no longer cited in the case.
22. Patterned after the Malcolm Baldrige Award, the Philippine Quality
Award is the highest recognition given to performance excellence in the
public sector.
24. In 1990, the Philippine Congress passed the Philippine BOT Law
(Republic Act No. 6957), which allowed private participation in financ-
ing government infrastructure projects including non-traditional areas
such as information technology. Republic Act No. 6957 was amended in
1994 by Republic Act No. 7718, which authorizes the use of nine spe-
cific variants of BOT (PPP Center of the Philippines 2011).
25. Accordingly, Timoteo Diaz de Rivera (who later became commissioner
of the National Computer Center) was selling the imaging technology
of Unisys and brought the NSO to the Social Security System to show
its use in document management, something that can be applied to the
civil registration system. Sally Cabrera developed the concept and invited
General Fermin Javier, then head of the National Computer Center, to
develop the investment plan (interview with T.P. Africa 2014).
26. The National Economic Development Authority did the civil stepping and
studied the project’s rate of return prior to negotiation.
28. Mr. Africa’s government service spanned the administrations of President
Corazon Aquino, President Fidel Ramos, President Joseph Estrada and
up to President Gloria Arroyo’s first year in office.
29. For Mr. Africa, government AIDS meant “acquired income deficiency
syndrome” when one was working in the government, since the pay was
very low.
30. Val Abuan has devoted his career to the NSO. After college, with a
degree in electronics and communications engineering, he joined the
NSO as an EDP computer programmer and rose from the ranks to head
the Information Resources Division in 1992. After getting his master’s
degree in public management (with honors) from DAP, he was charged
to technically lead the groundbreaking CRS-IT Project. He initiated and
developed numerous computer and IT applications to automate NSO
services and operations.
31. Prior to joining the NSO, Ms. Ericta was the assistant secretary general
of the National Statistical Coordinating Board. Throughout her career,
she had been connected with the country’s statistical agencies. A UP
Statistics graduate like Mr. Africa, her first job was with the then-Bureau
of the Census and Statistics, where she spent nearly 7 years. When she
left, she had been chief census statistical coordinator of the National
Census and Statistical Office (the precursor of the NSO) and headed
the Business Branch of the Establishment Surveys Department. She also
worked with NEDA as assistant chief economic development special-
ist, director of the Economic and Social Statistics Office, assistant direc-
tor general of the National Statistical Coordinating Board and executive
director of the Statistical Research and Training Center in a concurrent
position. Ms. Ericta published numerous statistical papers. In 2012, she
was recognized for exemplary public service.
36. Interview with C.N. Ericta (2014).
Epilog
Under the watch of Administrator Ericta, the NSO reached new heights.
After the CRS-ITP, the NSO pursued the E-Census Online Service,
Census Serbilis sa Radyo (Census on Radio), and NSO on Caravans. It
introduced a system for electronic endorsement of civil registry docu-
ments, established the Batch Query System in partnership with local
government units, and decentralized functions to Local Civil Registry
Offices through the Census Serbilis Centers. To be closer to the citi-
zens, the NSO established a presence in shopping malls through the
SM Business Services, which now reached 43 outlets throughout the
country. On the statistical side, the NSO had become more aggressive
in undertaking new thrusts, for example, the Registry System for Basic
Sectors in Agriculture, the Free Birth Registration Project for the poten-
tial beneficiaries of the Pantawid Pamilyang Pilipino (Conditional Cash
Transfer) Program, and many others.
The NSO was later merged with other statistical agencies to form one
statistical body. In 2013, the Philippine Congress passed Republic Act
No. 10625, which created the Philippine Statistical Authority (PSA),
which would serve as the central statistical authority of the Philippine
government on primary data collection and administer civil registration
functions in the country as provided by law. The PSA would be made up
of existing personnel of the major statistical agencies—namely the NSO,
the National Statistical Coordination Board, the Bureau of Agricultural
Statistics, and the Bureau of Labor and Employment Statistics.
Administrator Ericta headed the PSA and presided over the tran-
sition until her retirement in February 2014. At the graduation of the
second batch of members of the Senior Executives Class of the Public
Management Development Program, to which five of her senior offic-
ers belonged, she mused, “In my 43 years in government service and
now that I am retired, I am quite confident that I will be leaving or have
left the NSO officers ready and revived.” A few months later, two mem-
bers of the NSO’s “dream team”—Mr. Valentin Abuan and Ms. Monina
Collado—were designated assistant national statistician and deputy
national statistician of the PSA, respectively.
References
Abuan, V.C. 2013. Improving Public Service Delivery: The NSO Experience.
Presented to the Public Management Development Program, Mar 6, 2013.
Tagaytay: DAP Conference Center.
Africa, T.P. 2008. Alphanumeric: Lost and Found in Transition. http://maku-
hari.wordpress.com/category/living-in-japan/. Accessed 1 Sep 2016.
Asis, M.M.B. 2006. The Philippine Culture of Migration. Migration Policy
Institute. http://www.migrationpolicy.org/article/philippines-culture-migra-
tion. Accessed 1 Sep 2016.
Batasang Pambansa. 1983. Local Government Code of 1983, Batas Pambansa No.
337. http://www.lawphil.net/statutes/bataspam/bp1983/bp_337_1983.
html. Accessed 1 Sep 2016.
Civil Service Commission. 1998. Reinforcing and Fine-tuning the Civil Registry
System: National Statistics Office. In Tracing a New Path: Innovations
for Improved Productivity in Government. Quezon City: Civil Service
Commission.
Commonwealth Government of the Philippines. 1930. Civil Registry Law.

Commonwealth Act No. 3753. Philippine Statistics Authority. https://psa.
gov.ph/civilregistration/civil-registration-laws/act-no-3753. Accessed 1 Sep
2016.
Commonwealth Government of the Philippines. 1940. An Act to create a Bureau
of Census and Statistics. Commonwealth Act No. 591. Philippine Statistics
Authority. https://psa.gov.ph/content/commonwealth-act-no-591. Accessed
1 Sep 2016.
Congress of the Philippines. 2013. Philippine Statistical Act of 2013. Republic
Act No. 10625. Manilla: Philippine Statistics Authority.
Collado, P.M. 2006. Report on the Paris21/UNESCAP High-Level Forum on
Strategic Planning in Statistics for South-East Asian Countries, June 6–8,
Bangkok, Thailand. http://www.paris21.org/sites/default/files/2409.pdf.
Accessed 1 Sep 2016.
Collas-Monsod, S. 1999. Calling a Spade. Philippine Daily Inquirer, May 21.
Mangahas, M. 2001. Butch Africa, Government Service Awardee. http://maku-
hari.wordpress.com/about/. Accessed 1 Sep 2016.
Manila Bulletin. 2011. 77 percent NSO clients satisfied. Manila Bulletin, Apr 3.
National Statistics Office. 1990. NSO 50th Anniversary. Quezon City: APO
Production Unit Inc.
National Statistics Office. Various Years. Annual Report. Manila: National
Statistics Office.
National Statistics Office. 2002. The Long Wait is Over —Status Report on the
Civil Registry Services at the National Statistics Office (January – June 2002).
National Statistics Office. https://psa.gov.ph/content/long-wait-over.
Accessed 1 Sep 2016.
National Statistics Office. 2006. Civil Registry System-Information Technology
Project (CRS-ITP) Project Brief for the Congressional Oversight Committee
for the E-Commerce Law. Civil Registry Services. Manilla: National Statistics
Office.
Nozawa, Katsumi. 1999. History of the Philippine Statistical System. Tokyo: Asia
University, Faculty of International Relations. http://www.ier.hit-u.ac.jp/
COE/Japanese/Newsletter/No.13.english/Nozawa.html. Accessed 1 Sep
2016.
Orcilla, E.R. 2013. (September 30). Reflection paper on Transformational
Leadership for the Public Management Development Program (unpublished).
Philippine Star. 2002. NSO e-Census tops 1st Philippine e-Government Awards.
The Philippine Star, December 14.
Philippine Statistics Authority, with permission.
Key Informant Interviews

Interview with Tomas P. Africa (M. L. Mendoza and K. L. Ching, Interviewers,
6 January 2014).
Interview with Carmelita N. Ericta (M. L. Mendoza and K. L. Ching,
Interviewers, 24 July 2014).
Focus Group Discussion

Focus Group Discussion with NSO Middle Managers (M. L. Mendoza and K. L.
Ching, Interviewers, 27 August 2014).
CHAPTER 8
Case Study 7: Dr. Sanguan

Nitayarumphong and Public Healthcare
Reform in Thailand
Supasawad Chardchawarn
Introduction
Universal health coverage is a type of welfare provided for people in
many developed countries. For the Thai people in general, universal cov-
erage (UC) is rather a new concept. Among academics and researchers in
the field of public health, however, UC has been examined for some time
(Siriwan Pitayarangsarit 2004, 24). Unfortunately, UC was never driven
and implemented as a government policy. By 2000, apart from the social
security system, various schemes provided medical benefits for the Thai
people, including free medical care for low-income groups, the Civil
Servant Medical Benefit Scheme for government officials, and a volun-
tary health card scheme; all of these schemes were prepaid and partially
subsidized by the Ministry of Public Health. Consequently, the exist-
ing insurance schemes varied markedly with respect to benefits, payment
mechanisms, and government subsidies, resulting in different standards
and quality of health care. More significantly, approximately 20% of the
S. Chardchawarn (*) 
Thammasat University, Phra Nakhon, Thailand

174 S. Chardchawarn
population was not covered by any insurance scheme or supported pro-

gram (Bureau of Policy and Strategy, Ministry of Public Health 2006, 3).
Statistical data collected by the ABAC-KSC International Poll found
that 43.8% of the sample population experienced high healthcare costs
or unaffordable costs. From that group, 62.5% were in debt, and 16.6%
requested exemption from payment (Siriwan Pitayarangsarit 2004, 25).
These figures demonstrate that under various public healthcare schemes,
some people faced difficulties in accessing public health care provided by
the government.
In 2000, a systematic health sector reform movement was coordi-
nated by the Office of Health Systems Reform and funded by the Health
Systems Institute under the National Health Systems Research Committee
(Siriwan Pitayarangsarit 2004, 29–30). Essentially, the National Universal
Coverage Act, which grants every Thai citizen universal coverage, was
passed in 2002, causing a major change in the Thai public healthcare sys-
tem; the relationship between medical doctors and patients also changed
quite dramatically. In the past, almost 49 million Thai people were with-
out the right to proper medical health care from the government (NHSO
2014, 13). Moreover, the public was quite passive. Patients would neither
question nor argue about the quality or approach concerning medical
treatments from doctors or other public health officials. Since the imple-
mentation of this act, however, every Thai citizen now has universal health
coverage and extensive rights under the public healthcare system.
With these changes in mind, it cannot be denied that the Thai Rak
Thai Party led by Thaksin Shinawatra played a significant role in passing
the National Universal Coverage Act, especially since universal coverage
was part of their manifesto. This policy was announced and used during
the political campaigns before the general election on January 6, 2001,
when the Thai Rak Thai Party won a landslide victory. Soon after, Thaksin
remarked to the media that his party’s policies should also be the govern-
ment’s policies, and vowed to follow through on this commitment.
It is also apparent, however, that another key actor played an impor-
tant role behind the enactment of the universal coverage policy: this
player was Dr. Sanguan Nitayarumphong, a medical doctor with experi-
ence working in rural hospitals. Inaccessible health care motivated the
doctor to launch various pilot projects aimed at improving the quality
of public health care for people in remote rural areas. Spearheading the
campaign for universal coverage, Dr. Sanguan Nitayarumphong relent-
lessly played a leading role in the reform movement of Thailand’s public
8 CASE STUDY 7: DR. SANGUAN NITAYARUMPHONG … 175
healthcare system, and today he is acknowledged as the ‘Father’ of Thai

universal coverage (Jaroenchiwakul and Nitayarumphong n.d., 26).
His life and leadership style are quite interesting and provide us with val-
uable lessons. When we examine his background, we see that Dr. Sanguan
began to develop ideas and knowledge about the public healthcare sys-
tem first as a student at a famous medical school in Thailand. He balanced
the competing demands of study, and student activities involving people’s
well-being and rural development. After graduation Dr. Sanguan voluntar-
ily worked at a remote community hospital in the northeastern region of
Thailand, where he witnessed the inaccessibility and disparity in healthcare
services provided for people living in remote areas. This was the root of
Dr. Sanguan’s determination to change the public healthcare system.
Dr. Sanguan Nitayarumphong: A Story Learnt

from His Biography
School Life
Dr. Sanguan Nitayarumphong was born on March 18, 1952 to a Thai-
Chinese family. He came from a middle-income family, and was the
youngest of six siblings. His responsibilities apart from studying were
light compared with his older brothers and sisters. Regarding his edu-
cational background, Dr. Sanguan graduated from Triam Udom Suksa
High School, one of the best high schools in Thailand. He then stud-
ied to become a medical doctor at Ramathibodi Medical School, Mahidol
University, between 1971 and 1977. At this period, Thailand was still
ruled by an authoritarian regime, and the student movement was very
active in challenging the military-led government, demanding basic rights
and greater freedom for the people. Student activists launched various
campaigns to bridge the inequalities between the rich and the poor. Like
other socially active university students, Dr. Sanguan joined various kinds
of activities, especially those involving rural development. As a fourth-year
medical student, he was selected Chairman of the Academic Section of
the Mahidol University Student Union. A year later, he was promoted
to Vice President of the Thai Medical School Student Center. In his final
year, he was chosen President of the Mahidol University Student Union.
As a key leader in the student movement, Dr. Sanguan was involved
in two major civic demonstrations against the military regime, the first
176 S. Chardchawarn
in October 1973 and the second in 1976. Many students were arrested
at the end of the demonstrations, and some students joined the Thai
Communist Party movement and went off to live in remote rural areas.
Dr. Sanguan chose to stay in the capital, Bangkok, because he did not
believe in using violence against the military regime. Nonetheless, he was
closely monitored by the military and other government agencies and
forced to maintain a low profile during that time.
Working in Rural Hospitals: Learning About People’s Difficulties

After receiving a medical degree in 1977, Dr. Sanguan decided to work
in a remote area of northeastern Thailand. He was posted to Rasi Salai
Hospital in Si Sa Ket Province. During the 1980s, Rasi Salai was con-
sidered one of the poorest districts in the country. After working in the
hospital for a while, Dr. Sanguan was promoted to acting director in
1981–1982.
At this community hospital, Dr. Sanguan launched a new approach
for patients to access public health care. Apart from providing medical
services at the hospital, like other doctors and healthcare officials, Dr.
Sanguan initiated a much more proactive approach to public health care.
He went directly to the villages and communities to provide people with
basic knowledge on disease prevention and proper use of medicines.
Back then people in remote areas usually bought prescription drugs
from sellers who lacked sufficient medical knowledge. These ‘rogue’
distributors benefited from the patients’ inaccessibility to medical treat-
ment from public hospitals or clinics; they roamed the remote villages
and communities, exaggerating the benefits of their drugs for sale. Such
prearranged prescriptions offered by these distributors had the potential
to be harmful.
To solve this problem, Dr. Sanguan decided to establish a medicine
fund for the local people in the Rasi Salai District, in which everyone
would contribute a small amount of money to purchase medicines. Dr.
Sanguan and his colleagues also began operating a mobile medical unit
to serve the villagers. In addition, the cooperative effort of the rural hos-
pital staff unpinned the establishment of an innovative project to assist
the underprivileged in accessing health care. Dr. Sanguan successfully
built a like-minded team that attached the same importance to alleviate
the disparities and improve the living conditions of rural people. Family-
like discussions at the dining table became part of building this solid
team, with everyone contributing to hire a chef to cater to the hospital

staff.
Dr. Sanguan illustrated how working at Rasi Salai Hospital provided
him with new ideas and perspectives. He realized that people in remote
areas faced difficulties in accessing and receiving public health care from
the government. This could be seen as an inequality in society. He con-
cluded that Thailand needed healthcare reform that could improve com-
munity health, and guarantee faster and easier access to medical care
(Bumrungskulswat 2009, 42).
In 1983, Dr. Sanguan was promoted to Director of Buayai Hospital
in Nakhon Ratchasima Province, a prominent and more convenient
hospital than Rasi Salai (Jaroenchiwakul and Nitayarumphong, 19).
Dr. Sanguan’s good performance and strong work ethic at Rasi Salai
was well received by his colleagues at the Ministry of Public Health.
Consequently, he was selected as Chairman of the Rural Medical Doctors
Network.1 While working at Buayai Hospital, Dr. Sanguan was granted
a scholarship to pursue a master’s degree in public health at the Institute
of Tropical Medicine in Antwerp, Belgium.
Upon return to Thailand, Dr. Sanguan realized that the country’s
primary health care was inefficient. In reality, people in remote areas
received low-quality public health care from the government, and in
terms of administration, there were weaknesses and limitations. In coop-
eration with his colleagues from the Ministry of Public Health and other
academic institutions, Dr. Sanguan decided to launch action research2
aimed at examining and developing an efficient model of the public
healthcare system.
With this goal in mind, Khun Han District in Si Sa Ket Province was
selected as the experimental area for this action research, which was con-
ducted between 1986 and 1988 (Nitayarumphong 1990, Introduction).
The scope of the Khun Han research project extensively covered many
issues. The research boundaries included the general behavior of
patients, the behavior doctors in prescribing medicines, and the exami-
nation time spent by doctors and other public health officials (for more
details see Nitayarumphong 1990).
In 1986, Dr. Sanguan was transferred to Bangkok and posted to the
Office of the Permanent Secretary of the Ministry of Public Health,
where he was placed in charge of primary health care. His main respon-
sibility was to involve the public in public health care. In this position he
learnt that the key issue was the top-down approach, meaning that the
178 S. Chardchawarn
ministry made the decisions and gave the orders, with the staff obligated
to carry them out. After working at the Primary Health Care Office for a
couple of years, he was relocated to the Planning Division, where he had
the chance to observe and understand the overall picture of the public
healthcare system in Thailand. It was here where he realized the multi-
plicity of problems involved in the nation’s healthcare system.
Being a Keynote Speaker at the Komol Keemthong Conference: Dr.

Sanguan’s Concrete Ideas About Public HealthCare Reform
While working at the main office of the Ministry of Public Health, Dr.
Sanguan was selected as the keynote speaker at the Komol Keemthong
Foundation’s annual conference.3 Such an honor was important to
Dr. Sanguan in terms of reputation, privilege, and beliefs when com-
pared with the other speakers in previous years. Expounding on his
beliefs, Dr. Sanguan delivered a speech titled ‘New Perspectives of
the Thai Public Health System’ and illustrated just how preparing for
this speech was conducive to self-discovery. He realized that public
health care in Thailand needed reform and perseverance was the only
key to success. In his speech, Dr. Sanguan pointed out the shortcom-
ings of the Thai public health system and proposed alternative solu-
tions. He remarked on the idea that being healthy is a basic human
right, and that every group of people in Thailand should be able to
access qualified public health care provided by the government with-
out geographical, economic, or cultural barriers. To promote a healthy
Thai public, a holistic approach was needed beyond providing medi-
cal health services to the public; the focus needed to be extended to
all related issues. One tangible example was the help provided for the
malnourished. In addition to providing them with medical treatment
and essential nutrients, the alleviation of poverty was also a relevant
issue (Nitayarumphong 1987, 19–38).
He also stated that the existing Thai public healthcare system might
not be able to cope with every problem and that many people could not
access good quality services. Reform of the public healthcare system was
unavoidable, and thus he proposed that reform of the public healthcare
system in Thailand include several criteria. First, primary health care
should be sufficient and cover all Thai people. Second, the approach to
public health care should focus on disease prevention rather than medical
treatment. Third, the public healthcare system should be more decentral-

ized with greater involvement from local governments and the public.
And last, management of the public health system should involve coop-
eration from other related sectors. Apart from structural reform, people
also need to manage their own behavior. Essentially, they should take
responsibility for their own health, for instance, quit smoking knowing
its harmful effects (Nitayarumphong 1987, 19–38).
Joining the Sampran Forum

As mentioned earlier, Dr. Sanguan was the Chairman of the Rural
Medical Doctors Network, one of the most active networks in the field
of public health. In 1986, it organized an important discussion forum
entitled ‘Sampran Forum,’ with Dr. Prawase Wasi, an influential rural
medical doctor, as the founder.4 In setting up this platform, Dr. Prawase
disclosed that its inception arose out of the multitude of issues involv-
ing the public healthcare system and the work of rural medical doctors.
It sometimes seemed that the ideas for coping with such issues were
too diverse and inconclusive, also leading to conflict among the mem-
bers, and therefore a mechanism to facilitate dialogue was initiated. But
participation without the necessary data or research would not contrib-
ute to relevant alternatives or solutions, so Dr. Prawase proposed that
all members collect data or conduct research before attending the forum
(Interview with Prawase Wasi, 26 May 2014, Pathum Thani).
The Sampran Forum has been conducted monthly at the ‘Rose
Garden Resort’ in the Sampran District in Nakhon Pathom Province.
Currently, Dr. Prawase remains at the group’s core as both founder and
its most senior member. This forum is an exclusive meeting for mem-
bers of the Rural Medical Doctors Network and access is not granted
to the general public. Apart from Dr. Prawase, several famous medi-
cal doctors in the field of community and public health care have also
been active. These people include Dr. Suwit Wibulpolprasert, Dr. Wichai
Chokewiwat, Dr. Mongkhol Na Sonkhla, Dr. Amphol Jindawattana,
Dr. Choochai Suphawongse, and others. Dr. Sanguan was also one of
the active members of the forum before he passed away (Phranakornsarn
http://www.phranakornsarn.com/democrat/1474.html). At the forum,
any relevant issue involving community and public health can be brought
up and discussed. If a particular topic is important but difficult and
complicated, an authorized body is assigned to acquire further data or
180 S. Chardchawarn
conduct research, after which they gather and deliver a presentation. Dr.
Sanguan appreciated the forum‘s pivotal role in assisting him to develop
various ideas and knowhow, which significantly contributed to universal
health coverage.
Serving as a solid foundation for Dr. Sanguan’s understanding of
Thailand’s healthcare predicament, the Sampran Forum also includes a
number of people from the Ministry of Public Health’s think tank. These
people have become indispensable assets of the Office of Health Systems
Reform and Health Systems Research Institute, organizations that played a
vital role in gathering information for drafting the National Health Security
Act as well as initiating and managing the National Health Security Office.
In this way, Sampran Forum is an active network of practicing and ex-rural
medical doctors who played an essential part in materializing the universal
coverage system by meeting regularly to exchange medical information.
Being a Preparation Committee for the Establishment

of the Social Security Office
Through his posting at the Ministry of Public Health, Dr. Sanguan
was periodically appointed to a variety of influential positions. He
was promoted to Director of the Divisions and Bureaus, and eventu-
ally to Deputy Permanent Secretary. Before his promotion to Deputy
Permanent Secretary, Dr. Sanguan was the Director of the Public Health
Planning Division, where he gained much valuable experience. To some
extent, these positions also helped to formulate his ideas on public
healthcare reform.
For instance, he noted that while working at the Planning Division
of the Ministry of Public Health, he was also a member of the prepa-
ration committee for the establishment of the Social Security Office
(Nitayarumphong 2007, 52). There were at least two reasons for vol-
untarily joining this committee: first, he believed that this working com-
mittee would provide him with extensive experience and contribute to
his ideas about public healthcare reform; and second, he was invited by
Prof. Nikhom Jantarawithoon, who had initiated and campaigned for
the Social Security Act for more than 30 years. Dr. Sanguan was recog-
nized and respected for his perseverance (Nitayarumphong 2007, 52).
He also noted that because social security was a rather new concept at
that time, several difficult debates and arguments arose among the work-
ing committee members and related agencies. One of the most heated
arguments involved the management of hospitals that provided public

health services for social security subscribers. Unsurprisingly, the Minister
of the Interior who oversaw the social security fund wanted his minis-
try to build and manage these hospitals. In this regard, the members of
the working committee believed that any public health hospital should
be able to provide services for social security subscribers. Building new
hospitals for this specific project was unnecessary and extravagant.
After long debates, the working committee insisted that the Social
Security Office should function as a regulator; it would not establish
and operate its own hospitals. Its main duties would involve providing
guidelines to both public and private hospitals and strictly monitoring
their operations. This management approach proved to be efficient as
the office would not be required to spend funds on the construction and
management of hospitals. Its main responsibilities would include supervi-
sion, monitoring, quality control, and tasks requiring fewer expenditures
(Nitayarumphong 2007, 56).
Dr. Sanguan’s participation in preparing the Social Security Act and
Social Security Office gave him the knowledge necessary for public
healthcare reform. These concepts covered the distribution of budget
per capita, the establishment of hospital or public healthcare center
networks, and so on (Nitayarumphong 2007, 58–59). However, the
insightful work experience at the Ministry of Public Health was eclipsed
by stress and political pressure. His journal illustrated how politi-
cal pressure undermined his intention to reform hospital subsidies. Dr.
Sanguan’s willingness to replace ongoing unsystematic funding with a
per-head subsidy plan spurred some resentment toward him as new regu-
lations were required to back up the changing momentum. Eventually
these regulations would become the cornerstone of healthcare reform.
But political pressures from the ministry and its refusal to implement
such regulations impaired Dr. Sanguan’s career opportunities.
The Triangle Can Move a Mountain Principle

and Thai Universal Coverage Policy
As mentioned earlier, Dr. Sanguan clearly understood the need for

change in the Thai public healthcare system. However, he knew that
structural reform was not easy and would require patience and hard
work. Nevertheless, one of the principles proposed by Dr. Prawase Wasi
seemed to influence his concept.
182 S. Chardchawarn
Dr. Prawase suggested three main elements known as the ‘Triangle

Can Move a Mountain’ principle for Thai public healthcare restruc-
turing, namely knowledge, social movement or support, and politi-
cal support and decision. First, to change in a specific matter, thorough
knowledge is essential. To have thorough knowledge, extensive research
is required. Second, social movement or support is important to differ-
entiate between good and bad, what should be done and what should
not be done. Collecting this type of knowledge is a massive job, but
social change is impossible without it. To make any significant change,
social awareness and support must be established. Third, political sup-
port and decision-making are other important elements as politicians are
the key drivers of policy change. Support from political decision mak-
ers is essential. Therefore, political affiliations are crucial as opposed to
political opposition (Nitayarumphong 2007, 85–86).
The ‘Triangle Can Move a Mountain’ principle was accepted and
recognized by Dr. Sanguan. When campaigning for public health-
care reform, he implemented these three elements as the key principle.
While working at the Ministry of Public Health, Dr. Sanguan and his
colleagues conducted studies and experiments on the public healthcare
system with the objective to gain general knowledge on the Thai pub-
lic healthcare system, examine its efficiency and develop an appropriate
model for reform.
In doing so, other renowned professors in economics and public health
were invited to share their expertise on the financial issues involving pub-
lic health care. As an experiment, Dr. Sanguan launched a pilot universal
coverage project in Ayutthaya Province, known among the participants as
the ‘Ayutthaya Project,’ in which each person was obliged to pay a flat
rate fee of 70 baht for all medical treatment received from any hospital or
community healthcare center. Even with such a small amount of money,
this model proved to be workable since hospitals and community already
received budget allocations from the government. So, effective budget
management would entail a favorable outcome. This pilot project, there-
fore, can be cited as a trial rehearsal for the universal coverage model that
was launched nationwide in 2002 (Nitayarumphong 2007, 61–62).
In addition, Dr. Sanguan learnt from Dr. Prawase how change would
not occur if campaigns were launched only by academics and medi-
cal practitioners. In this connection, any support coming from soci-
ety was essential. While proposing the draft of the National Universal
Coverage Act, Dr. Sanguan approached many key persons in various
nongovernmental organizations (NGOs) for their support. Initially,

Dr. Sanguan had to clarify how beneficial this draft would be and it was
apparently well received. The key people of the NGOs arranged various
meetings among themselves and, consequently, the draft’s benefits were
extensively recognized. Later on, the NGOs members became key sup-
porters of the draft and worked to have the National Universal Coverage
Act’s draft endorsed by parliament (Nitayarumphong 2007, 73–75).
In terms of politics, Dr. Sanguan embraced political affiliations as he
knew the draft of National Universal Coverage would not pass without
political support. He accepted the need to relentlessly propose his ideas
to all political parties, namely, the Democrat, Chart Thai, Seritham, and
New Aspiration parties (Nitayarumphong 2007, 73–74). And despite
many failed attempts he never gave up. Dr. Sanguan noted that in 2000,
through arrangements made by Dr. Suraphong Suebwonglee MD, he
met with Thaksin Shinawatra, leader of the Thai Rak Thai Party, and
proposed the idea of universal coverage. Thaksin accepted the idea and
attached it to the party’s manifesto (Interview Prateep, 10 July 2014,
Nonthaburi). However, the party leader pointed out that the public
might not understand the phrase ‘Universal Health Coverage’ and sug-
gested a more attractive slogan. Finally, Thai Rak Thai settled on the ‘30
baht treats all diseases’ campaign (Pitayarangsarit 2004, 62).
A Landslide Victory of the Thai Rak Thai Party

and the Implementation of the Universal
Coverage Policy
After the landslide victory of the Thai Rak Thai (TRT) Party, Thaksin
Shinawatra became Prime Minister. It should be noted that this was
the first time, since the establishment of the constitutional govern-
ment in 1932, for a single party to win a majority in the House of
Representatives, capturing strong popular support across the nation. This
allowed the policies stated in the party’s manifesto to be quickly imple-
mented, and these policies included universal healthcare coverage under
the name ‘30 baht treats all diseases.’
Before the implementation of the universal coverage policy, the provision
of health care in Thailand experienced fragmented funding and healthcare
disparities (Bureau of Policy and Strategy, Ministry of Public Health 2006,
27). The main principles and objectives of the universal coverage policy,
184 S. Chardchawarn
therefore, would have to ensure universal coverage and the creation of a

standardized, sustainable system. The universal coverage policy was imple-
mented immediately. During the initial phase in April 2001, the pilot pro-
gram was tested in the six provinces of Phayao, Pathum Thani, Yasothon,
Samut Sakhon, Nakhon Sawan, and Yala. By June 2001, the number of
pilot provinces had increased to 21. By October 2001, all provinces except
Bangkok were participating in the universal coverage scheme.5
In April 2002, the universal coverage scheme covered approximately 45
million people across the country, with 17 million people receiving medi-
cal care through the Civil Servant Medical Benefits Scheme (CSMBS) and
the Social Security Scheme (SSS). From this perspective, we can see how
universal coverage reduced the fragmentation of the Thai public healthcare
funding system and how it standardized the quality of health care. In terms
of supporting legislation, the House of Representatives passed the National
Health Security Act in May 2002, and the Senate ratified it in August 2002.
The National Health Security Act of 2002 states the requirement of the
National Health Security Office (NHSO) as an autonomous body in charge
of universal coverage. Apart from this office, the National Health Security
Board (NHSB) was constituted to design the universal coverage program,
providing direction to manage the universal coverage scheme and ensure
standardized health care for all Thais. In addition, the National Committee
for Quality Accreditation was constituted to deal with quality control, with
the establishment of several inspector committees to investigate grievances
(Pitayarangsarit 2004, 117).
After its inception, Dr. Sanguan Nitayarumphong was approached
to become NHSO’s first secretary general. He wrote that he was
approached by the Prime Minister and the Minister of Public Health at
the time, and given the choice of being appointed as the first Secretary
General of NHSO or becoming an Assistant to the Minister of Public
Health. Dr. Sanguan decided on the secretary general position in order
to distant himself politically. He also mentioned that to be the first occu-
pant of this office would be a difficult task, as it was newly established,
and pressured by many elements. One of the toughest pressures was
raising public awareness that his office was not a political instrument to
be used to deliver the government’s populist policies.6 His mission and
responsibilities as the first Secretary General of the National Health
Security Office were to sustainably steer universal coverage in the right
direction, and to seed the appropriate core culture and values of the
organization (Nitayarumphong 2006, 2007).
Dr. Sanguan noted in his autobiography how difficult it was to keep

the NHSO free of political influences. As the Secretary General, he was
aware that some politicians would like to exploit this office for personal
benefit. He insisted that the role of this organization was to serve public
rather than private interests. The NHSO must be sustainable and refrain
from serving the interests of politicians. Many accept that he was able to
keep the NHSO free from political influence, and to seed the appropriate
core culture and values of the organization, until he passed away in 2008.
Lessons to Be Learned from This Case

This case illustrates that Dr. Sanguan played an extensive role in Thai
public healthcare reform; being recognized as the ‘Father’ of Thai uni-
versal coverage highlights his role even more. The case also shows that
‘the Triangle Can Move a Mountain Principle’ influenced Dr. Sanguan’s
strong work ethic. It was applied quite clearly as he pushed the reform
process ahead. Essentially, he built up a solid knowledge base through
his student activities, various field researches, and post-graduate studies.
To achieve public healthcare reform, Dr. Sanguan worked closely with
many nongovernmental organizations and garnered their support. More
importantly, he never stopped meeting and talking with politicians.
Using the ‘Six Abilities of a Phronetic Leader’ proposed by Prof.
Ikujiro Nonaka and Prof. Hirotaka Takeuchi to analyze Dr. Sanguan
Nitayarumphong’s life and achievements, it is evident that the doctor can
be identified as having all six abilities.
The Ability to Set Good Goals and Make Judgments on Goodness

This ability is considered the most prominent feature of Dr. Sanguan; it
contributed to his commitment to establish healthcare equality and was
reflected throughout his life. Dr. Sanguan was involved in rural develop-
ment activities during his student days at university, and as a doctor he
initiated innovative projects like the mobile medical unit that provided
healthcare services to villages on the go. These examples illustrate Dr.
Sanguan’s motivation to improve the accessibility of medical services
in rural regions. While assuming influential positions in the Ministry of
Public Health, he endeavored to reform the healthcare system with the
intention of providing equitable entitlement to health care for all Thai
citizens and achieving universal coverage. Dr. Sanguan’s personality
186 S. Chardchawarn
seems to have played a vital role in pursuing his ambition of initiating

and achieving universal health coverage in Thailand.
The Ability to Perceive Reality as It Is

This ability is evident through Dr. Sanguan’s understanding of the chal-
lenges faced by rural communities with regard to primary health care
and proper use of medicines. During his posting at Rasi Salai Hospital,
Dr. Sanguan arranged a medical unit to provide people in remote areas
with basic knowledge on disease prevention, and set up a medicine fund
in which everyone contributed a small sum of money. Despite the ini-
tial negative feedback, the project was gradually accepted as people
recognized its operating process and benefits. Another example of Dr.
Sanguan’s ability to perceive reality is seen through his keynote speech
at the Komol Keemthong Foundation, which exemplified his insightful
understanding of the Thai healthcare system. It subsequently contrib-
uted to Dr. Sanguan’s formulation of a coherent and thorough proposal
on healthcare reform. In addition, Dr. Sanguan’s cooperation with politi-
cal parties stemmed from his acknowledgment that political affiliations
underpinned successful policy changes at the national level.
The Ability to Create Ba

Dr. Sanguan’s ability to create a teamwork culture is illustrated dur-
ing his posting at Rasi Salai Hospital, and during the inception of the
National Health Security Office. The doctor and his team were commit-
ted to providing support to people living in remote areas. The so-called
‘dream team’ was motivated and driven. In this regard, a teamwork cul-
ture was achieved through Dr. Sanguan’s simple method of hiring a chef
to cater to the hospital staff. Spending time together over meals became
part of the building of a solid team.
The Ability to Articulate the Essence into a Narrative

Phronetic leaders must be able to communicate in a way that everyone
can comprehend, and Dr. Sanguan was that kind of leader. This can be
seen from his various proactive projects launched while working at rural
hospitals. These projects involved providing local people with knowledge
on disease prevention, the proper use of medicines, and so on. These
issues were difficult and complicated, not only for the locals but also
well-educated people. Nevertheless, Dr. Sanguan and his team were able
to simplify the issues and communicate effectively with rural people. The
projects were mainly successful.
The Ability to Exercise Political Power to Realize the Story

This ability is exemplified by Dr. Sanguan’s leadership in terms of his
ideological influence over his colleagues. Although the staff at Rasi Salai
Hospital had already demonstrated a strong work ethic to improve the
plight of the poor, it was intensified by Dr. Sanguan’s dedication and
hard work to assist the rural people facing severe constraints. Also, despite
strong condemnation of the universal health coverage proposal, Dr.
Sanguan persistently explained its complexity to his fellow professionals.
He took steps to rectify the misperception that universal health coverage
would be detrimental to the medical community. Most importantly, Dr.
Sanguan understood that policy-making requires political affiliations.
The Ability to Foster Phronesis in Others

This ability is perceived through Dr. Sanguan’s fostering of his ide-
ology and work ethic among his functional ‘dream team,’ members
of which later went on to assume influential positions. Dr. Prateep
Dhanakitcharoen, former Deputy Secretary General of the National
Health Security Office (NHSO), was a at Rasi Salai Hospital, and Dr.
Winai Sawasdivorn, former Secretary General of NHSO, also worked
with Dr. Sanguan after the inception of NHSO. It is evident that in addi-
tion to each individual talent, Dr. Sanguan’s role model quality played a
vital role in fostering phronesis in his coworkers.
In addition to Dr. Sanguan’s characteristics identified by the Nonaka
and Takeuchi framework, other unique traits contributing to the success
of universal health coverage include:
Compassion and Empathy A tangible example of these traits lies in Dr.

Sanguan’s participation in many activities related to rural development
during his university student days. Also, once he began working he initi-
ated various projects to provide the underprivileged with easy access to
medical care. In addition, the main goal of universal health coverage was
the equitable entitlement to health care for all Thai people;
188 S. Chardchawarn
Perseverance Dr. Sanguan’s steadfastness in the pursuit of ambitious

healthcare system reform, despite the many difficulties faced, was initially
seen through his efforts to secure equitable entitlement to health care for
rural people. His keynote speech at the Komol Keemthong Foundation’s
annual conference in 1987 also exemplified his determination to achieve
access to primary health care and improved services for all Thai citizens.
In addition, Dr. Sanguan relentlessly focused on gaining support from
civil society groups and politicians, despite a series of failed attempts,
and he also faced strong opposition from his fellow medical profession-
als. But these difficulties did not deter Dr. Sanguan from his ambitious
goal. He demonstrated extreme diligence and a calm, rational manner in
explaining detailed information on Thai healthcare reform;
Flexibility Another unique trait of Dr. Sanguan was his ability to adapt
to changing circumstances that were often beyond his control. He
embraced change so it would not undermine his goal. This is shown
through the TRT leader’s receptivity to the doctor’s initially proposed
universal health coverage. Dr. Sanguan welcomed Thaksin’s intention to
modify the idea and make it one of the party’s campaign slogans; he even
became Thai Rak Thai’s primary agent of support to guarantee the mate-
rialization of such policies because he recognized their mutual objectives.
Notes
1. The Rural Medical Doctors Network was created in the late 1970s and
later became a foundation. It functions as a network among medical doc-
tors working in rural areas or community hospitals, sharing various infor-
mation, and knowledge among its members and providing support to
research and public health care. More importantly, it illustrates a strong
and active interest among medical doctors working in rural areas.
2. At that time, “action research” was new to the Thai public healthcare sys-
tem. Dr. Sanguan explained that action research was different from other
types of research because researchers had to participate or get involved
in actions or real situations. Researchers were obligated to perform their
duties and conduct research related to their work as well.
3. The Komol Keemthong Foundation was founded in 1971 in memory of
Mr. Komol Keemthong, a young teacher in a small school in the Wiang
Sa District in Surat Thani Province, who was shot death by a member of
the Communist Party. Its key objectives are not only to recognize Komol
but also to promote and recognize people for their outstanding contribution
to society. The foundation is currently one of the most active NGOs in

Thailand.
4. Dr. Prawase Wasi is a medical doctor by training. In the area of medical
services, he has been well recognized for his role in community and public
health. He won the Ramon Magsaysay Award for Government Service in
1981 and has been honored by the public as “Thai Senior Citizen.” Apart
from his high reputation in the field of public health, Dr. Prawase is also
widely respected among NGOs in Thailand.
5. There are various kinds of hospitals in the Bangkok metropolitan area
under the responsibility of other organizations, such as universities, the
Public Health Ministry, or local governments. A longer preparation period
is clearly required.
6. After winning the January 2001 election and forming the government, the
policies of the Thai Rak Thai Party were implemented but also criticized as
a form of populism. The “30 baht treats all diseases” policy also fell under
that category because the policy itself was so radical, causing drastic reform
in the public healthcare system, and its name sounded too market oriented.
References
Bumrungsakulsawad, O. 2009. Friendship Support mittraphab bumbad satta
alai 1 pee tee jak pai nai pat Sanguan Nitayarumphong [Friendship, Support,
Faith and Thoughts of Dr. Sanguan Nitayarumphong]. Bangkok: Kanjan
Printing.
Bureau of Policy and Strategy, Ministry of Public Health. 2006. Health Policy in
Thailand 2006. Bangkok: Ministry of Public Health.
Jaroenchiwakul, C., and Nitayarumphong A. (eds.). Sangdao haeng satta
nai pat. Sanguan Nitayarumphong [The Light of Faith Dr. Sanguan
Nitayarumphong]. Bangkok: Sahamit Printing and Publishing.
Nitayarumphong, S. 1987. Jak vikritakarn soo miti mai khong sataranasuk Thai
[From Crisis to New Dimensions of Thai Public Health]. Bangkok: Komol
Keemthong Foundation.
Nitayarumphong, S. 1990. Krong karn Khunharn: Karn pattana rabob sata-
ranasuk nai radab amphur [Khunharn Project: The Development of Public
Health Services at the District Level by the Operational Research Approach].
Bangkok: National Public Health Foundation.
Nitayarumphong, S. 2006. Struggling Along the Path to Universal Health Care
for All. Nonthaburi: National Health Security Office.
Nitayarumphong, S. 2007. Bon sen thang su lak prakan sukhaphab tu na [On the
Road to Universal Coverage]. Bangkok: Sapichit.
190 S. Chardchawarn
Pitayarangsarit, S. 2004. The Introduction of Universal Coverage of the Health

Care Policy in Thailand: Policy Responses. Unpublished PhD thesis, Submitted
to the University of London.
Websites Consulted
http://www.phranakornsarn.com/democrat/1474.html.
National Health Security Office (Organization Structure). http://www.nhso.
go.th/FrontEnd/page-contentdetail.aspx?CatID=NjQ=.
Interviews
Orajit Bumrungskulswats, Director of Medical Rehabilitation, Traditional
Medical and Community Health Care Program, 4 June 2014, Bangkok.
Prateep Dhanakijcharoen, Deputy Director General, the National Health
Security Office, 10 July 2014, Bangkok.
Prawase Wasi, Emeritus Professor, Mahidol University, 26 May 2014, Pathum
Thani.
CHAPTER 9
Case Study 8: Redefining Reality:

A Case Study of the Emerging Leadership
of Truong Chinh
Bui Phuong Dinh
Introduction
The years from 1982 to 1986 were marked by extreme difficulties for
Vietnam. The war against the United States invasion had just come to
an end, and the country was already involved in the international effort
to free Cambodia from the genocide being committed by the Khmer
Rouge, as well as in a border war with China. During this period, the
prevailing economic management and growth model, infamously known
as the bureaucratic-subsidized system, had entirely lost its efficacy and
was hindering the development of the country. In this context, Truong
Chinh demonstrated his capacity to think differently and lead the critical
debate on the course of Vietnam’s development. In later years, Truong
Chinh has been regarded as the architect of the reform program known
as Doi Moi, which the Communist Party of Vietnam (CPV) launched in
1986, and continues to implement today. The study of Truong Chinh’s
B.P. Dinh (*) 
Viet Nam Institute of Leadership and Public Policy, Ho Chi Minh National
Academy of Politics, Hà Nội, Vietnam

192 B.P. Dinh
journey of self-reflection, as well as the context in which he made impor-

tant decisions for himself and the country, is significant in terms of inno-
vative leadership and effective decision-making, which are some of the
key questions in leadership studies.
Profile of Truong Chinh

Truong Chinh (real name Dang Xuan Khu) was born in Vietnam
in 1907, to an intellectual family with a tradition of attaining prestig-
ious titles. His grandfather earned a doctoral degree under the Nguyen
Dynasty. His father was also a teacher. As a child, Truong Chinh ben-
efitted from a traditional Confucian education. Later, he entered Hanoi
College of Commerce, during which time he participated in Vietnam’s
revolution and was one of the founders of the Indochina Communist
Party in the North, the predecessor of today’s Communist Party of
Vietnam. Truong Chinh held the position of Secretary General of the
Communist Party of Vietnam from 1941 to 1956, and for 6 months
from July 1986 to December 1986. He also held the top positions of the
State: Chairman of the Standing Committee of the National Assembly
of Vietnam (now Chair of the National Assembly) and Chairman of
the State Council (today’s President of the State), from 1981 to 1986.
After the sixth Congress of the Communist Party of Vietnam, he was
appointed as Advisor to the Central Communist Party Executive
Committee. He passed away in 1988.1
Truong Chinh was well respected as a principled man possessing a
broad base of knowledge; he was also a cautious leader who always pro-
tected his own perspectives and beliefs and always took action in accord-
ance with the regulations and requirements of the organization. At the
same time, Truong Chinh was a brave and frank leader, who readily
accepted public responsibility and resigned from the position of the then
Labor Party of Vietnam for the mistakes he had made during the land
reform movement in North Vietnam between 1953 and 1956.
Historical Context
Between 1954 and 1975, Vietnam embarked on two simultane-
ous causes: the development of the political and economic base of the
socialist regime in North Vietnam, and the fight for the liberation of
South Vietnam. At that time, North Vietnam was significantly reliant
9 CASE STUDY 8: REDEFINING REALITY … 193
on large-scale aid from the Soviet Union, China, and other socialist
countries to meet its needs during the battle for unification. In-kind
aid from these countries was also fixed at subsidized prices. In South
Vietnam, a market economy was developing, based on market ele-
ments established during the French colonial period prior to 1945.
Light industry and consumer goods such as food products, construc-
tion materials, and banking and credit, were quite strong. Some sectors
of the economy in the South relied on services—provision, logistics,
and repair—for the American and South Vietnamese armies. However,
it also depended on aid from the United States to serve its war needs.
According to the Asian Development Bank, U.S. aid accounted for one-
third of the total GDP of South Vietnam by the late 1960s (van Arkadie
et al. 2004).
After liberation and official unification in 1975, a large-scale process
was undertaken to actually unify the country in all political, economic,
national defense, and other aspects.2 A Soviet type of centrally planned
economy, also known as a command economy, was put in place. This
economic management mechanism was applied to all sectors of the econ-
omy, from industry and agriculture, to the distribution and circulation of
commodities. In industry, the State assumed control of the entire plan-
ning process, including the supply of materials and the control of prod-
uct off takes, and product sales to the public. In agriculture, farmers
worked in cooperatives and were managed by a daily roll-call check-in
system. The State would buy rice and other foods at fixed prices, and
resell them to the public, also at fixed prices. The State was also respon-
sible for the distribution and supply of other public necessities at fixed
prices. There was absolutely no market regulation of business and trade
transactions and the exchange of goods.
Aspirations for future economic growth were set forth in the Fourth
Party Congress held in December 1976, which acknowledged the limi-
tations of the industrialization policies in the North prior to 1975, and
calls were made to allocate a greater share of the nation’s investment
resources to the agricultural sector. This call, however, did not appear to
be reflected in the strategic objectives for economic development identi-
fied by the Congress, namely to:
• Rapidly create the material and technical bases for socialism;

• Take the economy from small-scale production to large-scale social-
ist production, with a modern industrial and agricultural structure;
194 B.P. Dinh
• Give priority to the rational development of heavy industry on the

basis of developing agriculture and light industry, with the intensifi-
cation of agricultural production being regarded as the main task of
the initial 1976–1980 5-year plan;
• Redistribute the social workforce to make productive use of unused
land, found mostly in the hilly and mountainous regions;
• Organize districts as economic agro-industrial units;
• Build the national economy taking account of the need for national
defense;
• Develop simultaneously a flexible central economy and regional
economies;
• Promote rapid technical and scientific development;
• Transform the South gradually in order to establish an integrated
socialist nation; and
• Resolve the nation’s economic management problems.
The objectives and directions of economic growth set out in the Fourth
Party Congress were seen as impractical, based as they were on inac-
curate assumptions of the power of bureaucratic-subsidized centraliza-
tion as well as aid and support from socialist countries, including the
Soviet Union, China, and the Eastern Bloc. Triumph-induced joy
was translated into subjective directions and goals. Large-scale cam-
paigns including industrial and trade reforms, coerced cooperation, and
coupon-based distribution of necessities were introduced vigorously
throughout the country. As a consequence, the momentum of eco-
nomic growth faltered after only 1 year, leading to the unpredictable
challenges that followed.
In 1978, Vietnam signed a comprehensive friendship and mutual
assistance agreement with the Soviet Union. In the same year, Vietnam
became an official member of the Council for Mutual Economic
Assistance, or COMECON, an economic union of socialist countries.
The centrally planned economy, which functioned well during wartime,
now revealed its weaknesses when applied nationwide by the late 1970s,
leading to unpredictable consequences:
• Largely unmet key economic targets set by the Fourth Party

Congress;
• Stagnation of industrial manufacturing as the State was unable to

meet the demands for input materials and product off take;
• Declining agricultural production with farmers abandoning produc-
tion fields, and/or attempting work stoppages;
• Serious impacts on the lives of citizens, with the coupon-based sales
regime, though reduced to minimum levels, unable to ensure suf-
ficient supplies; and
• Proliferating black markets and reselling subsidized goods at pre-
mium prices.
Statistics show that the economy grew only in 1976, declining in 1977
and 1978, before taking a serious plunge in 1979 and 1980. In addition,
Vietnam was simultaneously engaged in two additional wars: one along
the southwestern border against the Khmer Rouge to halt the genocide
underway in Cambodia, and the other in the northern border against
the Chinese invasion. Both wars soon further ravaged a country that
had just recently stepped out of a 30-year conflict. Vietnam now faced
an embargo from the U.S. and its allies over the conflict in Cambodia,
and all economic ties with China, including its aid, were suddenly termi-
nated. Vietnam’s economic outlook worsened. In this context, some ini-
tial efforts were made to break down the bottlenecks in the manufacture
and flow of goods in an attempt to save the economy from collapse.
These efforts were supported by a Resolution by the Sixth Plenum of
the Fourth Central Committee of Vietnam Communist Party held on
September 20, 1979, that outlined the situation and the urgent tasks
that should be undertaken. This resolution allowed for some measures to
mitigate the impact of industrial and trade reforms and coerced coopera-
tion. It also addressed certain roles of national capitalists, the need to use
economic measures to manage a free market, and permission to circulate
goods at prices higher than the levels set by the State. It was this resolu-
tion that introduced the term bung ra (unbending), which later became
more common as phá rào (fence-breaking) .
The overall spirit of the new circulation and distribution policies was
to promote the “unbending” of manufacturing, following the directions
set by the Party. It was imperative to set manufacturing development
as the highest criterion against which to measure their appropriateness.
Later on, the Resolution by the Sixth Plenum in 1979 was regarded as
the first breakthrough in economic thinking in Vietnam.
196 B.P. Dinh
Directive No. 100-CT/TW dated January 13, 1981, by the Central

Party Secretariat, promoted the assignment of lump-sum output targets
for laborers and groups of laborers in agricultural cooperatives. This
directive was based on lessons learnt from the well-known examples of
agricultural lump-sum production practices in Vinh Phuc in 1968, and
in Haiphong in 1977, and from the negotiation-based trading of agri-
cultural produce in the southern provinces of Long An and An Giang in
1977 and 1978 (Đặng Phong 2014). The directive resulted in the fol-
lowing policy changes:
• The roll-call check-in system for the members of agricultural coop-

eratives was eliminated;
• Land was assigned to farmers for use;
• Tax liabilities were imposed by field productivity; and
• The right to use product surpluses was given to farmers.
Initial Signs of Truong Chinh’s Mindset Change

As Chairman of the State Council, Truong Chinh paid great atten-
tion to economic development and the protection of the country. In
the early part of the 1980s, the country suffered from a serious eco-
nomic slowdown. Although Vietnam’s leadership had shown signs of its
changing awareness of the need for economic reform originating in the
fence-breaking cases, in general, the leadership as well as the people of
Vietnam did not know what action to take to break away from the cen-
trally subsidized mechanism. Some fence-breaking cases were deterred
because they violated the basic principles of the socialist system’s pro-
duction and distribution relationship. The State Chairman’s office fre-
quently received official reports submitted by ministries and agencies as
well as petition letters from Communist Party members. The economic
slowdown at the time was completely contrary to the expectations of the
country’s leadership, including Truong Chinh. However, based on the
context of the country’s outlook and redevelopment, its involvement in
two border wars in the North and South, and the West’s blockade and
embargo were always viewed as the major objective reasons behind the
country’s difficulties. The subjective reasons implied improper imple-
mentation or low awareness and determination of the subordinate
officials and ordinary people. This situation may have reflected the per-
sistent belief that “policies are always right, only their implementation
is wrong.” The nation’s difficulties appeared as dilemmas with no ready

answers. Truong Chinh himself could not find the answers for the real-
ity confronting the nation. Thus, Truong Chinh, as well as many other
leaders, understood the need for major changes in the economic man-
agement and operation of the country; they just could not find answers
as to how and where these changes should occur.
Truong Chinh aired his concerns during frank talks with two close
associates—one his cousin, the other his own son. Dang Quoc Bao,
Truong Chinh’s cousin who served as the former head of the Central
Propaganda Committee, told him:
First of all, you should update your system of knowledge. I will help you
by providing you with the world most advanced economic theories, not
only the ones belonging to Socialism. Secondly, you should have practical
penetration. You should dare to listen to the people who oppose and com-
plain about us, especially the voice of the public. You should find ways to
encourage them to be frank and honest (Đặng Phong. 2014).
Dang Xuan Thanh, a son of Dang Xuan Ky and grandson of Truong

Chinh, elaborated on this situation:
My father (Mr. Dang Xuan Ky who served as vice director of the Ho Chi
Minh Museum then) didn’t live with him (Truong Chinh). However, usu-
ally on the weekend, on Sunday or Saturday afternoon, our family would
have dinner with him. After dinner, my grandfather and my father often
talked about life while drinking tea or walking in the garden. On these
occasions, my father told my grandfather about the reality of life. My
father even told jokes for him to better understand people’s reactions to
difficult life situations. As usual, these anecdotes would always blame and
hold the government officials and leaders responsible for failed economic
conditions (Interview with Dang Xuan Thanh in May 2014).
It has been reported that in late 1982, Truong Chinh made important
decisions that would be seen as the starting point in the process of self-
reflection: he replaced his team of assistants and began to organize trips
to local areas without giving advance notice. According to Tran Nham,
former assistant to Truong Chinh:
In a working session at the end of November 1982, he (Truong Chinh)

affirmed that “this situation cannot be prolonged and we cannot continue
198 B.P. Dinh
with this way of thinking, way of working, and the old way of work, the
old policy and management mechanism. However, to replace the old with
the new, it is necessary to master the theory, understand the practice, and
look directly at the reality to see what we have or haven’t been able to do.”
So he decided to do two urgent things. First, he set up a research team
including people who had a new way of thinking to study some theoretical
and practical issues in our country (Vietnam) as the basis for the method-
ology in the next steps. Second, he organized field trips at the local level to
find out what is good, what is bad, lessons of success and failure in order
to reform our way of thinking and working (Trần Nhâm 2005).
In 1982, Truong Chinh visited and worked in the communes that had
been implementing the allotment policy in accordance with Directive
100-CT/1981 on product allotments in agriculture. It is worth noting
that he opposed such allotments in Vinh Phuc Province in 1968, so he
did not completely believe in the rationale of Directive 100-CT/1981
on allotments. During a visit to his hometown in Xuan Hong commune,
Nam Dinh Province, his relatives frankly described the reality of the for-
mer cooperatives and the initial success of allotments. Only after this visit
did he change his mind and express support for the allotment policy in
agriculture.
During the 2-year period from 1983 to 1984, he continuously vis-
ited provinces in the South, such as Dak Lak, Gia Lai-Kon Tum, Dong
Nai, Con Dao-Vung Tau, Lam Dong, and especially Ho Chi Minh City,
the economic center of the country and also where fence-breaking cases
in production and distribution had taken place. Unlike the allotment
mechanism in agriculture in the North which focused mostly on food
production and partly on consumption of agricultural products for farm-
ers, fence-breaking cases in the South were related more to restoring the
demand-supply relationship in the production of goods.
In Lam Dong Province, Truong Chinh attended a workshop in Da
Lat with the participation of hundreds of managers from state-owned
enterprises. The purpose of the workshop was to exchange accounts
of difficulties and solutions for such enterprises. Here he met the Vinh
Hoi Tobacco factory director, who had increased factory production
after a long period of production stagnation caused by State agencies
failing to supply sufficient input materials as planned. This was also the
very first enterprise to borrow foreign currency directly from the Bank
for Foreign Trade of Vietnam, especially from the Ho Chi Minh City
branch, to import input materials to produce semi-finished products so

that foreign currency could be earned and capital circulated.
In 1985, Truong Chinh came to work in the province of Quang
Nam-Da Nang (now the province of Quang Nam and the city of Da
Nang), Nghia Binh Province (now Quang Ngai and Binh Dinh prov-
inces), then returned again to Ho Chi Minh City. Through these visits
he recognized the wide discrepancy between the reality of life and his
expectations. According to the testimony of some people who talked
with him during these visits, Truong Chinh was heard to utter: “Since
then I have had to reconsider a few important issues (Đặng Phong
2013).” Mai Chi Tho, the former chairman of the Ho Chi Minh City
People’s Committee, recalled the following:
After field trips to some provinces and Ho Chi Minh City, Truong Chinh
said: “Previously I had to listen to misleading reports, which were far from
reflecting reality” (Đặng Phong 2013).
This realization helped him recognize part of the truth and inspired the
hard thinking process of a country’s leader.
Looking for Understanding in New Knowledge

As one of the top thinkers of the Party and the State, Truong Chinh
looked not only for the truth, but also paid great attention to scientific
understanding of reality. Such understanding filled the gap between real-
ity and desires or expectations, and helped him recognize the objective
rules that determine the development of reality and the larger processes
in society. His process of self-reflection went beyond the “fence-break-
ing” initiative, which mostly was intended to deal with immediate
problems. He was keen to seek more solid justification for important
leadership decisions on the future of the country. Within that process,
members of Truong Chinh’s consultant secretariat, including young
scientists, optimized their capacity and devotion to the country. Tran
Nham, former secretary to Truong Chinh, recalled the details:
The consultant secretariat included Le Xuan Tung, Dao Xuan Sam from
the Ho Chi Minh National Political Academy; Tran Duc Nguyen, Le
Van Vien, and Nguyen Thien from the Central Economic Committee;
Vo Dai Luoc and Duong Phu Hiep from the Vietnam Academy of Social
200 B.P. Dinh
Sciences; and Ha Nghiep and Tran Nham from Truong Chinh’s own
office. Over 4 years from 1982 to 1986, the research group held regular
meetings, devoting themselves to studying and analyzing theoretical and
practical issues for Vietnam as the basis for Truong Chinh to develop the
methodology to form a new way of thinking. The series of issues studied
by the research group can be listed as: reviewing the basic viewpoints of
Marxism–Leninism; the basic contents of Lenin’s New Economic Policy,
and the application of new viewpoints to Vietnam’s reality in the context
of Doi Moi (renovation); the issue of divergence in the interim period; the
features, contents and basic tasks of each period; and the necessary break-
throughs to escape the economic crisis… (Trần Nhâm 2005).
The requirements that Truong Chinh set for the research group
included the basic theories of the New Economic Policy model initiated
by Lenin, and its applicability to Vietnam’s context as well as specific
issues for necessary breakthroughs. In a regular meeting session, Truong
Chinh set very clear requirements:
• Clarify the theory and practice of Lenin’s New Economic Policy

and the usefulness and efficiency of such a policy in the period
1921–1924 and the following years in the Soviet Union. After
Lenin passed away, what were the problems and results of the
implementation of the New Economic Policy? How can it be
applied to our country in an appropriate way?
• Leverage policies: financial, monetary, price, and wage issues; how
can they be applied in Vietnam in line with the rule: value is real-
ized immediately in the initial interim period?
For Truong Chinh, Lenin’s New Economic Policy was highly sig-
nificant. On the one hand, it explained and gave suggestions on how
to reform economic thinking, and on the other hand, it ensured that
reformed economic thinking did not break with the orthodox Marxism–
Leninism platform. The New Economic Policy was about to reopen,
rethink, and inherit a treasure in the specific conditions of Vietnam.
The explanations of the consultant secretariat originated in their cor-
rect understanding of the market economy, the economic management
mechanism that it uses, and on how an economic model based on objec-
tive market rules would work. These viewpoints were not popular at the
time because they differed from and contradicted the official line, but
the consultant secretariat proved lucky in that Truong Chinh maintained
an open, democratic atmosphere, listening, and respecting other people’s

ideas:
The democratic environment that he [Truong Chinh] mentioned is one

with the freedom of being innovative and creative ensured by a democratic
regime…It placed the research group into a creative competition respect-
ing each other’s results, criticizing each other and gaining from each other
(Trần Nhâm 2005, 33).
A Turning Point in the Change in Economic Thinking
Speech at the CPV’s Sixth Central Committee Plenum, Legislature V

in 1984 and Eight Central Committee Plenum, Legislature V, in 
1985
At the sixth Central Committee Plenum, after the speech by the then
powerful Secretary General of the CPV, Le Duan, Truong Chinh gave
a famous speech in which he outlined a series of new perspectives on
economic thinking and the economic management mechanism for the
interim period toward socialism in Vietnam. In this speech, he used a
series of arguments based on Lenin’s New Economic Policy. He affirmed
the inevitability of economic rules in the interim period, and at the same
time recognized the role of the market:
So, it is necessary to change the way of thinking and looking and our policy. In
economic management, we have to respect the economic rules in the interim
period, and most practically in the first part of the current journey. Only by
doing so we can avoid the possible collapse of the economic and financial sys-
tem. From the remark that “we are just in the initial part of the journey to
the interim period toward socialism,” there are still many economic actors, and
producing small goods is still prevalent; so like it or not, we have to recognize
the objective existence of the market, that is the reality our society is living with
every day: the buying, selling, exchanging activities in any form, in any place,
using the market as the standard for measurement and comparison.3
Recognizing that the existence of the market and its economic rules
would lead to urgent reform of the economic management mecha-
nism, Truong Chinh affirmed this recognition with a decisive, noncom-
promising attitude. At the eighth Central Committee Plenum, 1985,
Truong Chinh’s innovative ideas convinced more and more people and
202 B.P. Dinh
dominated the discussions within the Central Committee. He strongly

stated:
We will replace the period of managing the economy mainly by adminis-

trative commands, which is a typical reflection of the centrally controlled
economic management system with bureaucracy and subsidies, with an
economic management system based on the proper application of objective
rules….4
Under such strong leadership, the eighth Central Committee Plenum,

Legislature V in 1985, was considered the second breakthrough in
economic thinking. It can be said that after the period of these strong
statements, Truong Chinh had passed the stage of exploring and under-
standing in terms of economic thinking. He now understood how he
could take actions to lay the initial foundation for the Doi Moi process in
Vietnam.
Truong Chinh’s remarks about the new economic thinking were
received with sympathy and support from ordinary people, especially
those directly employed in the manufacturing and business sectors.
However, many comrades and government officials expressed concerns
that “this economic thinking would bring about the demise of social-
ism.” Another interesting point at this time was the vehement opposi-
tion by the former Soviet Union’s senior advisors, led by former prime
minister of the Soviet Socialist Republic of Moldova, to the idea of a
multi-sector economy and economic management based on market
mechanisms (Dao Xuan Sam and Vu Quoc Tuan 2008).
This meant that Truong Chinh spent much time and effort fighting
conservative viewpoints, gradually convincing senior Party and State offi-
cials, as well as the nation’s people, of the need to enact reform. Right
before the CPV’s Sixth Congress in 1986 he acknowledged the continu-
ing debate within the party:
To oppose bureaucratic centralism and the system of state-subsidized eco-

nomic management is an extremely hard struggle between the new and the
old, between the progressive and the backward, between the dynamism of
the demand for renewal on the one hand and conservatism and the iner-
tia of habits on the other, between the need to establish the real right to
socialist collective mastery of the working people and the individualism of
certain people who, in the name of defending socialism, try to keep their
own special rights and gains. This struggle is taking place within our Party,
within our state bodies and mass organizations, within our people, within
each level and each branch of activity, and within every one of us.5
Then an unexpected event occurred: a middle-of-the-road wage and

price reform and revaluation of the national currency in September
1985 proved a complete failure, leading to hyperinflation of about 90%
in 1985, and 700% in 1986 (van Arkadie and Mallon 2004). The entire
economy was on the verge of collapse. Historical documents show that
Truong Chinh, being Chairman of the State Council, signed the decision
to revalue the national currency, although he had earlier insisted that
the economy at the time, much like a patient with a serious disease, and
could not withstand the heavy shock of currency revaluation. However,
as a Communist Party member, he followed the decision of the CPV’s
Politbureau to revalue the national currency.
On the other hand, the failure of wage and price reform and currency
revaluation had a positive impact; that is; there was no more room for
middle-of-the-road reforms but a need for comprehensive, deep-rooted
changes.
A Moment of Truth
On July 10, 1986, Party Secretary General Le Duan died and Truong
Chinh was elected his successor. He now simultaneously held the
nation’s top two positions of Party Secretary General and Chairman
of the Council of State. The Sixth Party Congress was only 6 months
ahead, and, typically, such a short period before a Party Congress was
the time when all political reports were basically made ready and sub-
ject only to minor revision. The political report (for the Sixth Party
Congress) had been drafted with hands-on direction and input from
the late Party Secretary General Le Duan. It was during this particu-
lar moment that Truong Chinh demonstrated his extraordinary strength
and quality as a leader whose actions were based on the firm beliefs
of his mission to lead the country to follow a new development path.
Having found out that the report neither met the urgent demands of
reality, nor reflected the new economic thinking that had been discussed
and adopted at previous Central Committee meetings, he decided to
rewrite the political report under his direct leadership. The drafting
team consisted of more than ten people, including his trusted secretaries
204 B.P. Dinh
Le Van Vien, Ha Nghiep, Tran Duc Nguyen, Le Xuan Tung, and Dao
Xuan Sam. The spirit of the entire report, mirroring self-reflection by
the leader, would be felt by his cadres and people throughout the coun-
try.
Before the Congress, Truong Chinh organized a series of seminars
and conferences to discuss and agree on the breakthroughs and major
innovative ideas to be included in the political report. Apart from eco-
nomic topics, the Party’s leadership was also dissected to identify its
weakness and hence the corrective actions required. Assessing the impor-
tant mistakes made in steering the economy and all other aspects of the
country after 1975, the political report presented by Truong Chinh hon-
estly admitted the seriousness of lingering mistakes and their root causes:
The aforementioned mistakes are serious and lingering in terms of major

directions and policies and also in terms of strategic driving and execution.
These mistakes in economic and social leadership stem from defects in the
mindset, organization and human resource development of the Party. This
is the cause of all causes.
For Truong Chinh, these mistakes had to be fixed by renovation:

Faced with the urgent needs of reality, the Party’s leadership needs
some fundamental step-change renovation to ensure its revolutionary
leading role and to fulfill its glorious mission. This step-change renova-
tion must be demonstrated through:
• Renovation (Doi Moi) of paradigms, knowledge, and mindset; and

from there, renovation in leading, especially in the economic field,
which is the most important area and also the Party’s weakest one
currently;
• Renovation (Doi Moi) in working styles and manners;
• Renovation (Doi Moi) in organization and human development.6
To correct the errors and overcome their consequences, the political

report highlighted three fundamental economic viewpoints that reflected
in the most concentrated way what Truong Chinh himself had consid-
ered over the course of 4 years about the right path for the country’s
economic growth:
First, in economic structuring, it is imperative that agriculture is the first

and foremost battlefield; second, in socialist reforms, it is imperative that
a multi-sector economic structure is unique to the transition periods; and
third, while planning is central, it is imperative that monetary relationships
are utilized in a proper way.
The three fundamental economic viewpoints were regarded as the third

breakthrough in economic thinking, and were significantly important in
changing the thinking and arguments about socialism. During the Sixth
Party Congress in 1986, together with Pham Van Dong and Le Duc
Tho, Truong Chinh withdrew his nominations for the Party’s leading
positions in order to transfer authority to a new generation of leaders,
that is, the leaders of a Doi Moi-oriented Vietnam. Truong Chinh passed
away in 1988. Three years later, in 1991, the market economy and mar-
ket mechanisms were given official status in the Strategy of Stabilization
and Socio-economic Development until 2020 and the Platform of Nation
Building in the Transition Period to Socialism, adopted at the CPV’s
Seventh Congress.
Lessons to Be Learned: Self-Reflection as a Knowledge

Creation Process
The process of Truong Chinh’s self-reflection from 1982 to 1986 can
be seen as a typical example of the process of knowledge creation, with
the clear outcome being changes in the mindset of the leader and deci-
sions to support Vietnam’s Doi Moi direction. This process started from
doubts about the relevance of subsidized, centralized economy the-
ory principles, with the State playing the absolute dominant role, and
ended with confidence about the appropriateness of market economy
theory and the role of the State in providing orientation and regulation.
Without question it can be said that universal knowledge of the market
economy was unlocked and gradually recreated in the specific context of
Vietnam in 1986. This recreation process is ongoing in today’s world,
and important responsibilities have been placed on Vietnam’s current
leaders.
Throughout this process, attention should be paid to two very
important phenomena: the conversion between tacit knowledge and
explicit knowledge, and the Ba concept as seen in the narrower context
206 B.P. Dinh
of a facilitating environment for knowledge conversion in an agency

or organization. In broader terms, it is a society facilitating the inter-
action of thoughts and actions between and among different play-
ers. According to Nonaka, and following philosopher Whitehead,
knowledge represents a “process rather than a phenomenon or an event”
(Nonaka, Toyama, and Hirata 2008), and knowledge, especially prac-
tical wisdom or phronesis, is created during the process of interaction
with reality.
A Relentless Search for Truth

In 1982, Truong Chinh was 75 years old, but age did not prevent him
from starting his journey of self-reflection. As a revolutionary he had
devoted his entire life to the independence and prosperity of the nation.
That was the kind of truth he had sought relentlessly, a belief that he
always kept in mind. But as leader of the Party and the State, the reality
of life in the country was mostly conveyed to him through rosy reports
and other such positive means. Controversial information gleaned
through discussions with his family and close acquaintances gave rise to
doubts about the perfect match between idealistic aspirations and actual
reality. But positive doubts, as always, are an important catalyst in the
self-reflection process.
One can guess that Truong Chinh decided to replace his consultant
secretariat in exchange for hopefully better access to the latest informa-
tion on economic thinking, and he also began to conduct field trips at
the local level, not always sure where it would lead him. But the one
thing he was sure about was how to know, how to understand, and
how to feel reality. The process of knowledge formation as the founda-
tional justification for Doi Moi was one of repetitive circles and spirals,
not always upwards but sometimes downward, sometimes standing still.
Truong Chinh was fully aware of this process, but he chose to view it as a
rule of time:
Different ideas, through candid and responsible discussions and exchanges,

will lead to agreement. If agreement cannot be reached through discus-
sion, then it’s necessary to wait until awareness is raised through exposure
to reality, leading to gradual changes and then final agreement (Trương
Chinh 1987).
The intensive field trips he undertook enabled Truong Chinh to develop

new ideas that challenged his long-standing beliefs, and commanded
further explanations and answers to the questions posed (see Annex 1).
By connecting the different Ba of different people, e.g., the Ba of ordi-
nary farmers with the Ba of young intellectuals and the Ba of his own
senior-level cadres, Truong Chinh was able to envision the larger pic-
ture and continuously recreate the frameworks of new economic think-
ing. Knowledge was thus being created not only incrementally but also
through disruptions and breakthrough moments. The failure of wage
and price reform and currency revaluation in 1985 served as clear evi-
dence of the reinforced determinants supporting Truong Chinh’s aware-
ness of the need for a comprehensive, deep-rooted program of reform.
Emerging Phronetic Leadership

Among his contemporaries Truong Chinh proved an outstanding
leader, thanks to his ability to judge goodness. His sufficient educational
background, together with the personal experience of success and fail-
ure (during the land reforms of 1953–1956), enabled him to make the
right decisions for himself, his organization, and the nation. The idea
of changing mindsets, and first and foremost a shift in economic think-
ing, was imperative for the country and the times; it reflected Truong
Chinh’s ability to grasp the core essence of things as a great leader and
intellectual. In addition, thanks to advice received from his secretaries
he was able to use the language and metaphors of economics to convey
and convince his associates, as well as those still in doubt, or with oppos-
ing conservative opinions. In fact, by empowering his secretaries to fully
leverage their own strengths and contributions, Truong Chinh was able
to create a democratic atmosphere, or Ba, where open, critical and con-
structive discussion and debate were encouraged. As the top leader of the
Party and the State, Truong Chinh reaffirmed the need to ensure free-
dom of research, presentation, and protection of viewpoints and argu-
ments in scientific platforms and before senior managers without fear of
discrimination.
Once elected Secretary General and Chairman of the State Council,
Truong Chinh seized the opportunity to exercise political power to insti-
tutionalize his reform ideas in the political report prepared for the Sixth
Congress. Apart from that, he was also able to use his soft power to
208 B.P. Dinh
achieve support and buy-in from his associates, even among those who
were initially resistant to his innovative ideas.
Epilogue
Doi Moi reform in 1986 provided a strong impetus to development in
Vietnam. A market economy with a socialist orientation has been rec-
ognized and implemented in Vietnam since that date. After 30 years of
Doi Moi, Vietnam has left poverty behind and transformed itself into a
low-to-middle income developing country.7 But the debate on socialist
orientation combined with the market economy remains ongoing. The
debate becomes more heated when growth declines with the weaken-
ing momentum of Doi Moi reform. The debate revolves around criti-
cal issues such as perfecting the market economy’s institutions, the role
of the state sector, the role and functions of the government, and the
catch-up and comprehensive integration into the global and regional
systems. Therefore, the leadership lessons learned from Truong Chinh
being a key proponent and architect of Doi Moi will retain their meaning
and value, to help us better understand and predict the difficult path of
Vietnam at the present time.
Notes
1. Communist Party of Vietnam website www.cpv.org.vn: Truong Chinh’s
Profile.
2. Thông báo của Hội nghị Hiệp thương Chinh trị thống nhất Tổ quốc
(Press announcement of the Political Consultation for Fatherland
Reunification), September 21, 1975.
3. Trường Chinh. Bài phát biểu tại Hội nghị Trung ương lần thứ 6, khóa V,
năm, 1984 (speech at the sixth Central Committee Plenum, Legislature V,
July 1984).
4. Trường Chinh. Bài phát biểu tại Hội nghị Trung ương lần thứ 8, khóa V,
năm, 1985 (speech at the eighth Central Committee Plenum, Legislature
V, June 1985).
5. Trường Chinh’s speech on the CPV’s economic thinking, September
1986.
6. Báo cáo Chính trị tại Đại hội lần thứ VI (CPV’s Central Committee
Political report to the Sixth Congress, Dec. 1986).
7. http://www.worldbank.org/en/country/vietnam/overview, accessed 6
May 2015.
Annex 1: Truong Chinh’s Journey of Self-Reflection
Attribute Later 1982 1983 1984 1985 1986
Socialization. Sharing Talks with Dang Quoc Visit to provinces Visit to provinces Visit to provinces and
and creating tacit Bao and Dang Xuan and locations of and locations of locations of fence-
knowledge through Ky. Decision to set up fence-breaking fence-breaking breaking cases
direct experience a new expert team and cases cases
(Empathizing) visit local areas without
advance notice
Externalization. Continuing dialogue Continuing dia- Continuing dialogue Speech to various audi-
Articulating tacit knowl- with the expert logue with the with the expert team ences to garner support
edge through dialogue team on the theo- expert team on on the theoretical
and reflection retical foundation the theoretical foundation of new
(Conceptualizing) of new economic foundation of economic manage-
management new economic ment institutions
institutions management
institutions
Combination. CPVPlenum No CPVPlenum No 8, CPVPolitbureau meeting
Systemizing and apply- 6, 1984, where 1985, decision on on Truong Chinh’s
ing explicit knowledge Truong Chinh price, wage and cur- key points of economic
and information unveiled 10 items rency reforms management
(Modeling) on economic
management
Internalization. Learning Implementation and Appointed CPVSecretary

and acquiring new tacit failure of price, wage General
knowledge in practice and currency reforms Rewriting the political
9 CASE STUDY 8: REDEFINING REALITY …
(Practicing) Reinforced the urgent report to the CPVSixth

need for Doi Moi Congress
209
Resigned from the position

of CPV Secretary General
210 B.P. Dinh
References
Dang Phong. 2013. Tư duy kinh tế Việt Nam 1975–1989 [Economic thinking in
Dang Phong. 2014. Phá rào trong kinh tế vào đêm trước Đổi mới [“Fence-
Vietnam 1975–1989]. Ha Noi: Tri Thuc Publishing House.
breaking cases” in the economy during the pre-reform period]. Ha Noi: Tri
Thuc Publishing House.
Dao Xuan Sam, and Vu Quoc Tuan eds. 2008. Đổi mới ở Việt Nam – Nhớ lại và
suy ngẫm [Doi Moi in Vietnam—Recalling and Thinking]. Ha Noi: Tri Thuc
Publishing House.
Nonaka, I., R. Toyama, and T. Hirata. 2008. Managing Flow—A Process Theory
Tran Nham. 2005. Trường Chinh với hành trình đổi mới tư duy [Truong Chinh
of the Knowledge-Based Firm. New York: Palgrave-Macmillan.
in a way of Changed Thinking]. Ha Noi: Chinh Tri Quoc Gia Publishing
Trương Chinh. 1987. Đổi mới là đòi hỏi bức thiết của đất nước và của thời đại
House.
[Doi Moi is an Urgent Need for the Country and for the Contemporary Era].
Ha Noi: Su That Publishing House.
van Arkadie, Brian, and Raymond Mallon. 2004. Vietnam: A Transition Tiger?
Canberra: Australian National University Asia Pacific Press.
CHAPTER 10
Knowledge-Based Public Sector Reform:

The Philippine Experience
Alex B. Brillantes Jr., Bootes Esden Lopos

and Lizan E. Perante-Calina
Introduction
This chapter discusses the state of governance in the Philippines in the
most general terms. It also discusses the imperatives of knowledge-based
This research study was undertaken by the Philippine Society for Public
Administration (PSPA) for the National Graduate Institute for Policy
Studies (GRIPS). It is part of a bigger “Research Project on Leadership and
Management Development in Asian Countries” commissioned by the Japan
International Cooperation Agency (JICA). The leadership and guidance of
Professor Kiyotaka Yokomichi and Professor Masaei Matsunaga of the Graduate
Institute for Policy Studies is gratefully acknowledged.
A.B. Brillantes Jr. (*) · B.E. Lopos · L.E. Perante-Calina 

National College of Public Administration and Governance University of the
Philippines (UP-NCPAG), Quezon City, Philippines
e-mail: [email protected]; [email protected]
B.E. Lopos
L.E. Perante-Calina
e-mail: [email protected]; [email protected]

212 A.B. Brillantes Jr. et al.
public sector reform in relation to the ultimate goal of making govern-

ance and public administration institutions more responsive to the needs
of the people, and restoring trust in government. More specifically, at the
outset, we discuss two major public sector reform (PSR) strategies: reor-
ganization and decentralization. Drawing upon these reform strategies,
the section uses a framework for PSR that the authors developed ear-
lier (Brillantes and Fernandez 2008; Brillantes and Perante-Calina 2013),
based on the unique Philippine experience. This framework argues
that for PSR to be effective and responsive, reforms should target two
major areas: (1) institutions including processes and procedures; and (2)
mindsets, paradigms, and behavior. These reforms should be reinforced
by leadership (the duty bearers), and by the active participation of the
citizens and the people (the claimholders). A key feature of this frame-
work is the centrality of the shared vision that underpins institutional and
behavioral reforms, and is jointly held by the leadership and the people.
A final feature of the PSR framework is communication; it is imperative
that reforms initiated should be communicated to the rest of the com-
munity and stakeholders not only to promote ownership, but also to sus-
tain the implementation of said reforms.
While participating in a research project organized by the Graduate
Institute for Policy Studies, with Professor Ikujiro Nonaka’s concept
of wise leadership for a knowledge-based society serving as the frame-
work, the authors concluded that the Governance Reform Framework
(GRF) used in the Philippines could be enhanced, and would certainly
be enriched, by the work of Professor Nonaka. It is within this context
that we argue that for PSR to be sustainable, reform initiatives should be
dynamic and driven by the continuous pursuit, creation and advancement
of knowledge, with leadership—characterized by Nonaka as “phronetic”
and “wise”—playing a key role in the advancement of the process.
The chapter is divided into three parts. The first discusses the context
of the study, providing an overview of the public sector reform efforts in
the Philippines by focusing on two major broad PSR strategies, reorgan-
ization, and decentralization. It discusses a general framework for PSR
that the authors have developed over the years based on the Philippine
PSR. The second part discusses the highlights of the two case studies
prepared for the project, analyzed from the perspective of the knowl-
edge creation and phronetic leadership framework of Professor Nonaka.
The case studies are focused on the experience of selected leaders of the
Philippines from the national government, local government, and civil
10 KNOWLEDGE-BASED PUBLIC SECTOR REFORM … 213
society, whose efforts, initiatives, and innovations have led to the sig-
nificant transformation—and reforms—of their respective institutions.
Finally, the third part discusses the composite enhanced framework for
the analysis of public sector reform developed on the basis of the original
PSR framework, and enriched by the Nonaka framework.
Part I: Public Sector Reform in the Philippines:

Continuous Reorganization and Decentralization
Reforming the public sector has always been a continuing and universal
challenge for most political and administrative systems throughout the
world. Much has been written about the imperatives to reform govern-
ance, as is reflected in the many movements within the discourse of pub-
lic administration. Modern public administration itself—as articulated
in the New Public Administration (NPA) theories of the seventies and
the New Public Management (NPM) approaches of the nineties1—has
underscored the imperatives of drawing from, among other things, the
experience of the private sector, and the need to design and implement
appropriate approaches to enhance stakeholder involvement through
consultation and decentralized management. Thus, reorganization and
decentralization have become notable features to the PSR approaches in
the Philippines for decades (Table 10.1).
Reorganization
Philippine politico-administrative history, at least since the mid-40s after
World War II, has shown that reorganization has always been adopted
as a strategy to restore the 3Es (efficiency, economy, and effectiveness)
into government. It is within this context that reorganization of govern-
ment has become a major tool for public sector reform. All Philippine
presidents since 1946, upon assuming office, have placed high on their
agenda the reorganization of the bureaucracy.
Attempts to restructure the Philippine bureaucracy have been initi-
ated in accordance to the principle that economy, efficiency, and effec-
tiveness should be behind every reorganization strategy. Over the years,
in accordance with the principles of new public administration, equity
was included as the fourth “E”. Among the more dramatic and vis-
ible reorganizations implemented were those by Elpidio Quirino in the
1950s, Ferdinand Marcos in the early 1970s upon his proclamation of
Table 10.1 Reorganization and public sector reform initiatives in the Philippines (1898–2013)
Types of government Period President Reorganizational law Philosophy

reorganization
Pre-Government Survey 1898–1953 1941 1947 Manuel Quezon Manuel Government Survey Less Spoils, Filipinization
Reorganizational 1950 Roxas Elpidio Quirino Board Reorganization Economy and Efficiency
Commission (Pre- Committee
GSRC)* Reorganization
Commission
Government Survey 1954–1956 Ramon Magsaysay Republic Act No. 997 Economy &Efficiency
Reorganizational
Commission (GSRC)
Presidential Commission 1969–1986 1970 1972 Ferdinand Marcos Executive Order No. Economy and Efficiency,
on Reorganization 281 Presidential Decree Economic and Social
(PCR)** No. 71 Integrated Development
Reorganization Plan
(IRP)
Presidential Commission 1986–1992 Corazon Aquino Executive Order No. 5 DeMarcosification
on Government Decentralization
Reorganization (PCGR) Economic Rationality
and Social Justice
Streamlining of the 1992–1998 Fidel V. Ramos Executive Order 149 Economic Growth,
Office of the President Social Equity and
National Solidarity and
Unity
Re-Engineering the 1998–2001 Joseph Estrada Executive Order No. 165 Efficiency, Innovation,
Bureaucracy for Better Effective Governance
Governance Program and Sustainable Socio-
Economic Growth
(continued)
Types of government Period President Reorganizational law Philosophy

reorganization
Rationalization Plan 2001–2010 Gloria Macapagal Arroyo Executive Order No. 6 Efficiency and
Effectiveness
Rationalizing the Office 2010–present Benigno Aquino III Executive Order No. 18 Economy, Efficiency
of the President Effectiveness and
Transparency
Source Basic data from the official gazette, republic of the Philippines, updated by Brillantes and Perante-Calina (2014)
10 KNOWLEDGE-BASED PUBLIC SECTOR REFORM …
215
martial law, and Corazon Aquino in the mid-1980s. Fidel Ramos intro-
duced reengineering in the early 1990s, and Estrada, Arroyo, and
Aquino implemented what has been described as rationalization of the
bureaucracy after 2000. Table 10.1 reflects the history of reorganization
movements in the Philippines within the context of public sector reform.
Indeed, public sector reform in the Philippines continues to be
a dynamic and live process, or at least a continuous work in progress.
It is not far-fetched to say that high on the agenda of every incoming
administration is reform of the public sector using reorganization as a
tool. It becomes a janus-faced instrument, designed not only to “renew”
the bureaucracy and instill a variation of “new beginnings”, but also to
act as a politico-administrative tool of the incoming administration for
their purge of the bureaucracy not only of nonperformers, but also of
the political opposition. Equally though, reorganization can also be a
powerful tool to bring about equity in the politico-administrative system,
specifically in terms of redistributing resources between and among the
various levels of government, including national and local governments.
This is the concern of the next concept to be discussed, decentralization.
Decentralization
In general terms, decentralization is the process through which author-
ity, powers, and resources are dispersed and redistributed between and
among various levels of governments, mostly from the national and cen-
tral government to sub-national and local governments. Decentralization
has been identified as both a strategy and a public sector reform tool to
address inequities in the politico-administrative system.
Philippine history has shown that sub-national institutions—begin-
ning with the villages (barrios, barangays) and moving upwards—have
always been an integral part of the country’s politico-administrative sys-
tem. However, there has also always been debate about the degree of
autonomy of said sub-national institutions. The sub-text here pertains to
the extent of power and authority of sub-national institutions, and the
type and degree of implementation of decentralization. Decentralization
therefore becomes a tool for reforming public sector institutions to make
them more responsive with the following objectives and goals: admin-
istratively the decongestion of central government institutions; and
politically, the transfer of powers and authority—including financial pow-
ers—to sub-national governments within the context of devolution.
The Philippines has had a rich experience in decentralization as a pub-

lic sector reform strategy. The discourse on decentralization has always
been linked to the efforts to strengthen sub-national governments (local
governments). A review of Philippine political and administrative history
shows that there has always been recognition of the role of local gov-
ernments, and decentralization has been a strategy to strengthen them
within the context of public sector reforms. Former President Jose P.
Laurel wrote in 1926 that the idea of local autonomy was existent even
before the arrival of the Spaniards. The local villages or barangays were at
that time considered as autonomous territorial and political units headed
by a datu, panginoo or pangulo.
The Spanish colonizers enacted the “Maura Law” in 1893 that
included the establishment of tribunals, municipals, and juntas provin-
cials. Decentralization under the Malolos Constitution of 1899 provided
relative ample scope for local governments with popular and direct elec-
tion of local officials. However, the trend during the time of the later
American occupation was toward centralization, wherein all local govern-
ments were placed under military control primarily for control and secu-
rity purposes, despite the rhetoric in favor of local autonomy.
The first local autonomy act after independence was Republic Act
No. 2264, entitled “An Act Amending the Laws Governing Local
Governments by Increasing their Autonomy and Reorganizing Provincial
Governments.” Another landmark piece of legislation with regard to
local autonomy in the Philippines was Republic Act No. 2370, passed
in 1959, entitled “An Act Granting Autonomy to the Barrios of the
Philippines” or otherwise known as the Barrio Charter Act. The decla-
ration of martial law in 1972 saw a massive set-back for autonomy. The
national and local elections were suspended, and Marcos placed unto
himself the power to appoint local officials who exercised functions
under the President’s authoritative control.
In 1983, with the country still under Marcos’ authoritarian rule, a
Local Government Code was promulgated stating the policy of the State
in the 1973 Constitution, to “guarantee and promote the local gov-
ernment units to ensure their fullest development as self-reliant com-
munities, and make them effective partners in the pursuit of national
development and progress.” Notwithstanding the enactment of the
Code, the measures to decentralize government remained merely as
administrative formalism.
With the ousting of Marcos in 1986, a constitution was enacted that

ultimately served as the country’s long-standing robust framework, and
has become the source of other laws. In accordance with Article II,
Section 25 of the 1987 Constitution, which provided that “The State
shall ensure the autonomy of local governments,” the Local Government
Code of 1991 was promulgated. The Code transferred the responsibility
for the delivery of basic services to the local government units, including
appropriate personnel, assets, equipment, programs, and projects. “Local
autonomy” would now mean less reliance on the national government,
including “allotments” made by the national government, and increased
reliance on internally generated resources, or resources jointly generated
with other institutions, irrespective of whether they are other local gov-
ernment units, or private institutions.
If we were to highlight the major milestones in the evolution of con-
temporary decentralization and local autonomy in the Philippines, they
would be the following: the 1950s (the period of community develop-
ment); the 1960s (the beginnings of decentralization policy with RA
5185 and the pilot decentralization of three sectors, i.e., agriculture,
health, and engineering); the 1970s, which saw the combination of
administrative decentralization under the IRP and political centrali-
zation under martial law; the 1980s, which saw the passage of the first
Local Government Code BP 337, and then its interruption with the
people power revolution in 1986 and the inclusion of local autonomy
in the Constitution; the 1990s (the passage of Local Government Code
RA 7160 and its implementation, including monitoring and evaluation
through the Rapid Field Appraisals); and in 2000 and beyond (the insti-
tutionalization of decentralization and local autonomy and the implica-
tions upon such by the issuance of EO 444 calling for a strategic review
of decentralization and EO 669 with the government officially advocat-
ing federalism).
One of the landmark policy reforms that took place in the Philippine
politico-administrative system was the enactment of Republic Act 7160,
or the Local Government Code of the Philippines, in 1991. The Code
provided local autonomy to local governments through a massive decen-
tralization process. More specifically, the Code had four major features:
it devolved the responsibility for the delivery of basic services (including
agriculture, health, and social services) to the local governments. It also
transferred to local governments the authority for the enforcement of
certain regulatory functions. The Code also provided various modalities
for local governments to enter to public–private partnerships, such as

build-operate-transfer, privatization, outsourcing, and floating of bonds.
Finally, the Code provided the space of direct people participation in the
process of local governance. These last two features can be understood
today as public sector reforms designed and implemented within the
context of new public management. Table 10.2 summarizes the evolu-
tion of local autonomy and decentralization in the Philippines from pre-
Hispanic societies up to the present time.
Table 10.2 Evolution of local autonomy in the Philippines
Historical period Significant historical development affecting

decentralization and local governance
Pre-Hispanic Societies • Monarchial chieftains called the datu,

panginoo or pangolo exercised executive,
judicial and legislative powers in autono-
mous territorial and political units, assisted
by a Council of Elders
Spanish Colonial Period (1521–1902) • Colonial governments consolidated
autonomous villages into pueblos (towns),
cabildos (cities), and provincias (provinces)
• In 1893, the Spanish colonizers enacted
the Maura Law
1st Philippine Republic under Malolos • In 1898, the Malolos Constitution intro-
Constitution duced “decentralization” and “administra-
tive autonomy” by instituting localized
law-making bodies through municipal and
provincial assemblies. Local officials were
then elected on a popular basis
American occupation of the Philippines • There was promulgation of a number of
(1902–1935) policies promoting local autonomy
• Largely because of security consid-
erations, local affairs had to be under the
control of the Americans
Commonwealth period (1935–1946) • Local governments in the Philippines
were placed under the general supervision
of the President following the provision
embedded in Article VII Section II of the
1945 Constitution
• The President, by statute, could alter the
jurisdictions of local governments and in
effect, create or abolish them
• President Quezon preferred to appoint
the chief officials of cities
(continued)
Historical period Significant historical development affecting

decentralization and local governance
Post-war Era (1946–1972) • In 1959, the first Local Autonomy Act
(RA 2264), entitled “An Act Amending
the Laws Governing Local Governments
by Increasing their Autonomy and
Reorganizing Provincial Governments,”
was enacted. This act gave city and munici-
pal governments greater fiscal, planning,
and regulatory powers. It broadened the
taxing powers of the cities and municipali-
ties within the framework of national taxing
laws
• In 1959, The Barrio Charter Act (RA
2370) sought to transform the barrios, the
smallest political unit of the local govern-
ment system into quasi-municipal corpora-
tions by vesting them some taxing powers.
Barrios were to be governed by an elected
council
• The “Decentralization Act of 1967”
(RA 5185) further increased the financial
resources of local governments and broad-
ened their decision-making powers over
administrative (mostly fiscal and personnel)
matters
Marcos Regime (1972–1986) • The imposition of martial law in 1972,
which abolished local elections and vested
in the dictator the powers to appoint local
officials who were beholden to him, was
a great setback for the local autonomy
movement
• The 1973 Constitution rhetorically
committed itself to a policy of “local
autonomy”
• The Local Government Code of 1983
(Batas Pambansa Bilang 337) reiterated the
policy of the State towards local autonomy
Post-Marcos Era (1986–Present) • The 1987 Constitution was promulgated
and included specific provisions guarantee-
ing autonomy to local governments
• The Local Government Code (Local
Autonomy Act) was enacted in 1991
Source Brillantes and Moscare (2002)

A Public Sector Reform Framework

It was within the context of the above, drawing from the authors’ ear-
lier work on public sector reform, specifically from the experience of the
Philippines on reorganization and decentralization, that a framework for
PSR was developed as early as 2008. This was later enhanced to include
a fifth dimension, to underscore the imperative of communication as a
major component to the success and sustainability of PSR. From the per-
spective of the Governance Reform Framework (Brillantes and Perante-
Calina 2014), the process of PSR involves various areas of reform as
reflected in Fig. 10.1.
Communication
Areas for Reform
Institutions Values
Processes Mindests
Procedures Paradigms
VISION
Leadership Citizens’
Engament
Political Will
(claim holders)
(duty bearers)
Enabling Mechanisms
Communication
Fig. 10.1 Governance reform framework (GRF). Source Brillantes and Perante-

Calina (2014)
Reforming Institutions, Structures, Processes, and Procedures

The increasing distrust and other bureaucratic maladies that can often
weaken the bureaucracy have promoted the call for reforms in govern-
ance, particularly in reforming institutions, structures, processes, and
procedures. Bureaucratic corruption and political corruption are often
referred to as “trust deficits” in politico-administrative jargon, and cre-
ates negative consequences—weak institutions, unprofessionalism, poor
quality of programs, projects and services, and ineffective and unac-
countable administrations. Accordingly, Fukuyama (2004) explains that
state building is one of the most important issues for the world commu-
nity because weak or failed states are the world’s most serious problems.
He notes that “Nation building” is the creation of new government
institutions and the strengthening of existing ones. It is a response to
promote governance of weak states, improve their democratic legiti-
macy, and strengthen self-sustaining institutions; thus, the imperative
for reform in institutions. Thus, reforming institutions includes reform
in processes and procedures and improvement of structures (Brillantes
2013).
Reforming Values and Behavior

Changing mindsets is one of the most challenging aspects of area for
reform but at the same time it is imperative for restoring trust in the
government. “Changing mindsets as well as behavior is difficult, espe-
cially in a country where there is still a strong overlap of traditional social
systems with modernization efforts” (Brillantes 2013). As pointed out by
Pant (2007, 82), reforming values and mindsets refers to the molding of
the individual and collective perspectives or paradigms of public officials
in line with the demands of the changing context.
This is also called reforming the “culture”. In the case of the
Philippines, reforming mindsets and behavior will surely be a long pro-
cess. It involves the presence of equally important imperatives for reform
such as political will, reformed institutions, and engaged citizenry. Unless
citizens participate then we can say that there is acceptance in any reform
effort (Brillantes 2013). It is in this context that it is important to build
capacities by designing and implementing a network of capacity build-
ing institutions, and developing a performance mindset among national
and local governments. This involves performance indicators for civil
servants, performance indicators for local governments, a performance

management system, and a seal of good housekeeping.
Enabling Mechanisms for Leadership

Leadership matters. As one area for reform, leadership is an important
handle not only for elected officials but also for the bureaucrats. Leaders
are also referred to as “duty bearers”, and “Leadership is a key in terms
of restoring or sustaining accountable, responsible and inclusive govern-
ance. Leaders with integrity and who are not afraid to public scrutiny are
indispensable. Effective leadership is central to effective and sustainable
implementation; it plays a vital role in the success or failure of the gov-
ernment” (Brillantes 2013). As pointed out by Kotter (1996), the key to
successful organization is “leadership, leadership, and still more leader-
ship.” It is in this aspect that leadership by example may lead to restoring
values, changing mindsets, and streamlining processes and procedures
toward the establishment of strong institutions. “Many times, political
will refers to the right political support. Innovative leadership is crucial
in reforming public administration and tackling corruption” (Brillantes
2013).
Enabling Mechanisms: Citizen Engagement

Citizen participation in government activities is part of the organization
of a democratic country like the Philippines. Citizens are referred to as
“claim holders”, in contrast to the reference to leaders as “duty bearers”.
As the government engages the citizens in the policy-making processes,
their participation is imperative for reforms to be successfully imple-
mented. Meskell (2009, 1, as cited by Brillantes 2013) suggests that they
(the government) know that, for democracy to flourish, citizens must
take an active part in public like, sharing their ideas and opening their
minds to the opinions of others, and finally, should take ownership of the
well-being of the country.
In the Philippines, several civil society organizations are actively par-
ticipating in government activities, and also taking part in empower-
ing the ordinary citizens to become proactive members of the society.
Another good example is the so-called confidence-trust surveys con-
ducted “by the Pulse Asia and the Social Weather Stations,” that reflect
public involvement in the governance process. These surveys report on
citizen opinion in relation to the approval and disapproval reflected the

performance rating of the President. They also serve as a “yardstick for
public officials to improve their performance against” (Brillantes 2013).
Social media can also be a channel for citizen engagement. “Public par-
ticipation has now become an intrinsic part of the governance process.
There are mechanisms to engage the citizens. A wide range of channels
can be envisaged to support closer citizen participation including the
media, political parties, citizen watchdogs, among others. Developing
measures for people participation is likewise important” (Buendia 2005).
Communication as the Fifth Dimension

Communication should be seen as a vital component of good govern-
ance. The dysfunctional state of the Filipino bureaucracy, particularly on
the myriad issues, concerns, and challenges of accountability, continue to
be a problem for the Filipino people. For most of the past decades, the
issues of corruption and inefficiency in the delivery of government ser-
vices are the focal point of reform initiatives, as there is a high demand
for reform.
The World Bank demonstrates how communication can act as an
important contributor to good governance, depicted in the virtuous
circle of transparency based on its definition of communication as “citi-
zen engagement underpinned by access to high-quality information”.
High-quality information means “creating mechanisms to broaden pub-
lic access to information on reforms; strengthening clients’ ability to lis-
ten to their constituencies and negotiate with stakeholders; empowering
grass roots organizations to achieve a more participatory process; and
undertaking communications activities that are grounded in public opin-
ion research” (World Bank 2006).
Communication plays a vital role in the PSR, but it should be empha-
sized that for communication to be effective, it must be a two-way
approach having a feedback mechanism between the government and
the citizens. Having this approach will make PSR more open and respon-
sive. Furthermore, the role of communication in governance (Coffey
International 2007) is to: (1) improve community ability to identify and
articulate their needs so that they can measure government performance;
(2) improve government responsiveness by improving citizens under-
standing of their rights and building their capacity to engage in public
dialogue and public affairs; (3) improve government performance by
providing citizens with direct information on the performance of govern-

ment and equipping them with the information required to hold govern-
ment to account; and to (4) build social capital by encouraging networks
and social movements around particular issues.
The PSR framework depicted in Fig. 10.1 was derived from the
Philippine experience of efforts to reform the public sector largely
through the processes of decentralization and reorganization. It was
within this context that we participated in the research project organized
by the Graduate Institute for Policy, with Professor Ikujiro Nonaka’s
wise leadership concept for a knowledge-based society serving as the
framework for our analysis of the leadership styles and approaches of
selected paragons of leadership in the Philippines from national and local
government, and also from civil society. Our participation in the Project
affirmed that, as emphasized in our framework, leadership matters, and
plays a key role in successful and sustainable PSR. More important,
though, was the fact that this should be underpinned by a continuous
search for knowledge, building upon intrinsic and tacit knowledge that
is externalized as explicit knowledge, and then is re-internalized as tacit
knowledge. A process that is continuous and dynamic, and approximates
a spiral movement, and is a key character of the phronetic leader as dis-
cussed in the next section.
Part II: The Phronetic Leader: Selected Cases

in the Philippines
Leadership matters a great deal. Good leaders can accelerate the

Socialization, Externalization, Combination and Internalization (SECI)
process and make it more productive. A phronetic leader in the context
of a knowledge-creating organization has the following six abilities: (i)
the ability to make a judgment about “goodness”; (ii) the ability to share
context with others to create the shared space of knowledge we call ba;
(iii) the ability to grasp the essence of particular situations/things; (iv)
the ability to reconstruct particulars into universals and vice versa using
language/concepts/narrative; (v) the ability to use well any neces-
sary political means to realize concepts for the common good; and (vi)
the ability to foster phronesis in others to build a resilient organization
(Nonaka 2014).
The Knowledge-Based Framework for Public Sector Reform

Over the past decades, the study of leadership has been a concern and
growing desire of many scholars and institutions2 in the Philippines, and
in the region as well, to come up with Asian models or Asian studies for
Asian peoples. One reason for this is the recognition of the different
contexts of the East and the West. In the Philippines, serious leadership
studies date back to 1953 (Alfiler and Nicolas 1997). In a research work
profiling political leaders at the local government level, Legaspi (2007)
shows that leader traits, style, specialization, and background have influ-
enced the introduction of changes and reforms in local government
units, and have affected the implementation of programs and projects in
the community. The role of leadership as an innovation driver was also
explored (Capuno 2010), while the book Innovations and Excellence:
Understanding Local Governments in the Philippines Brilliantes (2003)
analyzed the reasons behind the emergence of innovative leadership at
the local level in the Philippines.
It is in this context that leadership really matters, and is a key to
responsive, meaningful, and sustainable knowledge creation and innova-
tion in public organizations. “Leadership is an important issue both for
the academia and practitioners, and is even more important in public
administration, as tremendous complexity and diverse issues are continu-
ally arising in the public sector” (Brillantes 2013).
In the most general terms, Professor Nonaka’s theory of the
Phronetic Leader emphasizes the centrality of knowledge creation.
In other words, leadership is about the creation and advancement
of knowledge. Leaders are endowed with intrinsic knowledge that
Nonaka refers to as tacit knowledge. However, leaders also go through
a continuous process of dealing with their stakeholders. This can be
summarized as a four stage process known by the acronym SECI:
Socialization, Externalization, Combination, and Internalization, which
is then repeated. In the process, tacit knowledge evolves into explicit
knowledge, which becomes tacit knowledge, and then again explicit
knowledge. Thus the SECI process, together with the continuous con-
version—and creation—of knowledge from tacit to explicit, to tacit, to
explicit—is a not only cyclical, but upwardly spiraling as well, suggest-
ing a continuous advancement and improvement in the process. This is
the essence of phronetic leadership. Hence knowledge creation through
phronetic leadership is dynamic, live, and continuous, and it is this aspect
of the theory of Professor Nonaka that has enhanced and enriched our
own PSR framework.
It is within the context of the above that the next section applies the
leadership framework of Professor Nonaka in analyzing the leadership
styles of selected Filipino transformative leaders from government and
civil society. The case studies in the Philippines focus on organizational
knowledge creation and leadership and management, and feature lead-
ers with personal integrity who are not afraid of public scrutiny, and have
worked toward accountable, responsible, and inclusive governance. He
noted six abilities that a wise leader possesses, and which were unknow-
ingly exhibited by the three leaders in the two case studies from the
Philippines described in the previous chapters.
Cocreating the Census Serbilis: A Case Study of the National

Statistics Office (NSO)3
This case study4 illustrates the dramatic improvement of the national
agency’s services under the leadership of its administrators, Tomas
Africa (1989–2001) and his successor Carmencita Ericta (2001–2014),
who was administrator from the time Mr. Africa retired in 2001 until
her retirement in February 2014. Africa and Ericta are the focus of the
study; it was their leadership and management style that made such a
remarkable contribution to the success of the agency’s reform initiatives.
The NSO is the primary statistical arm of the Philippine government
mandated to collect, compile, classify, produce, publish, and disseminate
general-purpose statistics and to carry out and administer the provisions
of the Civil Registry Law.
When Administrator Africa was appointed in 1989, the service deliv-
ery of the NSO was described as inefficient. There were long queues of
clients wanting to obtain authenticated civil registry documents. It often
took weeks before they could get the requested documents. They had
to line up for many hours just to file the request, and afterwards, line
up again for long hours to get it, or sometimes only to be told to come
back at another time. NSO employees were overworked, embarrassed,
and wanted to improve their surroundings and services.
Africa and Ericta, by using their “oido” in management, placed con-
siderable importance on NSO human resources. As leaders they see the
potential of others and foster goodness in them. “They led and encour-
aged NSO people to think of doable solutions to their problems.”
Together, they worked with them in drawing up plans that they could
implement on their own. More importantly, they “always attrib-
ute success to NSO people, emphasizing that we are all in it together”
(Mendoza et al. 2014).
The leadership and management style of the two administrators intro-
duced gradual changes in the way services are delivered to the clients. As
a result, the NSO received the Philippine Quality Award for Performance
Excellence Level 1 in 1991. By June 2002, civil registry copies were
released within the day or the next day. Today, it only takes a few min-
utes to transact with the NSO compared with hours or days before.
Belmonte and Quezon City: Nonaka’s SECI Framework Applied

in Local Governance5
This case study looked at the leadership and management practices and
philosophy of House Speaker Feliciano “Sonny” Belmonte; focusing on
2001–2010, when he was Mayor of Quezon City. This is an interesting
case, as former Mayor Belmonte was the head of other national govern-
ment agencies before he became a mayor, and he has now moved on to
be the Speaker of the House of Representatives of the Philippines.
Quezon City (QC) is one of the cities in Metro Manila. It has the larg-
est population (3.18 million in 2012), and the largest area in that region
(161.13 km2). When Mayor Belmonte took the helm in 2001, the city was
deeply buried in debt. The city government had a bank debt of PhP 1.25
billion, and suppliers and contractors were claiming PhP 1.96 billion. The
state of the City’s poor population was bad, with high incidence of drug
abuse, juvenile delinquency, child labor, unemployment, and illiteracy.
The case of Belmonte as mayor of QC describes of the dramatic turn-
around of the city government under his watch. The city’s 2001 income
of PhP 3.64 billion became PhP 9.16 billion in 2009. After 9 years in
office, he left a financially robust city government that was not only
debt-free, but also had savings of more than 1 billion pesos. He put in
place programs for poverty alleviation, livelihood, education, and sustain-
able development, among others, that helped a lot in improving the lives
of the city’s residents. Mayor Belmonte received various awards includ-
ing the Local Government Leadership Award for Most Outstanding City
Mayor (2003).6 He also received for the City the Galing Pook Award for
Effective Fiscal Management (2003), Galing Pook Award for Outstanding
Government Program for the Molave Youth Home Program (2005), and
Galing Pook Award for the Payatas Dumpsite Transformation Project

(2008). As a leader, he was unconventional and not afraid to experiment
and try new approaches. He was very instrumental in the increase in the
city’s tax rates, despite the probable backlash due to the move’s unpop-
ularity. But Belmonte immediately put the money to good use, i.e.,
improving infrastructure and services, actions which were easily seen and
felt, and changed people’s minds.
The work of these three people gives us exemplary cases of effective
leadership and management, which can be emulated by all executive offi-
cials of public organizations. By synthesizing the results of the analysis
of each case, effective leadership is shown to be fundamental because it
matters in sustaining innovations. “The key to sustaining innovations
as the most important facet of stability is understanding the fact that,
when the leader is out of the picture, the reforms and innovations intro-
duced by this leader remain” (Brillantes 2015). Nevertheless, using the
two frameworks as handles in analyzing these cases shows that leader-
ship is only one aspect. There are other factors that also contribute to the
improvement of public organizations’ vitality and agility.
Part III: The Composite Framework:

Public Sector Reform Framework Informed by 
the Phronetic Leader
As we emphasized earlier, our Public Sector Reform Framework has been

enriched by Nonaka’s SECI Framework of Phronetic Leadership. The
case studies illustrate the SECI Process and how the three leaders con-
verted their tacit knowledge in leadership and management into explicit
knowledge that allowed them to lead their organizations and achieve a
lot. The spiral effect of the SECI process of knowledge creation is mani-
fested in the way that the three leaders and the people they work with
continuously learn from their experiences, apply this knowledge, and
come up with ideas of how to improve their services, strategies, or work
better, and hence come up with the achievements they have had so far.
A person’s background and past experiences have a lot to do with
their success as a leader. All three leaders have had a wide range of experi-
ences (tacit knowledge), which they used to succeed as leaders of their
organizations (explicit knowledge or knowledge in action). Mayor
Belmonte’s experiences in the private sector and national government
were very helpful in knowing what to do to improve the city government.

Administrators Africa and Ericta’s university activism and values, shaped
from childhood, as well as their past work experiences, contributed to the
manner in which they turned the NSO around (Lopos 2014).
It goes without saying that the Nonaka leadership framework pro-
vided us with new perspectives in analyzing leadership, not only as a
component of public sector reform (as we pointed out in our own PSR
framework in Fig. 10.1) but more importantly, as an overarching frame-
work for PSR. It was within this context that the authors developed a
composite framework, as shown in Fig. 10.2. Informed by the com-
posite framework, the next section essentially argues that public sector
reform—to be responsive, meaningful, and sustainable—must be mul-
tidimensional, dynamic, and continuous, with leadership as a key fac-
tor. It is multidimensional in the sense that it focuses on several aspects:
institutions, values, leadership, and community engagement. However,
the focus does not—and should not end there. As mentioned earlier,
it is live and dynamic as it has to continuously go through the SECI—
Socialization, Externalization, Combination, and Internalization—
process. Also, the importance of continued feedback is essential if an
organization is to move to a higher level, and build upon gains and les-
sons learned as operationalized through the SECI model (see Fig. 10.2).
Concluding Remarks
These case studies have shown that phronetic leadership is indeed a very
important component of successful organizations. Leaders who can
judge goodness, grasp reality as it is, create common platforms, com-
municate the essence, exercise political power well, and foster practical
wisdom in others can be likened to a sharp sword forged in fire, able to
accomplish its purpose. The cases of Mayor Belmonte, and administra-
tors Africa and Ericta underline the importance of putting the right lead-
ers into an organization to effect positive, even dramatic, changes.
Phronetic leadership is therefore crucial in solving societal problems
and coming up with and implementing doable solutions. The cases of
Mayor Belmonte and the NSO Administrators illustrate this, though in
a different manner. Local government services as well as civil registry
services, which come under the NSO, are very, very essential to society
and the lack of or inefficient and ineffective delivery of the services they
Fig. 10.2 Public sector reform framework informed by the SECI process and
phronetic leadership: a composite framework. Source Developed by Brillantes and
Perante-Calina (2016)
render would result in a lot of societal problems. Well-led, well-managed,

service-delivering local and national government agencies are in them-
selves solutions to problems. Also, phronetic leadership must deal with
the sustainability of, or improvements on, the positive changes instilled
or achieved by a phronetic leader. Mayor Belmonte’s successor, who was
his former vice mayor, continued with his programs, and the department
leaders and office heads remaining after Belmonte had moved on have
continued, and are improving the initiatives made. It is the same with
Administrator Africa, who passed the torch to Administrator Ericta, who
has since retired. But the middle managers they mentored are now occu-
pying posts that allow them to influence and continue the good initia-
tives.
But leadership is just one factor, albeit a very crucial factor, of a suc-
cessful governance and reform. Hence the framework we propose is that a
leader cannot be successful alone. The other factors like institutions/pro-
cesses/procedures, values/mindsets/paradigms, and citizens’ engagement
toward a common vision are important as well, as this is the context in
which the leader is in. It is his/her reality. For instance, he or she must not
only be able to judge goodness or have a noble vision, but must also be
able to communicate this goodness to all stakeholders, and get them and
the institution’s processes and procedures to support it. In this continu-
ous and dynamic process of communicating and reforms and working on
the job toward a vision, knowledge creation within the leaders, and among
the people they deal with will continue to spiral upwards as suggested by
Nonaka’s framework. The two case studies show that a phronetic leader is
able to create a platform in order to make good use of relevant knowledge
creation phenomena, and in the process, cultivate wisdom, or phronesis in
others. In the end, it is the whole society that benefits.
As pointed out repeatedly in this section, public sector reform is a con-
tinuous process, and a live process. It must respond to the demands of rapid
environmental change emanating from many sources—ranging from global
warming, to security and terrorism, to exponential advances in information
communication technology, and to modes of doing international business
and trade. Public sector institutions must confront these changes, and there
is no choice but to adopt reforms. As suggested at the outset, the Philippine
experience in confronting changes shows resort to continuous reorganiza-
tion and decentralization of the system. These entailed changes in struc-
tures, institutions, mindsets, and behavior are underpinned by leadership
and citizen engagement, all moving toward a common vision, with com-
munication playing a continuous role. It is a living and dynamic process.
Nonaka points out the imperative of dynamism and the continuous search
and improvement of knowledge (hence the spiral movement: from tacit to
explicit, then from explicit to tacit, and again from tacit to explicit, and so
on and so forth), owing to the demands of the rapidly changing environ-
ment. Thus, as with the SECI process and phronesis, knowledge-based pub-
lic sector reform is continuous. This has been the Philippine experience; and
for so long as there are changes, it will never end. Knowledge-based public
sector reform is therefore a continuing imperative for public management.
Notes
1. In the evolution of the theories of modern public administration, features
of NPA and NPM have found themselves in the “reinventing government”
and “good governance” movements that have become popular and accept-
able in the 90s for the former, and the turn of the century for the latter.
It must be emphasized that “good governance” continues to inform the
theory and practice of contemporary public administration/public man-
agement and public sector reform.
2. These include universities and institutions of higher learning in the
Philippines such as Ateneo de Manila University, the Asian Institute
of Management, the Development Academy of the Philippines, the
Mindanao State University System, the Local Government Academy of the
Department of Interior and Local Government, among others, that have
developed, designed and implemented programs that emphasize and rec-
ognize the key role of leadership in the success of an organization, or were
involved in the successful implementation of programs and projects at the
local, national and international level.
3. The National Statistics Office (NSO) retained its name as one of the
major statistical agencies under the Philippine Statistics Authority (PSA).
“The Philippine Statistical Act of 2013, An Act Reorganizing the Philippine
Statistical System, Repealing for the Purpose Executive Order Number One
Hundred Twenty-One, entitled” “Reorganizing and Strengthening the
Philippine Statistical System and for Other Purposes” creates the Philippine
Statistics Authority (PSA) comprised of the PSA Board and offices on sec-
toral statistics, censuses and technical coordination, civil registration and
central support and field statistical services. The PSA is constituted from
among the existing personnel of the major statistical agencies engaged in
primary data collection and the compilation of secondary data, for exam-
ple, the National Statistics Office, the Technical Staff of the National
Statistical Coordination Board, the Bureau of Agriculture Statistics, and
the Bureau of Labor and Employment Statistics (http://www.psa/gov.
ph/content/philippine-statistical-act-2013).
4. This was carried out by Ms. Magdalena Mendoza, Vice President of the
Development Academy of the Philippines (DAP), together with Ms. Ma.
Cristina Valte and Ms. Krichelle Ching, also of the DAP.
5. This study was carried out by Dr. Eduardo Gonzales, Dean of the Asian
Center of the University of the Philippines (UP), together with Ms.
Zita Calugay of the National College of Public Administration and
Governance, UP.
6. The award was conferred jointly by the University of the Philippines,
Local Government Academy of the Department of Interior and Local
Government, Ateneo School of Government, De La Salle University, and

the Senate of the Philippines.
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Federalism in the Philippines: Lessons from the Global Community.
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Australia, September 4–7. Siem Reap, Cambodia.
Brillantes Jr., Alex B., and Lizan E. Perante-Calina. 2016. The State of
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CHAPTER 11
Leadership and Management Development:

The Indonesian Experience
Eko Prasojo and Defny Holidin
Introduction
As an emerging country with resilient economic growth and consolidating
democracy, Indonesia has continued to strive for successful reform of the
bureaucracy. Nevertheless, while a 15-year reform following a regime shift
in 1998 has brought progress to the country, it has also revealed a series
of problems. This section addresses the features of this reform in brief,
and the critical factors that affect government reform implementation in
Indonesia. This is followed by comments on the leadership that matters
in policy process and organizational reform in a local context, especially
in relation to society. The focus and locus of this section is the content
and contexts of administrative reform by the Indonesian government
at national and local levels; specifically the efforts of the government to
strengthen organizational and individual capacity, to encourage innovation
E. Prasojo (*) · D. Holidin 
Faculty of Social and Political Sciences, University of Indonesia, Depok,
Indonesia
D. Holidin

238 E. Prasojo and D. Holidin
in public service, to improve the quality of process and content of public

policy development, and to improve the quality of leadership in making
bureaucracy reform work. All these efforts have been analyzed using the
concept of knowledge management and phronetic leaders as developed by
Professor Ikujiro Nonaka of Hitotsubashi University, Japan.
Features and Factors that Affect Government

Reform Implementation at National and Local Levels
As an emerging country seeking sustained political and economic trans-
formation (Bertelsmann Stiftung 2014), Indonesia has been involved in
ongoing democratization toward consolidation, and has benefitted from
almost two decades of experimentation in public sector reform. It has
taken as benchmarks the US, Dutch, and German politico-administrative
systems. Distinguished from other Southeast Asian countries by regime
transition (Hill 2014), since the regime shifted from its former authori-
tarian character (Dwiyanto 2004; Ashshiddiqie 2003; Rohdewold 2003)
there have been major changes in governance practice in Indonesia,
started by the big leap toward procedural democracy practices in the
form of free and fair elections in 1999. These changes are shifting the
balance of power heavily from the executive branch to the legislative
branch through equalizing state bodies under a new form of power dis-
tribution, including empowered state-auxiliary bodies, devolution of
power followed by central-local fiscal balance, the strengthening of law
enforcement; and liberating the press.
Along with political transformations, economic transformation at an
aggregate national level was not only significantly achieved in the first
15 years of reform (1998–2014) following economic recovery from the
impact of the Asian Financial Crisis (AFC) in 1997, but the economy
also has become resilient enough to cope with the international finan-
cial crisis of 2008 (Basri 2013). In light of this economic transforma-
tion, the government has implemented a set of strategies which also
imply additional governance changes. These are rearrangement of the
regulatory framework for public finance; imposing fiscal balance between
national and subnational governments; privatization and public–private
partnerships for public service delivery and the operation of state-owned
enterprises (SOEs); and the reduction of subsidies within budget alloca-
tions. Indonesia has successfully managed its economic development at a
macro-level, with an average growth rate of 5.5% year on year. As a result
11 LEADERSHIP AND MANAGEMENT DEVELOPMENT … 239
of this development, Indonesia has become a more competitive country,

marked by an increased international competitiveness ranking, from 55th
in 2008–2009 to 38th in 2013–2014, according to the World Economic
Forum (WEF 2014).
To sustain its transformation and become successfully competitive in
facing global and regional challenges however, Indonesia needs more
than initial breakthroughs in the political, legal, and economic arenas.
Impediments to further national development come from both the pub-
lic and private sectors; the Bertelsmann Stiftung (2012, 15) points out
the difficulties experienced by citizens in getting better public services.
There remain corrupt bureaucracies as well as heavy administrative fees
resulting from a high-cost economy, continued weaknesses in govern-
ment institutions and regulations, and inadequate infrastructure, and
these are obstacles to private business operations and expansion (Prasojo,
Kurniawan, and Holidin 2007a). Although the level of inefficiency in
the bureaucracy is decreasing, problems remain given recent increases in
levels of corruption (WEF 2014), and a persistent low score in the cor-
ruption perception index (TI 2014). This means the continuity of public
sector reform in Indonesia is still in question (Holidin et al. 2014).
This does not mean that Indonesia has not carried out a bureaucracy
reform agenda. As we have seen, Indonesia does so in tandem with polit-
ical and economic transformations. But all reform agendas are continu-
ations of previous ones, the history of which can be traced back to the
early modern Indonesia after state formation. The Old Order Regime
struggled to combat corruption at the highest level since the begin-
ning of the formation of the cabinet, and the New Order Regime faced
threats after the coup d’état movement in 1965. The latter developed
the bureaucracy to cope with the challenge of the oil boom in the 1970s,
but then let it deteriorate. This waste of time over more than three dec-
ades under the New Order Regime has caused the building of expertise
of state apparatus at national and local levels to be left behind (Effendi
2011).
After dismantling the authoritarian regime in the 1998 bureaucracy
reform, political agendas in Indonesia have been carried out to date in
various patterns (Prasojo and Holidin 2013). A period of reaction-
ary reform occurred between 1998 and 2003, with sporadic changes
in the administrative system due less to mature strategic planning or a
long-term road map, than to the strong orientation of merely satisfy-
ing external pressures. Nevertheless, the period from 2003 to 2010 was
characterized by trial reform processes, manifested in more systematic

and institutionalized ways with the establishment of state bodies follow-
ing a mature legal-formal framework for reform. And this process has
continued.
During these periods, bureaucracy reform agendas were pioneered
by a few local governments through a variety of innovative reform pro-
grams that opened more opportunities to regain civic rights for basic
social needs, as well as repositioning citizens not merely as stakeholders,
but also strategic partners in governance and policymaking. Yogyakarta,
Sragen, Surakarta, Solok, Jembrana, Tarakan, Tanah Datar, and Surabaya
are a few cases that show much evidence of pioneering reform arising
from the local level (Widianingsih 2005; Prasojo et al. 2007b, Prasojo,
Maksum and Kurniawan 2006; Hamudy 2010; World Bank 2006a, b;
Eko 2008; Triwibowo, Muhajir, and Mutasya 2010; Yunairi 2011;
Muslim et al. 2012). These phenomena have been noticed since the
significant changes in the vertical balance of authority among differ-
ent levels of governments that have taken effect under liberal devolu-
tionary local autonomy policy (Prasojo, Maksum and Kurniawan 2006;
Rohdewold 2003; Aspinal and Fealy 2003).
It is true that, as with many other patterns of democratization in
Asian countries, decentralization and bureaucratic reforms have been
the major planks of governance reform at the local level in Indonesia
(Kersting et al. 2009). However, democratization at the local level has
not necessarily run parallel with the overall aims of government reform.
Strengthening local politics has to some extent raised the tendency of
politicians to influence bureaucrats and co-opt them under specific politi-
cal interests. Politicians acting as the heads of local government now
have stronger powers to make decisions regarding personnel placement.
The politicized bureaucracy is not a new issue since this also occurred
during the previous New Order Regimes.
Policy development processes are characterized by the conflict-
ing interests of different actors, and a democratic polity is one that can
manage these conflicts. Indonesian governments at every level in previ-
ous regimes have left inadequate public services behind to fulfill public
needs. As in many other countries across the world, the inevitable con-
flicts of interest in local politics derive from the relationships between
elected officials, who should be responsible for realizing the mandates of
their supporting political parties and targeted constituents, controlling
their own vested interests, and satisfying public demand. If bureaucrats
participate in policy analysis and design, they will surely bring their own
interests, such as maximizing the use of resources for their own benefit.
Even when this is not the case, the bureaucracy is often trapped within a
utilitarian perspective; that is, to design policy using the very best knowl-
edge and experience to gain the optimum advantage or the smallest dis-
advantage in terms of the so-called well-being of the public, as perceived
by the bureaucracy. Problems occur when a local government’s objectives
do not represent the expectations and interest of the public. This can be
traced through the existing local regulations that substantially conflict
with the needs and demands of the people.
From an organizational management perspective, higher author-
ity obtained by local governments during the implementation of local
autonomy policy in Indonesia is translated as broader in scope and big-
ger, but without increasing the number of functions performed, leading
to a bigger but less functional bureaucracy structure. Fulfilling public
demand is one reason. But this is insufficient to explain the gap between
the big structure and the functional performance of local governments
in meeting those demands. Increasing bureaucratic structure is the way
bureaucrats maximize their opportunities to get higher recruitment lev-
els, accommodating family members, relatives, and anyone who commits
to paying extra money to individuals in bureaucracies who will abuse
their position and authority. Moreover, a larger bureaucratic structure
means more projects that will create more opportunities to get extra
income from marked-up budgets. For politicians, opportunities go the
same way, as they need the bureaucracy as a funding machine to finance
their political and personal agendas.
The concern of organization management practice in Indonesian local
government goes to problems of human resource capacity. It is closely
related to the quantity trap and a low level of competency in the per-
formance of their functions. The dilemma with quantity appears when,
on one side, there are not enough civil servants to achieve the desired
development goals, but, on the other side, their numbers become a bur-
den, with local governments being overwhelmed by employee-related
costs that often take up more than 60% of budget allocations. This
capacity issue becomes harder when distribution of assignments and dif-
ferentiation of task forces are taken into account; the more developed
the region, the greater the number of civil servants. This unbalanced
distribution of assignments is evidence of the imbalance in develop-
ment that has resulted since the New Order Regime held political power.
The Indonesian Central Agency for Statistics (Badan Pusat Statistik/

BPS) notes that the number of civil servants taking up administra-
tive positions responsible for making administrative decisions on purely
deskbound administrative tasks was 2,304,575 in 2013, or 52% of the
total, including structural staff and officials at various levels. The rest are
those whose function is to deliver public services in the various areas of
responsibility, such as education, health, and so on, and who are needed
to improve the achievement of development goals in these fields. The
problem of unqualified civil servants is also a main concern.
Unqualified civil servants lack competency in terms of expertise, skills,
and the attitude needed to perform local government functions (Prasojo
2009; Effendi 2011). The lack of expertise and knowledge can be easily
traced through the educational qualifications obtained by civil servants as
a whole. Not all of them have the necessary expertise and knowledge to
analyze and design policies, even though they might receive some kind
of intensive training. The Government of Indonesia has indeed increased
training, even sending a number of civil servants to study abroad. But
the number is very limited, and insignificant in comparison to the total
number of civil servants. When it comes to local government, the condi-
tion is worse, with few leaders capable of turning tacit knowledge into
explicit information for further initiatives in the reform of policy pro-
cesses and organizations. This explains why local regulations overlap
one another, why local regulations contradict national policies, and why
policy design and other processes can be substantially at odds with the
desires of communities at the grassroots level, and so fail to meet the
needs of people and the local context (Prasojo 2009; Holidin, Hariyati
and Sunarti 2015).
Besides problems with the quantity and quality of civil servants, local
governments suffer from corruption, driven by the moral hazard of indi-
viduals, especially those taking advantage of institutional weaknesses.
Out of 283 corruption cases investigated by the Corruption Eradication
Commission (KPK) in 2012, 98 concerned officials in the governments
of provinces and municipalities, and predominantly occurred as abuse
of authority in procurement activities and bribery in general. The local
government apparatus is in fact most frequently reported for moral haz-
ard and underperformance in public service delivery (Kurniawan 2011;
Rinaldi, Purnomo and Damayanti 2007).
To speed up the implementation of bureaucracy reform, since 2010
the central government under the Susilo Bambang Yudhoyono (SBY)
Administration introduced a more coordinated reform program as the

top development priority under Presidential Decree No. 81/2010, and
gave it added legitimacy through its link to the Long-term National
Development Plan (RPJP) 2010–2025. This was to be achieved primarily
through the formalization of a grand design and a national road map for
implementing reform.
The new orientation of the reform design can be acknowledged as
the mainstream part of implementing reform in systematic and institu-
tionalized ways to achieve strategic changes in the administrative sys-
tem. Bureaucratic reform is typically presented as the answer to driving
improvements in public service delivery and other public sector reforms,
which are constrained by a lack of professionalism, weak management,
and inadequate incentives. Changes are intended to achieve significant
improvement in a number of areas, for example, synchronizing adminis-
trative regulations, improving business processes and e-government prac-
tices, reengineering public service delivery, performance-based civil servant
administration, empowering internal auditing and oversight, as well as
enhancing the accountability system. To implement this more systemati-
cally, under the last period of SBY leadership, nine specific accelerated pro-
grams were introduced within the Ministry of Administrative Reform, and
several other key initiatives are in various stages of implementation.
With the very strategic, institutionalized and engaging approaches
undertaken to succeed in recent bureaucracy reform, problems remain.
Several key factors seem to determine progress: 1), at the national level,
no consensus among key actors on a common reform agenda was cre-
ated; 2), authority was fragmented among a number of ministries, and
thus it was unclear who was responsible for coordinating the program;
3), due to this lack of coordination, reform initiatives were heavily
decentralized, in that reform was dependent on the initiative of the lead-
ership of individual institutions, and each institution tended to design
and implement its own reform program; 4), also due to the decentral-
ized nature of reform, the design of programs was often inappropriate or
incomplete in that they did not directly address the root problems; 5),
even where well designed, reform initiatives were inconsistently imple-
mented, and 6), there were few systematic efforts to effectively docu-
ment, monitor, evaluate, or learn from the implementation of reform.
Bureaucracy reform policy as a whole has substantially fragmented
as a result, in that it is more accommodating to bureaucratic interests,
than to what people perceive as the real problem with bureaucracy.
In practice, many government agencies and local governments are

more interested in manufacturing services than in delivering them. This
applies to and reciprocally also comes from, the kind of initial policy-
making that values political interest over public needs. The implemen-
tation of bureaucratic reform is also trapped in the programmatic ways
of the bureaucracy, without adequate room left for breaking out of
what is regulated by the Ministry of Administrative Reform (Holidin
et al. 2014). This explains why it is merely adoption rather than adapta-
tion that is undertaken by government agencies and local governments
when they are called upon to implement a “Bureaucratic Reform” pol-
icy. Uniformity of application at the local level is the outcome of the
lack of leadership that uses public value and knowledge management to
replicate reform initiatives in accordance with local context. Moreover,
Holidin, Hariyati, and Sunarti (2015) recently suggested that innova-
tive reform programs have implied particular benefits for the people they
served, though their compliance with evolving administrative law seems
to be problematic. Stringent regulation on one side gives certainty to
law enforcement, but becomes an obstacle to innovative programs. The
problem is that going against Indonesia’s legal framework would have
in turn led to disincentives for further initiatives and the implementa-
tion of innovative programs. Holidin et al. (2014), note that bureaucracy
has remained, and simply becomes the executive’s instrument for merely
implementing policy that has poor professional autonomy.
Practicing Leadership that Matters in the Policy

Process and in Organizational Reforms
The case from Indonesia teaches us a very good lesson: that strategic,
institutionalized, and engaging approach used in recent bureaucracy
reform agendas are not yet enough. Looking at the variations in reform
achievements among periods, between national, subnational, and local
levels in Indonesia, one might note that what is missing in the reform
efforts of the Indonesian government is improvement of the quality of
leadership as the main critical factor in making bureaucracy reform work,
as well as in the design of processes, and the overall content of public
policy development.
It is acknowledged that a number of local governments and minis-
tries are committed to reform as their mainstream policy. What makes
these notable differences in the performance of reforming public
organizations? A complicated, uncertain, even turbulent situation of

democratization, an unreconciled legal system, and economic recovery
have been translated as an opportunity to be more agile, flexible, inclu-
sive, and resilient, which are not generally common features of pub-
lic organizations. The implementation of reforms by particular local
governments, for instance, in Surabaya, Surakarta, Sragen, Jembrana,
Tanah Datar, Solok, and Yogyakarta, as well as in a number of National
Government Ministries, has marked a distinguished position in compar-
ison to others. These entities have taken a problematic situation as an
opportunity. This cannot be understood as conventional management,
as it essentially covers only the process from planning to evaluation.
Institutional and leadership capacities to implement these reform initia-
tives and knowledge management in regard to learning orientation are
important for effective policy process, but are often missing.
Leadership undoubtedly determines how effective policy and pub-
lic management reforms will be in the case of changing Indonesia.
Manifesting personal mastery, the leader who transfers knowledge and
persuades subordinates and constituents to follow a change in direction
has proved to be the type of leader that matters for reform. However,
as a matter of fact, reform of the politico-administrative system at the
macro-level is nevertheless beyond a leader’s capability. As governments
also manage resources, and there are a number of organizational capa-
bilities in this area that constrain policy implementation, leadership is
obviously not enough. Nevertheless, strengthening leadership roles in
reform should absolutely be done through further institutional arrange-
ments that lead to successful and sustainable reform. On the other hand,
if leaders’ ideals do not have sufficient institutional capability, this can
make all reform efforts difficult—if not outright failures. This is well
understood by reformist leaders in Indonesia, as they see how far behind
them their subordinates are. That also explains why building operational
capacity is considered the first item on the agenda.
Although acquiring policy recommendations from consulting and
advisory partners continues to be used in policy process and organi-
zational reform, intensified training for civil servants is a commonly
employed method to increase operational capacity. Penetrating reform
ideas through training has its original background in this purpose. In
the case of Indonesia, there are expectations on the part of some leaders
that new recruitment can help speed up reform processes, and advance
the agenda of a more corruption-free, capable, service oriented, and
accountable, State (Effendi 2011). Rather than merely increasing pro-

fessional skills though, there is a need to pursue a mindset as well as a
culture-set at an intuitive level. The experience of local governments in
Indonesia affirms that having civil servants with higher skill levels do
not necessarily lead to stronger support for reform. Changing attitudes
becomes extremely important and a method of transforming the mental
model of civil servants to the intuition level is clearly required.
The problem, however, is not only what is being undertaken, but
also how to carry it out. Most reforms and innovations undertaken in
Indonesian cases set out from the problems faced, and turning threats
into opportunities also takes place when the external environment is
reinterpreted from a more positive perspective of seeking solutions for
advancing the policy process and organizational reform. The leadership
style driving reform in Indonesia varies along with the contextual pro-
gress of public sector reform, especially at local levels when the scope of
interaction between the elected officials (heads of local governments)
and administrations are so close to one another. By practicing transfor-
mational leadership, uncertainty and threat-like situations are taken and
turned into new opportunities, especially in dealing with internal support
from bureaucracies. Both the current mayor of Surabaya and the former
mayor of Surakarta use this type of leadership. Nevertheless, reforms
could not always be favored with the voluntary support of many peo-
ple, either inside or outside the organization. “Give and take” therefore
became a keyword for how a transactional type of leadership, and man-
agement of reform, would increase the feasibility of achieving the goals.
Thus, pioneers of innovation in local government have used patron-
age to identify and get support from their subordinates, who are firmly
entrenched in this practice. The basic assumption of these leaders in using
this method is the affirmation of their own cadres and/or constituencies
to give high support to reform policy. While this could lead to spoiling
bureaucracies with a politicized apparatus, there is a stronger chance of
making reform happen with assured support. A former regent of Sragen
Untung Wiyono could be the best example of this. Such cases have
shown that the more institutionalized the reform efforts are, the more
likely they are to be conducted using a transformational approach, while
the less institutionalized they are, the more likely a transactional approach
between leaders and their subordinates/constituents is inevitable.
The variety of leadership style and management approaches to the
reform policy process and organization is shown in Indonesian cases, as
are the impacts, respectively. A number of critical factors affect the com-
mitment and quality of leadership in local contexts. First, as a manifesta-
tion of democracy, Indonesia has implemented direct elections not only
for legislative and council members but also for president, vice-president,
governors, and mayors/regents. The election system has provided the
executive with a greater legitimacy and more important role in deter-
mining the reform process. It is not merely political support for reform,
but more an inherited mandate within which leaders take the responsi-
bility of meeting constituents’ demands. Commitment for reform is
derived from this moral value, and is not intended to undermine political
support from political parties in the coalition. Leaders attempt to find
meeting points between political parties’ vested interests and people’s
demands, and then compromise. Direct elections give political justifica-
tion, through which the bargaining position of the reformist leaders is
enhanced against supporting political parties.
Second, experiences earned by leaders in a certain period become a
background that determines how they approach and undertake reform
initiatives. A leader whose field-operation military career implies top-
down arrangement of development policy and management, such as
General Soeharto from the New Order, will give credit to this style of
leadership. The background and experience of most reformist leaders are
different from that of tenured bureaucrats. Those leaders brought their
leadership style from the private sector and academia into the bureau-
cracy to carry out their duties—especially those leaders with a business
background who introduced and internalized business values, the state-
of-the-art in the private sector, so that the bureaucrats had to perform
better daily to accomplish measurable objectives and goals. This is escap-
ing from the “due process” trap, for improved results.
Third, for leaders to proceed with policies, political parties are the
concrete and measurable political element of support and balanc-
ing power. Nevertheless, reformist leaders in Yogyakarta, Surabaya,
Surakarta, Sragen and Jembrana, for instance, are neither determined by
political parties nor produced by systematic political career development
within supporting political parties. These figures have been selected from
potential individuals based on their popularity among the public. Their
quality of leadership is developed along with their previous professional
background, such as business, investing, academia, or tenured bureau-
cracy. Nevertheless, when these leaders put their initiatives into action,
their ability to negotiate, to make political transactions, to engage people
within policymaking processes are essential types of political management

that level up their bargaining position with respect to political parties,
both from supporters and opposition. Political parties in councils in turn
take the role of determining leadership performance through political
support in the budgeting process, and the affirmation of policy options
that are proposed by the leader.
Fourth, Indonesian leaders at both national and local levels prevent
their administrations from becoming bigger—which in turn would over-
whelm leaders in their management and control of resources, but they
are also not about to make it lower than before. In turn, as shown in
cases of coordinating ministries, leaders sometimes have difficulties in
achieving their desired policy impacts due to the size and scope of tasks
in the organization. Experience in local government has also shown that
many styles and approaches of leadership performed by local leaders to
make reforms based on knowledge management, meet limitations when
they face the existing problems of institutional and organizational capac-
ity.
Policy reforms in Indonesia are developed on the basis of the
renowned but controversial New Public Management (NPM) concept,
which was initially generated from the values, paradigms, and ideological
basis of democracy. Embracing NPM for reforms in Indonesia is directed
to obtaining positive benefit from the policy process, and to the achieve-
ment of organizational reform through the optimized use of discre-
tion, trust-based cooperation between the regulation implementer, and
the party that is the object of the regulation. A great deal of concern is
therefore also given to balancing the state’s role, especially with the pri-
vate sector, in accordance with the rearrangement of democratic govern-
ance. The existing typical traditional bureaucracy, well known for its red
tape, large size, procedural heaviness, and orientation to efficiency, has
also been challenged by the introduction of state-of-the-art private sector
practices, along with legal reconciliation among sectors and levels of gov-
ernment to resolve overlapping regulations.
While governments have shown a marked tendency to simply imi-
tate others that are perceived as exemplars of successful reform (Pollitt
2003), the Indonesian experience has shown that using the sense of
local wisdom and values as a source for knowledge creation and manage-
ment, means undertaking reform close to and relevant with their soci-
etal context. Knowledge of “what works” and “what does not” therefore
tends to be context dependent. Innovative organizational reforms are
initially generated by the ideas of leaders at any level of organization that

is strengthened through various researches by bureaucrats and external
consultants. But the leaders examined in Indonesian cases are also able
to exploit local wisdom and translate this into practice as manifestations
of wise “phronetic” leadership, as suggested by Nonaka and Takeuchi
(2011). This is done to establish their role model, to embed values into
practices, and to transform their tacit knowledge into explicit knowl-
edge, so that phronesis is fostered in their subordinates. It is imperative
for leaders to be quite clear themselves about the beliefs and values that
they are trying to propagate. While they may undermine or not consider
the existing theoretical basis in policy process and organizational reform,
these leaders act and behave on the basis of their own experiences, and
have a close interaction with local wisdom and values. Indonesia’s experi-
ence, derived from certain reformist local governments, has shown that
knowledge—either created through academic policy research or acquired
from a shared context from people involved—is always beneficial in the
development of credible evidence-based policy.
The importance of increasing the bargaining positions of leaders is
found in Indonesian contexts; however the preference is not to place it
in diametrical relation with resisting groups, but to seek opportunities
to establish coalitions and support for reform. No one expects resist-
ance against an ongoing policy process and organizational reforms, but
this occurs when any change begins to take effect. Since an inclusive
approach of government is required for transparency and accountabil-
ity, its existence and role in supporting the policy process and manag-
ing organizational reform are also indispensable. Without transparency,
accountability, and participation, for example, through opportunities for
stakeholders to take part in hearings and collaboration in policymaking,
threats to reform are likely unavoidable (Dwiyanto 2011). A few lead-
ers are eager to work beyond bureaucracy boundaries, engaging broader
governance actors, i.e., the private sector, civil society organizations, and
personal voluntary entities. Cases from Yogyakarta, Sragen, Jembrana,
Tanah Datar, and Surakarta provide a lot of evidence for this, as do cases
from a number of reforming ministries.
With regard to the participatory reform process, since socioeconomic
aspects also determine whether citizens are about to commit to politi-
cal participation with certain opportunities, it is reaffirmed that innova-
tion works to deal with the problem of providing basic socioeconomic
services. Indonesia’s big leap of political and economic transformation
post-Asian Financial Crisis 1997 matches this proposition. This is also

confirmed when factors driving local government reform in Jembrana,
Surakarta, Sragen, Surabaya, and Yogyakarta municipalities are taken
into consideration. Instead of governments conducting reform by them-
selves, they would rather open more opportunities for other parties to
carry out economic activities that lead to generating certain externalities
in line with desired policy goals. This means that transformation toward
democratic governance can be understood as a set of intended changes
of relationships among which various governance reforms are carried out
in democratic ways. Not only does this complexity lead to a hybrid struc-
ture within a network mode of governance in facing widespread growth
of public duties, but changes also become inevitable, since reform cannot
be so easily managed in a constant way while facing uncertain situations
within a changing environment.
When reform is examined in the Indonesian context at both national
and local levels of government, it is found that innovative reforms are
implemented through the direct experience that enables sharing and
creating tacit knowledge. It is natural for leaders to be eager to change
toward something perceived as conforming to their own ideals and the
wisdom of reform. If they want bureaucracy to suit their values, they will
inevitably introduce a “phronetic” approach to manage knowledge for
bureaucracy reform.
When reform initiatives came from certain local governments in the
early phase of reform after 1998, they coincided with the cultural realm
of using particular local wisdom by the so-called phronetic leaders of
reform to embed values into practices, as well as to transform their tacit
knowledge into explicit knowledge, so that their subordinates are also
fostered to be phronetic. One piece of popular indigenous local wisdom
in Indonesia is “Ing ngarso sung tulodo, ing madya bangun karso, tut
wuri handayani,” simply understood as leadership by concrete example.
In order for leaders to win the respect of followers, they need to model
the way for others to achieve their vision. Some local authorities in Java,
such as the municipalities of Yogyakarta, Surakarta, and Surabaya, like to
engage society as a manifestation of paying attention to societal issues.
One of the Indonesian values borrowed from indigenous Javanese
local wisdom is “togetherness” or “involving others” to solve problems.
Turba—the acronym of turun ke bawah (English: being down-to-earth)
or the same meaning with the currently well-known term blusukan—was
usually carried out to meet people and open opportunities for listening,
and getting at the real problems experienced by people, and finding out
what they expect. Without a conventional formal procedure like mus-
renbangda (a local meeting for development planning), mayors/regents
had successfully got rid of barriers in two-way communication between
local government and society. In turn, leaders took this sort of direct
engagement as an opportunity to raise the awareness of their subordi-
nates by directly listening to the voice of society. For example, the former
regent of Tanah Datar also arranged such meetings, not only with sub-
ordinates at the office but also the heads of Nagari, a traditional village
entity based on the West Sumatran indigenous culture, since those heads
of Nagari were partners of local governments who worked hand-in-hand
with local agencies to deliver public goods.
The creation and transfer of knowledge in implementing reform in
practice consequently apply to policymaking as well. Knowledge is one
of the resources necessary to build institutional capacity within deliber-
ative policy analysis under network governance, by which the range of
tacit and explicit as well as systematized and experiential knowledge is
accessible to stakeholders, including the capacity to absorb new ideas
and learn from them. This applies to the repositioning between policy-
makers and citizens throughout the democratic governance scheme. A
popular strategy undertaken by pioneers of reform in Indonesia, at both
national and local levels, is “co-creation” or “co-reform” in policy pro-
cess and organizational learning, put in place to facilitate a cascade of
reformist ideas by learning directly from citizens at the grassroots level.
This method is also commonly used for gaining stronger legitimacy and
support by shortening the distance between local government and peo-
ple. Along with mobilizing citizens and civil society to change govern-
ment–society relations, co-created leadership is the mark of a leader who
wants to pay attention to the people to gain a higher degree of trust.
For leaders who agree on the virtue of co-designing policy, showing the
right attitude in governing people is more powerful than dictating formal
procedures. This change, including a paradigm shift in values, is deemed
an extremely important prerequisite as well as the primary way of gain-
ing public trust for effective, more fundamental public administration
reform, and innovative public services.
Innovative reformist government agencies and local governments
are limited in number in the first place. Transferability of knowledge
and practices in this case is one issue that bridges reform between gov-
ernment at the national, subnational, and local levels. Nevertheless, to
replicate innovation from a reformist public organization is not easy,

because it does not necessarily occur in most of the remaining other local
governments across provinces and municipalities, neither do individual
local authorities take the same initiatives to achieve a similar result. It is
thus imperative for the national/central government to intervene in the
replication process of policy and organizational reforms. Establishment
of guidance and technical assistance, facilitating knowledge shared
through executive training for leadership and policy forums, and encour-
aging implementation of strong adaptive innovation by respective pub-
lic organizations in a competitive manner, are concrete actions by the
national government to intervene in the process.
Salient programs in this context include the Reform Leaders Academy
(RLA) held by the Ministry of Administrative Reform to improve under-
standing and sharpen analysis of public issues/policy agendas, and to
reduce an ego-sectorial attitude in policy coordination among agencies.
The academy is attended by mid- or senior mid-level officials from differ-
ent home agencies to build up cross-agency collaboration, and includes
practical reform-oriented Improved Leadership Training held by the
National Institute of Public Administration to raise the awareness as well
as policy analysis skills of public officials, an Executive Education for
Indonesia Transformation Forum held by the Ministry of Home Affairs
in collaboration with the Rajawali Foundation and Harvard Kennedy
School of Government to consolidate reformist leaders in knowledge
exchange and mutual cooperation for further bureaucracy reform and
innovation, that is attended by selected mayors and regents. Other offer-
ings include the “One Agency, One Innovation” forum held by the
Ministry of Administrative Reform to generate a competitive climate
among ministries and local governments in the development of reform-
oriented innovative programs, which are then contested to achieve the
United Nation Public Service Award (UNPSA), and the open promotion
and selection for Higher and Highest Level Positions in Bureaucracy,
promoted by the Ministry of Administrative Reform to increase the
opportunities for potential credible and capable candidates to fill various
positions within the bureaucracy on a merit basis.
While leaders commit to reform with phronesis and knowledge crea-
tion, people gain fulfillment of their interests by the accomplishment of
their desired benefits. Innovations that lead to solutions that enhance
impact are more likely to be interpreted as a way for governments to
demonstrate their credibility and competence, and show how much
integrity they have. Although innovations in Indonesia are undertaken

based on political initiatives and support, they increase in a way that is
favored by reformist leaders. Since innovation is competitive in nature,
it is important for reformist leaders to reorient their phronesis to create
knowledge in a sense of self-restrained competition. Assuring adequate
room for every government agency and local government to attempt
iterative adaptation and competitive initiatives is the key to guaranteeing
increased innovation in the future.
Conclusion
Institutional and leadership capacity to implement reform initiatives and
knowledge management in regard of learning orientation are important
for effective policy processes. The Indonesian case shows that innova-
tive policy process and management developments in public sector at
national and local levels have been implemented through direct expe-
rience that enable sharing and creating tacit knowledge. The actors
perceive the reality as it is in the sense of empathizing with others
regarding what works and what does not. In fact, the relation between
actors and the environments does not necessarily transform knowledge
from tacit to explicit, but rather maintains tacit knowledge as it is. With
the reference to the framework introduced by Nonaka and Takeuchi
(1995), the SECI (Socialization, Externalization, Combination, and
Internalization) Model of Knowledge Conversion Process), what has
been practiced in Indonesia is the remaining “socialization”. Based
on the experience of reform initiatives in Indonesia, more efforts are
needed to raise awareness of the need to innovate by potential reformist
leaders, so that it is condensed into a conceptual understanding. Much
more efforts in the agenda are needed to relate conceptual understand-
ing to systematic and sustainable actions, and to further the internaliza-
tion of value created to embody the knowledge in policy process and
organizational reform."
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17–50.
CHAPTER 12
A Knowledge-Based Paradigm of Public

Sector Reforms in Asia
Masaei Matsunaga
Introduction
The counties of Southeast Asia have reached a critical stage in their soci-
oeconomic development. As their economies have continued to expand,
policy issues have become more complicated, especially in relation to the
increasingly globalized economy that has made their policy environment
more disruptive and uncertain. As a result, many countries in the region
have come to find themselves in or on the verge of the so-called “mid-
dle-income trap,” from which only a handful of countries have histori-
cally managed to advance to become a high-income country. Although
Japan is a developed nation and a high-income country, it is also in a
similar situation in that its economy has entered a prolonged stationary
state after achieving dynamic growth for decades, compounded further
by unprecedented event of a simultaneously rapidly aging and decreasing
population.
Nevertheless, every government in the region is expected to be not
only more efficient and transparent in managing pubic resources, but
M. Matsunaga (*) 
Japan International Cooperation Agency, Tokyo, Japan

258 M. Matsunaga
also more innovative and agile in creating effective solutions to pressing

societal issues that contain mutually conflicting factors. Against this back-
ground, initiatives for public sector reform have been activated through-
out the region. How those reform programs can be more effective in
transforming governments to be more innovative and agile is a major
question posed in every country in the region.
Outcome-Focused Reform Initiatives in the Public

Sector of Asian Countries
Many of the recent initiatives in public sector reform in the region are
observed to have a common feature; they focus on the concept of out-
come. Thus, various “scientific” approaches are employed to measure the
outcome of government activities as a part of the adaptation of mana-
gerial practices developed in the private sector, an approach that is col-
lectively termed “New Public Management” or “NPM” in short. This
is essentially designed to enhance the objectification of the outcome of
organizational activities in the public sector, and to vitalize incentive sys-
tems for those who work in that sector. Internationally practiced stand-
ardized measures have been adapted in each country to promote such
practices.1 Those measures are essentially devised to transform public
organizations into more outcome-oriented bodies by generating a mana-
gerial framework similar to those practiced in the market system.
A major assumption behind these reform initiatives seems to be that the
evasiveness of outcomes in the public sector inherently keeps public organi-
zations less efficient than private organizations, leaving them process focused
and deficient in innovativeness and agility to generate outcomes required by
the society. If, therefore, it embraces an outcome-focused managerial frame-
work, each public organization is assumed to be able to perform its function
more effectively and efficiently by unleashing its “hidden potential.”
The recent surge in outcome-focused reform initiatives has been
accelerated by the progress of democratization and decentralization in
the region. Political leaders who were elected to lead the state and local
governments feel obliged to meet the expectation of the people by a
bold reform of the bureaucracy that is generally perceived as inefficient
and incompetent. The outcome-based managerial schemes have been
enthusiastically adapted as authentic solutions that proved their effective-
ness in developed countries. On their part, international development
assistance organizations have been encouraging this trend by offering
12 A KNOWLEDGE-BASED PARADIGM OF PUBLIC SECTOR … 259
both technical and financial support. A reform program in the field of

governance is regarded as a priority target in their operation, because the
cost-performance of an aid project is considered to be higher in this field
than in other specific sectors.2 The preference of aid organizations is also
assumed to accelerate the adaptation of the outcome-based managerial
schemes in the region.
A Necessity for Localized Models

It is expected that the resulting bold reform initiatives in each country
will mean an enhanced capacity in public organizations. As reviewed in
this chapter, successful case studies are emerging in each country that can
act as benchmarks for others to follow. Those cases show how a differ-
ence in the capacity of a public organization may result in an amplified
difference in the outcome of policies in a dynamic stage of socioeco-
nomic development of a country. However, the chosen cases do not nec-
essarily prove the validity of outcome-focused managerial models, but do
allow us to examine the significance of local factors in the reform process.
It is assumed that the effectiveness of reform initiatives based on out-
come-focused managerial models is negatively affected by local contex-
tual constraints that undermine the validity of the major presumptions
associated with the models. First, a basic concept of managerial models
is presumed to be applicable to any organization. However, it is gener-
ally observed that the models developed based on practices in the private
sector of Anglophone countries are not functioning as envisaged when
they are transplanted to the public sector of Asian countries. One rea-
son could be that each country has unique societal systems: culture, cus-
tom, value systems, codes of conduct, legal systems, incentive systems,
and other intervening factors. Different societal systems affect the capac-
ity of public organizations in different ways. This argument leads to the
assumption that a managerial scheme developed in a society might lose
its relevancy in a foreign society by the degree to which the societies are
different each other. This assumption seems to be more valid in the pub-
lic sector than in the private sector because societal factors function more
strongly in the former than in the latter.3
Second, it is generally presumed that the outcome of organizational
activities can be objectively measured, and a clearly pre-defined outcome
is a prerequisite for the function of an incentive system. However, the
essential outcome of the work of a public organization seems to be not
260 M. Matsunaga
generally measurable. Furthermore, as many attempts of social-engi-

neering show, it is also hardly as pre-definable as an exact target as the
quarterly targets of a firm. Whereas it seems plausible that a managerial
framework modeled after those in the private sector may function effec-
tively for public services that can be outsourced to private entities,4 it is
not certain that the same managerial framework can generally work as
a panacea for any type of outcome and organizations within the public
sector. The inherent evasiveness of outcomes in the public sector in the
region may require a managerial framework that focuses not only on out-
comes but also on the processes that generate them.
Third, the outcome-focused managerial models developed in
Anglophone countries are focused more on the factors of efficiency
and accountability than on those of innovativeness and agility, because
of their historical and societal context, in which the latter are basically
associated with political leadership. However, the focus of public sector
reform in Southeast Asian countries is assumed to be the bureaucracy’s
organizational innovativeness and agility. Although the recent political
trend in the region has shown the empowerment of political or politi-
cally assigned leaders in public organizations, bureaucrats still in practice
retain larger roles in agenda setting and policy formulation than their
counterparts do in Anglophone countries. While it is generally assumed
that governments in this era are required to have more innovative capac-
ity than their predecessors because of the increasing complexity of policy
issues, bureaucrats in the governments of Southeast Asian countries and
Japan are required to have particularly high levels of innovative capac-
ity because of the challenging outcomes tasked for them. The difference
between the context of reform in Anglophone countries and in Asian
countries is substantial. Sustaining a high level of inclusive growth to
become a high-income country within a few decades by transforming
myriad systems in the society is an incomparably challenging outcome
tasked for any government in the world. So is reversing a vicious societal
spiral caused by aging-cum-decreasing populations.
The capacity for policy innovations will define the course of Southeast
Asian countries and Japan in coming decades, and this will in turn
require them to try unconventional approaches in their initiatives of pub-
lic sector reform. Whereas a standardized model of outcome-focused
managerial framework may prove to be instrumental to some extent in
transforming their public organizations, it is also deemed necessary that
a truly localized managerial framework be developed based on contextual
factors of the respective Asian countries, so that a government’s innova-

tive capacity to solve societal problems may be substantially enhanced.
In case a standardized managerial scheme is adapted, it needs to decon-
textualized to suit to the local context. Thus, to develop truly localized
solutions, outcomes currently tasked for governments in Southeast Asian
countries and Japan need to be carefully examined so that critical contex-
tual factors are grasped.
Outcomes in Public Sector Capacity Development

and Knowledge Creation
Capacity Development as the Outcome in the Public Sector

In clarifying the peculiar features of outcomes tasked for public organiza-
tions in Southeast Asian countries and Japan, an indispensable step to create
an effective localized reform model, the concept of “capacity development”
(Fukuda-Parr et al. 2002) is assumed to be highly instrumental. This is a
framework to grasp the true state of a country as the amalgamation of vari-
ous segments of “capacity to solve problems.” This capacity is categorized
into three levels: the capacity of individuals, of organizations, and of the
society in general. In this context, a society can be regarded as a country or a
local area in a country. Naturally, individuals constitute an organization, and
organizations and individuals constitute a society. Therefore, the capacity of
a society is defined by the capacity of individuals and organizations within
its boundary. On the other hand, the society’s own element of capacity con-
sists of the various factors that define the performance of its individuals and
organizations. These include physical infrastructures and laws among others.
There is a similar concept called “capacity building (UNDP, 1993).”
While this normally denotes the state of human capability (knowledge,
skills, and attitude), the concept of “capacity development” extends its
realm to that of organizations and societies. Under this concept, each
society or each segment of a society is assumed to have the unique capac-
ity to solve problems. As countries show a diversified state of develop-
ment, policy domains or sectors and regions within the same country also
may exhibit such diversity. This is because the composition of three lev-
els of capacity is peculiar to respective policy domains and regions, which
can result in difference in their capacity to solve problems.5 In the para-
digm of capacity development, all the outcomes in the public sector can
262 M. Matsunaga
be reduced to changes in the three levels of capacity in a policy domain

or region. The outcome tasked for a government or any particular pub-
lic organization is an enhanced state of the capacity of the society in a
certain policy domain or a region.6 By applying this conceptual frame-
work, the assessment of factors that affect the capacity of a government in
respective policy domains can be more systematically conducted.7
In the paradigm of capacity development, a societal problem is
defined as a state of societal capacity that needs to be enhanced or
retained. While the societal capacity in a policy domain is segmented to
the three levels of capacity; each level of the capacity comprises several
factors that are broadly categorized into physical factors and knowledge
factors. The former is concerned with the condition of the quality and
quantity of natural endowment and man-made facilities represented by
various economic infrastructures, while the latter is about the condition
of human capacity and various knowledge assets in the society, which
includes laws, decrees, plans, designs, and intellectual properties, and
shared tacit codes of conduct, among others. It follows that a societal
problem is conceptualized as the state of deficiency in those physical
and/or knowledge factors in their societal capacity. A major function of a
government is to facilitate the transformation of those factors in the soci-
ety. Outcomes tasked for a government and its respective public organi-
zations are defined as positive changes in the factors that constitute the
capacity.
Societal Institutions
The single most significant outcome tasked for any public organization
is to solve a societal problem or enhance societal capacity in its assigned
policy domain. While most societal problems contain both physical and
knowledge factors within them,8 it is the latter that is more critical for
the capacity of a society. This is because the outcomes of knowledge fac-
tors are assumed to be more time-consuming and unpredictable to gen-
erate than those of physical factors. The acquisition of knowledge and
skills as well as the transformation of mental-models occur endogenously
within individuals. Although this process can be facilitated by external
stimuli, it is generally beyond the reach of “social engineering.” This is
the reason why a societal problem that does not require a large amount
of investment but contains a substantial volume of knowledge factors will
turn out to be a more challenging task for the government.
A major category of the knowledge factors that shape the capacity of

a society is “societal institutions.” In the context of the current inquiry,
a societal institution is defined as a state where the members of a soci-
ety, who are termed as “stakeholders,” share the same set of recognitions
and behaviors, coupled with accompanying knowledge and skills. They
are the tacit segments of societal capacity that define the performance of
individual societal members and organizations that operate in the society,
which are conceptualized as “societal institutions.” A significant part of
the societal capacity of a country consists of societal institutions in vari-
ous policy domains, which defines the overall capacity of a country that
reveals itself in various outcome data.
A law or an ordinance itself does not denote a societal institution, but
a “policy solution” that plays a catalytic role in the evolutionary process
of a societal institution. When a problem is identified regarding a societal
institution, a policy solution is applied to facilitate the evolution of the
institution to a desirable state. The difficulty in this process is caused by
the fact that an outcome of institutional evolution cannot be prefigured
with the same levels of exactness as required for the engineering activities
around a physical factor such as the construction of facilities. The struc-
tural factors that lie at the heart of this difficulty can be summarized as
follows:
• The evolution of a societal institution is essentially an incremental

and endogenous process among stakeholders.9 While a govern-
ment can directly intervene in the transformation of physical fac-
tors by constructing public facilities, its role in the transformation
of a knowledge factor is limited to that of a facilitator, which occurs
endogenously within each individual stakeholder;
• The outcome of the evolutionary process of a societal institution is
difficult to measure. The reliability of indicators is generally limited
to grasp incremental changes in the cognitive dimension of stake-
holders;
• Each societal institution takes a specific mode based on the context
of the policy domain in which it exists, which reduces the effective-
ness of standardized interventional measures or policy solutions.
For instance, interventional measures that worked in the policy
domains of irrigation development might lose their validity in the
domain of primary education development; and
264 M. Matsunaga
• A policy domain is divided into many interrelated sub-domains

that have their respective sub-institutions, which is conceptualized
holistically as a “policy system.” For instance, the policy domain of
primary education development can be divided into sub-domains
of teacher training, facility development, curriculum development,
community participation, and other fields. Piecemeal attempts
of interventions would not work as a policy system; a systematic
approach is required to solve a societal problem.
The evolution of a societal institution in a policy domain is thus an

endogenous process of simultaneous evolution of sub-institutions in
respective sub-domains, a process that requires a government to devise
contextually localized interventional measures, and to take a meticu-
lously systematic approach in facilitating the process without objective
data. This explains why an outcome to be achieved in the public sector is
assumed to be generally more challenging than one in the private sector.
The evolution of a societal institution is arguably the most challenging
outcome tasked for any government.10
Organizational Institutions
Institutions also constitute a critical part of capacity of any public organi-
zation, as they do with respect to the capacity of a society. The capacity
of a public organization is primarily defined by the quality of its inter-
nal organizational institutions as well as that of members’ capacity.11
While physical facilities and equipment may constitute a significant part
of the organizational capacity in public service delivery organizations,12
their outcome performance is defined by the quality of their organiza-
tional institutions and their members’ capacity. Some organizations are
continuously more innovative in solving their problems than others, just
as some countries are more consistent in expanding their economy than
others. Such a difference in outcomes is assumed to be caused by the
difference in the respective organizations’ routinized processes to solve
their myriad problems, which are conceptualized as “creative routines.”
These are critical organizational institutions that define the quality of
organizational learning and solution creation, which in turn affects how
organizational members can be continuously motivated to create innova-
tive solutions by learning from their own practices as well as adapting
from others. The innovativeness and agility of a public organization can

be assessed by clarifying its creative routines.
As in the case of societal institutions, the evolution of an organiza-
tional institution takes an endogenous process that is generally beyond
the reach of quick-fix manipulation. As many futile attempts to reform
a public organization have shown, at the heart of any lingering problem
lies the issue of the stakeholders’ mindset, a tacit form of the organiza-
tional institution. To perform their functions more effectively, public
organizations are expected to transform their organizational institutions
so that they can be more innovative and agile in coping with societal
problems.
In this context, it can be argued that the outcomes of institutional
evolution in a society or in a public organization are essentially differ-
ent from the outcomes envisaged in the managerial frameworks of firms.
Whereas it is witnessed that firms have become increasingly concerned
with the generation of a societal institution to solve societal problems,13
their managerial frameworks have been developed predominantly for
outcomes in terms of profit or customer satisfaction as a result of the
sales of their goods and services. Hence, in pursing outcome-focused
reform programs, a government is required to facilitate its public organi-
zations to create a set of organizational institutions that can address the
peculiar nature of their intended societal institutions, instead of simply
emulating standardized models practiced by firms. The success or the
failure of an outcome-focused reform initiative in the public sector is
affected by the extent to which reform measures have been localized to
conform to institutional evolution processes in respective policy domains.
Knowledge-Based Views of Institutional Evolution

A cardinal question for any government is how it can effectively facilitate
the evolution of existing institutions both in the society and in each public
organization. To answer this question, it is imperative to clarify the dynam-
ics of the evolutionary processes. As examined, the evolution of an institu-
tion is assumed to occur in the cognitive dimension of stakeholders.14
A public organization facilitates the process by creating and imple-
menting solutions: a regulatory framework or a package of public ser-
vices to a societal institution, and organizational guidelines to an
organizational institution. The diversity found in the “performance” of
266 M. Matsunaga
institutions implies that an institutional evolution or devolution is accel-

erated or retarded by various conducive and impeding factors that affect
the cognitive and endogenous process of stakeholders. In clarifying those
factors, the dynamics between an institutional process and a solution
needs to be examined. For the purpose, the theoretical framework of
knowledge-based management is assumed to enable the deeper analysis
of that dynamic because of its focus on the factors of knowledge.
A solution is an explicit mode of knowledge that takes the form of a
law, a set of guidelines, a plan, a program, a manual, and others. While
institutional evolution is essentially an endogenous process that takes
place within the realm of stakeholders’ tacit knowledge, typically belief,
judgment, and attitude, it can be effectively facilitated by the explicit
mode of knowledge. Because of its explicitness, a solution is efficiently
communicable to a large number of stakeholders. Nonetheless, many
of solutions turn out to be helpless to facilitate their targeted processes,
as the fact that many laws and organizational guidelines fail to substan-
tiate intended outcomes indicates. In the framework of knowledge-
based management, the process of institutional evolution is grasped as
a dynamic interactive process of the tacit knowledge of stakeholders,
and the explicit knowledge created as solutions (Nonaka et al. 2008).
Expediting and impeding factors that affect the effectiveness of a solu-
tion are assumed to be located in this two-way dynamics. If this assump-
tion is sufficiently valid, it is expected to potentially open up alternative
ways to enhance the effectiveness of reform measures to be designed for
public organizations in the region.
Those factors that affect the effectiveness of a solution designed for an
institution are categorized into “content-factors” and “process-factors.”
The content-factors are literally about the content of a solution. Any
solution is created based on certain hypotheses. How closely the hypoth-
eses are relevant to the reality of stakeholders is assumed to affect the
effectiveness of the solution.15 On the other hand, the process-factors
are about how a solution is created and implemented. An institutional
evolution is assumed to be not only facilitated by the solution itself but
also by its process.16 A solution is something that cannot be enforced
upon stakeholders; it needs to be embraced by them. It also needs to
allow stakeholders to exert their capacity of serendipity in the process of
its implementation. The effective implementation of a solution requires
the concurrent generation of tacit knowledge among stakeholders in the
process, which may result in a better and unintended outcome.
In practice, it is observed that both factors are mutually intertwined.

While it is widely accepted that a solution targeted at the behaviors of
stakeholders needs to be localized, based on specific features of the local-
ity, the quality of the localized content is primarily defined by the locali-
zation process, in which the tacit knowledge of stakeholders needs to be
sufficiently incorporated into the solution.
A major hypothesis in the current inquiry is that the effectiveness of a
policy solution is more seriously affected by process-factors than by con-
tent-factors. This assumption is partly based on the general observation
that a reform program often fails to bring about its expected outcome
despite detailed studies and analyses conducted by external parties. Such
a situation may imply that process-factors have negatively functioned to
reduce the effectiveness of such a solution. While a team of professional
consultants who work independently of other stakeholders can efficiently
create an effective solution to a societal problem that is concerned with
physical factors, a solution created in a similar way is assumed to hold far
less validity for a problem in an institution. On the other hand, cases of
successful outcomes show that stakeholder tacit knowledge is mobilized
in the process of the creation and implementation of solutions. As the
function of a solution is to facilitate the endogenous process of institu-
tional evolution, its effectiveness is assumed to be affected by the degree
to which the tacit modes of expediting knowledge have been generated
among stakeholders. While the movement of outcome-focused adminis-
trative reforms has substantially activated scientific approaches to find the
appropriate content of policy solutions, similar efforts to clarify the pro-
cess-factors have not yet been deepened. In creating reform measures to
strengthen the capacity of public organization to innovate more effective
solutions, the process-factors that define the effectiveness of the solutions
need to be clarified in the respective country contexts.
Grasping Process-Factors in the Capacity to Innovate Solutions

The capacity of a country to cope with an increasingly challenging pol-
icy environment is assumed to be largely defined by its public organi-
zations’ capacity to innovate and implement policy solutions. Public
organizations are expected to enhance their own capacity by facilitating
the evolution of their organizational institutions, and effectively facili-
tate the evolution of targeted institutions in the society, which will solve
perceived societal problems. To strengthen the capacity to do this, the
268 M. Matsunaga
following aspects of the processes designed to create and implement

solutions need to be examined:
• The process-factors that affect the effectiveness of a solution to a

societal or an organizational problem;
• The relative significance of various process-factors in terms of their
effect on the effectiveness of a solution; and
• The effect of local context on the relative significance of these pro-
cess-factors.
In inquiring into the factors that define the effectiveness of solutions and
facilitate institutional evolution, the causality between the process-factors
of a solution and its effectiveness as to the targeted outcome needs to be
clarified.17 In such an exercise, the definition of the process-factors needs
to be operationalized so that they can be objectively measured. In par-
ticular, reasonably effective measures to grasp the state of tacit modes of
knowledge of stakeholders, including those within a public organization,
are required. In the next sections, a preliminary inquiry into these ques-
tions about the process-factors is attempted, with a view to clarifying the
focus of empirical studies required for designing an effective public sec-
tor program, in the following areas:
1. Organizational Development. Implications for further studies on

the issues of organizational development are explored through a
preliminary examination of process-factors in two stages: (1), the
formulation stage of a solution, in which the tacit knowledge of
stakeholders is mobilized to identify the critical issue of a problem
and create the key concepts of a solution to the issue; and (2), the
implementation stage of a solution, in which the generation of tacit
knowledge is activated among stakeholders in the process where
a concrete solution is compiled based on the concept and imple-
mented; and
2. Leadership Development: The implications for further studies on
the issues of leadership development are explored through a pre-
liminary examination of catalyzing roles performed by key actors in
transformative processes and factors that define their capacity.
Dynamic organizations and societies that can solve their problems

effectively and agilely are assumed to have creative routines that enrich
expediting factors in their solutions. However, studies on those pro-

cess-factors have remained relatively inactive compared with parallel
efforts for the private sector, as the knowledge of institutional evolu-
tion processes is generally kept to a limited circle of practitioners who
were directly involved in the processes. It is all the more imperative to
examine such factors before tackling any problem of an organization or
a society because of their assumed decisive impact on the effectiveness of
solutions and their targeted outcomes.
Knowledge-Based Organizational Development
Basic Institutions as “Creative Routines”

Every public sector reform program in Southeast Asian countries focuses
on the strengthening of public organizations’ capacity to solve prob-
lems, along with organizational efficiency and accountability. In the
region where the process of democratization and decentralization is gain-
ing momentum, the empowerment of political leadership is observed
to entail intensified public scrutiny into the capacity of the bureaucracy.
Public organizations are generally regarded as incompetent to realize
policy initiatives proposed by elected political leaders. Their organiza-
tional development is prioritized by governments that try to meet the
swelling expectation of the people.
Countries and organizations that consistently outperform others
are assumed to be endowed with effective institutions. A problem rec-
ognized in a policy domain is quickly addressed by the evolution of
concerned societal institutions. The agility and flexibility of societal insti-
tutions in key policy domains define the capacity of a country to cope
with environmental changes. The same assumption can be made on the
capacity of public organizations. Naturally those effective institutions are
not something acquired by chance. If a country or a public organization
is constantly endowed with comparatively effective institutions in its vari-
ous domains, it is inferred that it has a certain set of “basic institutions”
that assure the agility and flexibility of all the different sectorial institu-
tions in respect of the policy domains within its boundary.
At a societal level, the basic institutions can be national systems of
civil service, fiscal management, legislature, decentralization, and devolu-
tion among others. Likewise, systems of decision-making, organizational
structure, planning, evaluation, personnel management, procurement,
270 M. Matsunaga
and others can constitute the basic institutions of a public organiza-

tion. The two levels of basic institutions interact with one another.
While the basic societal institutions comprehensively define the func-
tion of the basic institutions within each public organization, they are
also affected by the prevailing mode of basic organizational institu-
tions.18 Constituting a pair of wheels, both levels of basic institutions are
assumed to jointly define the function of myriads of sectorial institutions
in a country. Their function can be compared to “operating systems”
that define the function of every program in a computer.
The reason why various reform schemes adapted from Anglophone
countries often fail to work in Southeast Asian countries and Japan is
found in this point. The validity of an “imported” solution, either for a
societal basic institution or an organizational basic institution, is defined
by the degree to which it is compatible with existing local basic institu-
tions. As societal and organizational basic institutions constitute a sys-
tem, it is not possible to replace a few parts of a malfunctioning basic
institution with new ones as in the case of repairing a machine. A sys-
temic approach is required in facilitating its evolution. As an entire sys-
tem cannot be replaced even by a big-bang comprehensive reform, any
public sector reform initiative needs to be incremental and flexible so
that a solution developed in a foreign context can be sufficiently local-
ized and internalized in the existing system.
The system of basic institutions designed to solve problems is assumed
to constitute the creative routines of an organization, which suggests
that the system is deeply embedded in the behavior of each organiza-
tional member.19 While sectorial institutions in respective policy domains
may change themselves relatively flexibly in responding to an environ-
mental change, the creative routines of public organizations are assumed
to persist for a long period of time, as they are path dependent and more
deeply rooted to their unique local context. The highly contextual nature
of creative routines means that each public organization has its unique
set of creative routines or “way of doing business.” Nonetheless, there
can be common benchmark models for public organizations that share
the same societal basic institutions. By identifying such models and
applying meticulous methods as a public sector reform program, the
incremental evolutionary process of creative routines is expected to be
accelerated in respective public organizations.
Consequently, the focus of the present inquiry is on identifying
the creative routines that are assumed to be qualified as a common
benchmark model for public organizations in each country. As the per-

formance of public organizations, districts and countries are varied and
some of them are consistently outperform others, there should be criti-
cal factors that define the capacity of such high performers. By com-
paratively identifying those factors in the process of problem-solving,
the critical attributes of the benchmark model of creative routines are
expected to be identified. Once the benchmark models are successfully
established, the major areas of deficiency in the current creative rou-
tines of less innovative organizations can be identified. This will enable
reform planners at both national and organizational levels to create more
focused solutions to facilitate the incremental evolution of creative rou-
tines based on the benchmark models.
The identification of local benchmark models of creative routines is an
indispensable step in creating any effective reform program designed to
strengthen the capacity of public organizations. Nonetheless, the effort
to identify the models is observed to remain subdued compared with the
comparable effort to adapt various solutions from abroad. In this chap-
ter, a preliminary inquiry is made into potential models that are suited to
the context of Southeast Asian countries and Japan, and that are derived
by applying the framework of knowledge-based management theory. As
examined in the preceding sections, the theoretical framework is assumed
to be highly instrumental in assessing both expediting and impeding fac-
tors that affect the effectiveness of a problem-solving process, clarifying
the causality between the way a solution was created and the solution’s
outcome. In this preliminary inquiry, the organizational process to solve
a problem is divided into two generalized stages based on the knowl-
edge-creation model: the stages of solution formulation and solution
implementation.
Knowledge-Based Views of Formulation Stages

A societal or organizational problem has many facets or issues, which
presents a government with many potential approaches to solve that
problem. The identification of a “right issue” and the creation of a “right
concept” to approach it are critically important initial steps in realizing a
targeted outcome. At the same time, they can be the most difficult part
of a problem-solving process, as the diversity of stakeholders in a policy
domain often causes a situation in which many seemingly critical issues
are competing for prioritized treatment, and even the recognition of a
272 M. Matsunaga
problem may not be shared. In the public sector, stakeholders are not
limited to those who are directly affected by a solution. Many indirectly
concerned parties such as other concerned public organizations, private
organizations, the media, academics, and advocacy groups can be influ-
ential stakeholders. The problem is that diverse stakeholders have diverse
tacit knowledge that can be mutually contradicting. Some groups of
stakeholders do not perceive a major problem about an existing institu-
tion, while others harbor the necessity to transform it.20
The inherent difficulty of public sector reform programs is also
caused by the divergence of recognition between those who initiate a
reform and those who are to be “reformed.” Without objective evidence
or a crisis that clearly denotes a problem and is a priority issue for all
the stakeholders, those who might be negatively affected stick to exist-
ing institutions. On the other hand, the recognition and the attitude of
those who implement and oversee a created solution may critically affect
the effectiveness of its solution. The frontline operatives and middle
managers within a public organization are “internal stakeholders,” with
whom planners need to share the recognition of a problem and priority
issues for its solution. Therefore, the process of issue identification and
concept creation needs to be sufficiently dynamic and flexible in facilitat-
ing the synthesis of mutually conflicting tacit knowledge of diverse stake-
holders.21
In most cases, the identification of a right issue and the creation of
a right concept are facilitated by “awakened stakeholders” and “stake-
holders with expertise,” who are often political leaders, technocrats, aca-
demics, social entrepreneurs, and similar others.22 They can play effective
roles in facilitating diverse stakeholders to notice a problem, and reach
a consensus on the priority issue of the problem. Nonetheless, there is
a risk that the endogenous process is compromised by a group of awak-
ened stakeholders in relation to a predetermined issue. For instance, a
participatory and deliberative planning method can be applied to rein-
force the preconceived ideas of those who intend to engineer the
“transformation” of an institution, rather than to facilitate the co-
identification of an issue among concerned stakeholders. Likewise, a
method of evidence-based policy formulation is not immune from fal-
lacy. Although evidence acquired from well-organized research can play
a similar function to sales data for a firm, a stakeholder consensus on
an institutional problem and its priority issue is generally assumed to
require a more complex process, in which stakeholders’ tacit knowledge
is sufficiently synthesized. A policy or a program that is claimed to have

been formulated based on the evidence of a scientific research might not
work if such an endogenous process was compromised. While their effec-
tiveness is affected by the degree to which the tacit knowledge of stake-
holders is unleashed, and the synthesis of different views is deepened, the
application of such methods often goes no further than collecting the
superficial knowledge of stakeholders for the purpose of justifying a pre-
conceived issue. An effective socialization process is an endogenous pro-
cess of stakeholders, which often cannot be substituted by an efficient
and scientific method of planning. The effectiveness of the processes
and Ba23 designed to facilitate the mobilization and synthesis of the tacit
knowledge of various stakeholders is assumed to be affected by their rel-
evance to the local context. A standardized method of facilitation and
survey also needs to be appropriately modified in the light of its local
contexts.
In the processes of issue identification and concept creation, knowl-
edge acquired from relevant preceding cases in other organizations and
countries can play a critical catalytic function. It can be a major source
of innovation in facilitating the identification of a similar issue in the
local context. An exposure visit to a foreign country may also enable an
awakened stakeholder to find out a hidden critical issue that is hardly
perceived at home. By acquiring deep tacit knowledge through this
exposure, he or she can be sufficiently empowered to assume a leader-
ship role in the evolutionary process focused on the issue.24 Sending key
actors to a foreign country can thus be an effective approach in formu-
lation stages of a solution as long as it is strategically designed and the
right persons are selected.25
Key Process-Factors in Formulation Stages

In summarizing the argument, it is assumed that there are three major
groups of factors that critically affect the effectiveness of a solution in its
upstream formulation stages:
1.
The extent to which stakeholders’ tacit knowledge is mobilized
in the identification of an issue. A truly critical issue is collectively
identified by stakeholders. The endogeny of the processes and the
scope of involved stakeholders are assumed to enhance the solu-
tion’s effectiveness. A decentralized and flexible framework that
274 M. Matsunaga
enables spontaneous and trial-and-error initiatives among stake-

holders is assumed to get closer to the right issues in a societal or
organizational problem. A policy issue identified by a segment of
stakeholders needs to be embraced by others through an endog-
enous process to become an authentic issue for them;
2. The extent to which stakeholder tacit knowledge is synthesized in
the creation of a key concept. The key concept of a solution to a
policy issue is created as a synthesis of various stakeholders’ knowl-
edge. Tacit knowledge of those who will implement the solution
and those to whom the solution is designed is a critical source of
an effective solution. Knowledge acquired from the observation of
overseas benchmark cases can be an effective catalyzer that stim-
ulates the synthesis. The intensity of those factors is assumed to
affect the effectiveness of a solution that will be created based on
the concept; and
3. The extent to which the formulation process is localized. The qual-
ity of the mobilization and synthesis of stakeholder tacit knowledge
is affected by the intensity of localization applied to their processes.
Various Ba that facilitates the processes need to be designed based
on each local context including such factors as culture, and tacit
codes of conduct. The openness of a process and the scope of
stakeholders are also assumed to affect the innovative capacity of a
public organization,26 while the mode of openness also needs to be
localized.
The mobilization and synthesis of stakeholders’ tacit knowledge are crit-

ically important at the initial stages of issue identification and solution
formulation in relation to problem-solving: issue identification and solu-
tion formulation. This is because a societal or organizational institution
exists within the dimension of stakeholders’ tacit knowledge relating to
recognition, belief, commitment, and so on. However, the processes for
the purpose at those stages are prone to be compromised in actual cases
by “rational judgments.” The vertically sectional structure of most pub-
lic organizations makes it costly for policy planners to coordinate with
stakeholders in other divisions and those outside the organization.
Also, a particular political situation may not allow a time-consum-
ing endogenous process of “socialization” and “externalization.” The
methods of participatory and evidence-based planning are thus applied
rather more as a formality than as a serious attempt to facilitate the
co-identification of the issue among stakeholders. Because of those

organizational constraints, a public organization that has managed to
equip itself with more conducive creative routines for the mobilization
and synthesis of stakeholders’ tacit knowledge is assumed to have better
capacity to solve societal problems as well as its own internal organiza-
tional problems.
Knowledge-Based Views of Implementation Stages

It is generally envisaged that once the key concept of a solution to an
identified issue is created, the detail can be is formulated and officially
finalized as the solution to the problem. Then, the created solution is
implemented by frontline bodies of the government, which will result in
the expected institutional evolution on condition that concerned stake-
holders embrace the solution.27 The perspectives of knowledge-based
management focus on these processes of solution creation and its imple-
mentation in a way to clarify the dynamics of explicit and tacit modes of
knowledge.
A solution normally takes an explicit mode of knowledge,28 as it needs
to be clearly conveyed to all stakeholders. While the concept of a solu-
tion needs to be created from the synthesis of tacit knowledge from vari-
ous stakeholders, its concrete contents are usually created by synthesizing
existing explicit modes of knowledge at the hand of experts. Activities
to explore and combine most appropriate knowledge for the concept of
a solution are conducted by a group of stakeholders who have expertise
on the issue: technocrats, advisers from academic circles and advocacy
groups, contracted consultants, and others generally regarded as experts.
They are supposed to substantiate the most effective solution within
existing physical and fiscal constraints by applying their deep scientific
knowledge.
One of the salient features of the current move toward outcome-
oriented public sector reform is the intensification of those activities.
Facilitated partly by the orientation toward “scientific approaches,” and
partly by the development of information technologies that drastically
reduced the cost to acquire existing explicit knowledge, activities to scan
potentially adaptable existing knowledge have been generally strength-
ened in the Asian countries as well as in Japan. This has also resulted in
expanded opportunities for the consulting-business in each sectorial pol-
icy domain that have not been traditionally opened to external business
276 M. Matsunaga
entities. This tendency is assumed to be more robust in the Asian region

than in other areas of the world, due to different stages of socioeconomic
development that are supposed to require knowledge-based assistance
from external bodies.29
However, this situation is not necessarily assumed to mean the
enhanced effectiveness of created solutions, or an enhanced innovative
capacity of governments to solve problems. The situation where a cre-
ated solution is not properly implemented, or results in an unexpected
institutional evolution, is observed even in cases where analytical activi-
ties have been extensively conducted by experts. A hypothesis derived
from those cases is that the tacit knowledge of stakeholders has not been
sufficiently synthesized at both formulation and implementation stages.
It is generally observed that those who formulate the concept of
a policy, those who create a concrete solution by combining existing
cases of explicit knowledge, and those who implement the created solu-
tion, often belong to different organizations or sections. As the combi-
nation of activities requires specific expertise, it tends to be conducted
by specialists on the issue. On the other hand, the people for whom a
solution is created are generally regarded as passive actors: as beneficiar-
ies, or as those to be regulated. The government’s frontline operatives
are generally supposed to passively receive a finalized form of explicit
knowledge as the solution to an issue, and implement it based on the
instruction given by those who created the solution. To strengthen the
government’s implementation capacity and disseminate correct infor-
mation, instructional manuals, and information packages are developed,
and training workshops are organized. Naturally, such a system is not
assumed to be conducive to the generation of tacit knowledge of the
government’s frontline operatives and targeted stakeholders.
Stakeholder tacit knowledge is regarded as a critical resource that can
be utilized to make a finalized solution more relevant to the reality in the
field, and more implementable. Therefore, the tacit knowledge of stake-
holders needs to be sufficiently synthesized to fine-tune a solution before
finalizing it. A group of middle managers and frontline operatives who
will implement a solution can be invited to participate in the solution
creation process so that their tacit knowledge is adequately synthesized
into the solution.30
The exactness of fit of a solution also needs to be more flexibly con-
sidered. A conventional way of problem-solving in the public sector is to
develop a standardized solution in the form of laws, decrees, programs
or other methods, and instruct lower echelons of the government to

implement them. They are often accompanied with incentives, such as
subsidies and free-services, to facilitate their implementation. However,
the necessity of a flexible implementation process that activates tacit
knowledge creation among stakeholders seems to be obvious. While
the approaches of evidence-based policy formulation may increase the
validity of a created solution, its impact on the issue cannot be fully pre-
figured. The frontline operatives and their managers in a public organiza-
tion can play critical roles in making a solution more fine-tuned to the
reality of stakeholders, and so can the targeted stakeholders of a policy
solution. In this situation, they are not beneficiaries but actors who play
proactive roles in the evolution of an institution. Their ingenuity as well
as commitment can be unleashed by a flexible system. Hence, together
with initiatives to introduce scientific methods on the formulation stages
of solutions, initiatives are required to make implementation stages more
flexible, generally by allowing a larger role for the serendipity of those
who engage in the implementation of a solution. A decentralized and
flexible implementation system would thus activate spontaneous initia-
tives among stakeholders to improvise small innovations to make cen-
trally designed solution more relevant to each local context. On top of
that, it would facilitate their commitment to the institutional evolution.
Process-Factors in Implementation Stages

As a summary, it is assumed that three major groups of factors critically
affect the effectiveness of a solution in its implementation stages:
1. The extent to which stakeholders are convinced of the significance,

feasibility, and outcome of a solution is critical. This means that
belief, mindset, and other necessary expediting tacit knowledge
need to be generated among stakeholders who execute the solu-
tion on the frontline. How effectively a created solution is coupled
with the matching tacit knowledge of stakeholders defines its over-
all effectiveness. If the tacit knowledge of broader stakeholders has
not been sufficiently synthesized in upstream stages, as is often the
case with top-down policy initiatives, expediting tacit knowledge
needs to be strategically generated at the implementation stages;
2. The extent to which stakeholders’ tacit knowledge is synthesized into
a solution, or the extent to which a finalized solution is localized is
278 M. Matsunaga
important. Before finalizing, a solution needs to be put to trial imple-

mentation. Tacit knowledge generated in each trial is incorporated
into the solution as applied revisions; and/or different local versions of
the solution. In this sense, a decentralized and flexible framework that
allows the localization of a solution seems to have a better chance to
realize intended outcomes than a centralized framework does; and
3.
The extent to which stakeholders can acquire expediting tacit
knowledge during the implementation of a solution will affect the
outcome. A solution is assumed to be sustainably implemented to
facilitate the generation of targeted institutional evolution if those
who implement it and those who are facilitated by it can acquire a
positive experience and expediting tacit knowledge from its imple-
mentation. In this respect, a solution that is designed to give sub-
stantial room for discretion or serendipity in its implementation to
stakeholders so that they can create added-values is assumed to be
more effectively sustained and continuously brought into the next
stage of issue identification.
A successful outcome of a societal or organizational problem invites a

next round of the problem-solving cycle as the solution of the problem
generates a new problem and issue. A dynamic organization or country
is assumed to have active continuous spiral processes of problem-solv-
ing, which will result in a marked difference from other organizations
or countries in a decade. If a solution is not effectively implemented
by frontline operatives and embraced by those for whom the solution
is created, the continuous spiral process is terminated, wasting hitherto
created both tacit and explicit knowledge assets as well as the physical
investment made to facilitate their accumulation.
Problems in implementation have been primarily associated with the
insufficient capacity of those who implement the solution, which has
in turn directed the focus of governments’ intervention onto the dis-
semination of necessary knowledge and skills to stakeholders on the
frontline, namely the rank-and-file officials at the lower echelons of the
government, as well as to the people to be affected by the solution. The
framework of knowledge creation presents an alternative view to this
conventional notion. It does this by clarifying the necessity to generate
organizational institutions in which those who are entrusted to imple-
ment a solution also play proactive roles in its creation.31
A benchmark model for the system of basic institutions or crea-

tive routines is assumed to comprise factors summarized in this section,
although there should be diversity among individual models that are
based on the context of localities. Their identification is an indispensable
step in the process of any public sector reform initiative. In the following
section another critical question in reform initiatives, how the evolution
of the creative routines can be facilitated, is examined.
Phronetic Leadership Development
Leadership Development
An institutional evolution requires effective leadership. Behind any
major breakthrough in dealing with a societal problem, there are always
exceptionally dedicated transformative leaders who facilitate the pro-
cess of institutional evolution by inspiring and energizing a broad
range of stakeholders. Traditionally, they are political leaders and tech-
nocrats within government. In recent years, social entrepreneurs have
also come to be recognized as major actors. These actors are assumed
to have advanced capacity to effectively facilitate institutional evolu-
tion or the generation of the tacit knowledge among various segments
of stakeholders: colleagues within their organizations, people for whom
solutions are created, and others who are indirectly concerned with the
solutions. In essence, they facilitate issue identification, concept exter-
nalization, as well as solution implementation. They also spearhead the
creation of innovative solutions in the forms of concrete interventional
measures by searching and adapting various cases of relevant explicit
modes of knowledge.
Because of their critical roles in the process of any institutional evolu-
tion, the capacity development of social entrepreneurs is assumed to be
one of the most critical issues for any country and public organization.
It is all the more critical for the countries in Southeast Asia because they
have been going through a period of drastic transformation of political
and administrative systems, from which multilayered leadership frame-
works are emerging. How the leadership is distributed among stakehold-
ers and performed is assumed to affect the course of their socioeconomic
development. Recognizing the significance of this, most governments
in the region have renewed their effort to reform programs for leader-
ship development in the public sector, reflecting on the limitations of
280 M. Matsunaga
conventionally designed existing programs. More relevant contents

and innovative methods are explored to enhance their effectiveness in
facilitating the capacity development of leaders. Their effectiveness is
expected to be enhanced by being redesigned to facilitate participants’
deeper understanding of the process-factors in institutional evolution;
indispensable knowledge for any transformative leader.
On the other hand, there is a body of tacit knowledge that cannot be
effectively nurtured in a formal training program. This needs to be facili-
tated incrementally overtime in organizational as well as societal institu-
tions. It is assumed that the capacity of a transformative leader is enhanced
through countless practice of learning-by-doing processes guided by men-
tors, with supplementary opportunities provided by formal learning pro-
grams. In this context, a public organization or a country equipped with a
managerial framework that helps its members to nurture their quality tacit
knowledge has a better chance to solve societal problems more effectively
and agilely. One of the focal questions for every government is what sort
of frameworks is pertinent to the nurturing of leaders’ exceptionally rich
tacit knowledge: visions, values, beliefs, among others.
Phronetic Leaders
The critical tacit knowledge required of leaders of an organization or a soci-
ety is conceptualized as “phronesis,” which is operationally redefined as a
set of six abilities in the theory of knowledge-based management.32 Those in
leadership positions with a sufficiently high level of phronesis are identified
as phronetic leaders. The quality of a leaders’ phronetic ability is assumed to
critically affect the capacity of any public organization and society.
While phronetic leaders play decisive roles in any evolutionary pro-
cess of basic institutions, they themselves are the product of those
institutions. Each individual nurtures their phronesis through personal
experience over a long period of time. It is generally observed that
the quality of this experience makes a difference to acquired phrone-
sis. Direct and quality experiences gained from challenging tasks and
emotional events make one’s phronesis richer. In a society or a public
organization where basic institutions are more conducive to phronesis,
the average level of phronesis is assumed to be higher than in others. In
a country where the practice of “lifetime employment” is common and
leaders are selected from within the organization, organizational basic
institutions such as practices related to members’ career development,
decision-making procedures, and others define the quality of members’

experiences and their phronesis.33
There always seems to be many anonymous protagonists behind a
major breakthrough on a societal issue. They usually nurture their deep
tacit knowledge of the issue over a substantially long period of time
through various quality experiences. Whereas some of them may become
conspicuous as political leaders or social entrepreneurs, many remain
anonymous bureaucrats within their public organization, and practically
lead institutional evolutions behind political initiatives as virtual “cham-
pions” of their commitment to issues. As it often takes a substantial
period of time to solve a major societal problem, bureaucratic phronetic
leaders who can continuously engage in the problem play critical roles in
securing consistency that might be lost by a change of political leader-
ship. While anonymity is always valued in the bureaucracy, it seems also
vital to generate a set of basic organizational institutions that nurture
bureaucratic leaders with a high level of phronesis as well as expertise.34
On the other hand, it is generally observed that countries in the region
share a preference for leaders with academic achievements.35 While the
academic knowledge is indispensable in creating an effective solution to a
societal or organizational issue, it is assumed that the phronesis critically
required of any leader who leads institutional evolution is acquired only
through a series of direct practical experiences. Nevertheless, some coun-
tries in the region have developed tacit and explicit societal institutions in
which prominent scholars in respective professional fields are frequently
asked to participate in practical policy processes as both advisors and deci-
sion-makers. Through such quality experiences, they enhance their phro-
nesis to be highly effective technocrats.
Leadership Institutionalization
Another major question on the issue of leadership development is its tar-
get. There seems to be a general expectation that a charismatic leader
is required in any organization and society that is facing a major threat.
However, as it is taking place within the realm of stakeholder tacit
knowledge, any institutional evolution process requires a long time
frame that might exceed the fixed term of an elected charismatic leader.
Consequently, a charismatic leader under a democratic institution is
required to “institutionalize” their leadership within the organization or
the society, lest initiated institutional evolutions should be disrupted.
282 M. Matsunaga
This issue of leadership institutionalization seems to be particularly

critical in the Southeast Asian region. As a result of reform efforts for
democratization and decentralization, initiatives taken by political lead-
ers—including politically appointed leaders—have substantially increased
during the past decade in ministries, local governments, and other public
organizations. While those leaders are playing dynamic roles in the evo-
lutionary processes of societal as well as organizational institutions, other
issues are emerging in terms of continuity and bureaucratic leadership. A
reform program propelled by a charismatic political leader is susceptible
to suspension after the leader’s departure from office. Moreover, a public
organization managed by a charismatic political leader may become more
bureaucratic, as bureaucrats become less proactive for fear of trespassing
on the leadership. To avoid those unintended results, a political leader is
required to strategically institutionalize their exemplary leadership within
the organization, or distribute their phronesis to bureaucratic leaders.36
The institutionalization of leadership is assumed to be particularly
important as an issue of administrative reform in Asian countries, not just
because they are in a transitional period of political transformation, but
because they seem to share a culture that values strong charismatic lead-
ership. While a sense of paternalism is observed anywhere in the world,
it seems to appear more markedly in the public sector in this region due
to the region’s historical background, where decision-making processes
tend to be highly centralized. To mitigate the negative aspects of these
phenomena, the issue of leadership institutionalization needs to be put
into a wider discourse within the regional context.
Fractal Organization and Country

The institutionalization of charismatic leadership is effectively facilitated
within an organizational system in which the next generation of potential
leaders can nurture their phronesis.37 In this context, a decentralized and
coherent managerial framework is assumed to be conducive to the insti-
tutionalization of leadership. Through creating more opportunities than
a centralized one for a wider circle of organizational members to think
and judge autonomously, responding agilely and proactively to emerging
issues, it nurtures their phronesis more effectively and efficiently. It is also
a rational choice for a government that does not have sufficiently strong
capacity to manage centralized holistic programs to solve societal prob-
lems. While a country faces myriads of problems, each societal problem
has also many facets. There can be numerous scenarios to solve a societal
problem, in which the identification of priority issues is crucially impor-
tant in terms of the efficiency of use of public resources. For many gov-
ernments, a decentralized and coherent managerial framework—a set of
basic societal or organizational institutions—is assumed to function better
in responding effectively to changing diversified situations and identifying
truly critical issues than a centralized framework does.38
An organization that is strategically oriented by top leaders and has a
decentralized and coherent managerial framework that facilitates sponta-
neous and endogenous initiatives among middle managers is conceptu-
alized as a “fractal organization” in the framework of knowledge-based
management theory. The concept can be applied to the level of a country,
and a country that has a decentralized system with strong cohesion is con-
ceptualized as a “fractal country.” A fractal public organization is assumed
to be more innovative and agile in solving its own problems as well as
societal problems. It can also efficiently enhance its capacity by facilitating
the nurturing of phronesis among potential leaders and securing neces-
sary consistency in policies. Likewise, a fractal country is assumed to cope
with changing situations more innovatively and foster potential societal
leaders more effectively. A fractal organization or country is an effective
incubator in which each anonymous innovator can nurture continuously
his or her tacit knowledge on a committed societal issue, and enhance
the capacity to convince stakeholders of the correctness of their vision on
the issue. By identifying promising initiatives and encouraging them with
necessary support, top leaders can facilitate an institutional evolutionary
process more effectively and sustainably than by taking a centralized plan-
ning approach. In that sense, a critical role of top leaders is to prepare an
enabling environment and give opportunities to a broader circle of middle
managers to deepen their phronesis as potential leaders, from which truly
innovative transformative leaders are assumed to emerge.
Middle managers have been traditionally regarded as intermediaries
who convey the directions made at a higher level in the organizational
hierarchy to a lower level. In this paradigm, they tend to be regarded
as the object to be rationalized whenever the bureaucracy needs to be
streamlined. However, in the paradigm of fractal organizations, they are
strategically positioned between top leaders and the frontline in facili-
tating knowledge co-creation and institutional evolution and keeping
organizational cohesion. Likewise, local governments and public ser-
vice organizations are also strategically positioned between the national
284 M. Matsunaga
government and the people. By creating fractal institutions that enable

middle managers and local governments to respond endogenously to
local issues and nurture their tacit knowledge through quality experi-
ences, a public organization or a country will be able to transform itself,
or enhance its capacity over an extended period of time. It is expected
that governments in the region will make best use of the current chal-
lenging situations as precious opportunities to nurture their potential
leaders by transforming themselves into fractal organizations.
Contextual Factors
In examining critical process factors that affect the effectiveness of solu-
tions for societal and organizational problems in the region, two groups
of contextual factors need to be considered. These are factors related to
locality and asymmetrical relationships, and the effectiveness of a solu-
tion is assumed to be reduced if these factors have not been adequately
addressed in its formative process.
Local Values and Adaptation Capacity

The adaptation of existing knowledge is arguably the most common
approach in the innovation of a solution to a societal or an organiza-
tional problem. Relevant experiences in other organizations and coun-
tries are explored to identify good practices with a view to adapting
them to local contexts. Along with physical technology, organizational
and societal institutions have been the target of emulation in human
history. Historically, many countries have managed to accelerate their
societal transformation by aggressively emulating relevant foreign insti-
tutions. However, what is unique in the emulation of institutions is that
institutions are tacit modes of knowledge, which are assumed to emerge
endogenously among stakeholders. In many cases what is emulated is not
an institution itself but a “solution” designed to facilitate its evolution. A
solution needs to be thoroughly adapted to the local context. This basic
structure explains why the “adaptation” of an institution turns out to be
a difficult challenge for any government.
For the successful adaptation of a solution, the process of its localiza-
tion is critically important. In the localization process, an adapted solu-
tion needs to be “recreated” as a genuine local solution that can work in
the local context. As in any process to innovate a solution, the extent to
which stakeholders’ tacit knowledge is generated in the process affects

the effectiveness of an adapted solution. Therefore, successful adapta-
tion also requires an incremental knowledge creation process of trial-
and-error. The system of creative routines to adapt foreign knowledge is
assumed to be one of the critical factors that define the capacity of public
organizations and the country as a whole.
One of the policy domains where knowledge adaptation has been
most intensively conducted is public sector reform. Countries in
Southeast Asia and Japan have been earnestly adapting solutions devel-
oped in Anglophone countries in quest to transform their governments
to more outcome-oriented ones. However, the sheer contextual differ-
ence between two groups of countries usually requires an intensive local-
ization or “recreation” process for an adapted solution, which compels
reform planners to create an almost original solution to their problem.39
Unsatisfactory cases of reform imply weakness in their adaptive capacity.
It is therefore partly assumed that the belief in Anglophone models as
global standards discourages those reform planners to apply an intensive
effort to the time-consuming localization process.
In this context, empirical studies on the local factors that affect the
effectiveness of solutions in public sector reform initiatives need to be
accelerated to improve the adaptive capacity of public organizations. The
case studies presented in this volume indicate a significant co-relation
between such contextual factors and successful outcomes. Protagonists
who played decisive roles in the cases of major breakthrough shared their
consistency in embodying local values. It is assumed that their local-
value-based approaches to facilitate institutional evolution were suc-
cessful because they resonated with the tacit knowledge of stakeholders
within their organizations and in the wider society.
The Context of Development Assistance

The governments of emerging countries may need to consider the con-
textual factors of development assistance in an attempt to strengthen
their capacity. Many emerging countries’ initiatives to solve their soci-
etal problems are supported by foreign governments or international
organizations under the framework of development assistance programs.
Emerging countries welcome concerns expressed by foreign organiza-
tions because external assistance can be a major source of much needed
286 M. Matsunaga
physical as well as knowledge resources for reform initiatives.40 A care-

fully designed and managed development assistance project can effec-
tively accelerate the targeted institutional evolution process by facilitating
the adaptation of relevant explicit modes of knowledge from abroad,
and the generation of tacit modes of knowledge among stakeholders. An
internationally supported development assistance project can be a potent
catalyzer in facilitating a transformation that cannot be ignited exclu-
sively by local self-help initiatives.41
However, the endogenous process of an institutional evolution can be
negatively affected by factors associated with the asymmetrical relation-
ships embedded in a development assistance program. In an evolution-
ary process facilitated by a development cooperation project, a group of
nonregular stakeholders who are temporally concerned with the issue
in question tends to play a disproportionately critical role in creating
solutions, and even in identifying issues. They can be international and
local consultants hired by the project, academic advisers, and officials
of the aid organization, among others. A dire need to solve a problem,
combined with an asymmetrical relationship between a “donor” and a
“recipient,” often leads to a syndrome dubbed as “quick fix.” In such a
situation, the process of solution creation, including the critical process
of issue identification, is dominated by the “temporary stakeholders,”
which can undermine the solution’s effectiveness in the following ways:
1. As many temporary stakeholders are financed by the donor and

mobilized by specific contracts, their activities often show a lack of
flexibility in terms of schedule, scope, and methods among others;
2. As temporary stakeholders will leave the scene of the issue after
their assignments and cannot share the future with stakeholders,
they have an inherent difficulty in facilitating the tacit knowledge
of their counterparts;
3. As international consultants are basically assigned to provide locally
unavailable knowledge to create a solution, they are assumed to
be prone to underestimating the value of local knowledge and the
adaptive process of localization; and
4. The situation in which the temporary stakeholders practically play
the role of protagonists may unintentionally result in subduing the
emergence of genuine local protagonists, limiting precious oppor-
tunities for them to acquire rich tacit knowledge from challenging
quality experiences.
These structural factors may reduce the effectiveness of a reform pro-

gram by retarding the localization of a solution, the mobilization of the
tacit knowledge of various stakeholders, and the endogenous process of
institutional evolution. They also have resulted often in the contents of a
reform program being too ambitious, which reduces its credibility rather
than encourages the commitment of “local stakeholders.”42 Observing
the emergence of these phenomena in their activities, the community of
“donors” has been continuously trying to reform their practices. While
those efforts are producing marked improvements on some issues, the
fundamental structure of development assistance has not been trans-
formed in many of development assistance organizations.43 Hence, these
factors need to be carefully considered by the recipient community in
any initiative that is supported by them.
Conclusions
A government’s capacity to innovate policy solution to various societal
problems is assumed to be defined by its capacity to facilitate institu-
tional evolution. This is all the more critical for countries in the Asian
region because of their particular stages of socioeconomic development,
and increasingly fluid policy environments. In strengthening their capac-
ity, each government needs to grasp salient local features in the process
of institutional evolution, both in the society and in respective public
organizations. Local factors that affect the effectiveness of a policy solu-
tion to the process also need to be clarified. Any national public sector
reform program, or any individual organizational reform program, needs
to be created based on those contextual factors.
In this context, the theoretical framework of knowledge-based man-
agement presents a new paradigm in relation to the capacity development
of societies and public organizations. Because of its focus on tacit modes
of knowledge in the process of problem-solving, it can clarify critical
process-factors that tend to be overlooked in the prevailing outcome-ori-
ented reform initiatives modeled after practices in Anglophone countries.
This is assumed to be all the more relevant to the context of the pub-
lic sector in the Asian region because the tacit modes of knowledge have
been traditionally valued in each society in this region. By applying the
framework, critical factors in the process of institutional evolution are
expected to be clarified along with the factors that affect the efficacy of
solutions designed to facilitate the evolutionary process. It will also help
288 M. Matsunaga
the emergence of effective relationship among stakeholders, particularly

between newly empowered political leaders and bureaucrats, in a society
where the factors of charisma and paternalism are traditionally valued.
Through these exercises, the key set of basic institutions conceptual-
ized as creative routines will be clarified in each respective local context
as local benchmark models, which will enable the development of more
effective programs of public sector reform covering the requirement for
organizational development and leadership development among oth-
ers. For this purpose, further empirical research and pilot practices are
required in operationalizing the theoretical framework for practical appli-
cation. It is expected that region-wide coordinated initiatives to deepen
our understanding of the contextual process factors in the process of
institutional evolution will enable respective countries to enhance their
governments’ capacity to substantiate targeted outcomes by innovating
effective policy solutions.
Notes
1. These include result-based personnel management, project and program
management, ex-ante and ex-post evaluation, and key performance indi-
cators for independently managed public organizations, the outsourcing
of public services, and the privatization of public entities, among others.
Osborne and Gaebler (1992) captured the enthusiasm for “a new form of
governance” in the early years of the movement.
2. As a system of civil service or decentralization is generally applied to the
entire state, an assistance project for its reform is considered to generate a
large impact for a relatively limited input.
3. Stiglitz (2000) argued the decisive importance of localization in adapting
policies of foreign origin. Even manufacturing companies that operate
factories in foreign countries find it quite challenging to share their mana-
gerial practices with local employees.
4. The objectification of outcomes is judged to be relatively easy for the
operation of public utilities or educational organizations.
5. For instance, the capacity of a county in a policy domain of second-
ary education consists of the capacity of individuals such as teachers and
inspectors, that of organizations such as schools and administrative bod-
ies, and that of the society such as national regulations and community
recognition.
6. For instance, the settlement of an urban traffic problem is an enhanced
capacity of the city to manage the increase of traffic volume, which con-
sists of various segments of capacity of concerned organizations and indi-
viduals in the city.
7. Because of this advantage, its adoption has been gaining momentum for
the past decade among practitioners and researchers in the domain of
development cooperation in the planning and evaluation of development
cooperation projects. For the concept and proposed practical approaches
of capacity development, see Fukuda-Parr et al. (2002).
8. Improved facilities require concurrent improvement in the domain of
knowledge, skills, and attitude of concerned stakeholders for their proper
operation and maintenance. Likewise, an improved state of stakeholders’
knowledge, skills, and attitude need to be matched with improved facili-
ties and equipment.
9. For instance, the outcome of a societal problem such as the enforcement
of intellectual property rights cannot be realized if stakeholders do not
share the notion of intellectual property rights or willingness to observe
stipulated rules.
10. Acemogul and Robinson (2012) vividly illustrated how inclusive and
extractive institutions defined the historical courses of many societies,
which necessitated our renewed inquiry into the question of why a soci-
ety develops more inclusive institutions than others. Ferguson (2012)
stimulated a similar concern by arguing that once sound and effective
institutions can decay in an inclusive society.
11. Whereas some are limited to a small number of stakeholders in a section,
others are shared by all the members of an organization. Organizational
institutions are diverse. Many organizational institutions in a public
organization are affected by the relevant laws and regulations of superior
bodies, as a personnel management system of an organization is formu-
lated based on the civil service code of the government.
12. These include public transport entities, schools, hospitals, research labora-
tories, and others.
13. The movements of “CSR: Corporate Social Responsibility” and “BOP:
The Base of Pyramid” are the most prevailing concepts, among others.
14. Societal institutions are viewed as equilibrium of people’s belief and
expectation. Aoki (2001) presented a comprehensive view of the endog-
enous and path-dependent dynamics of institutional evolution that is
caused by a change in people’s shared expectation. Scott (2008) explored
a dynamic model in which the creation and diffusion of societal institu-
tions are affected by bottom-up processes originated from individual
actors in organizations. Considering the nature of societal institutions,
Nelson (1977) argued that effective policy analysis “requires a synthesis
of the organizational and evolutionary views of things”.
15. Data and information gained from an extensive field-survey might make
a hypothesis more relevant to the reality in the field, which shows the
significance of an evidenced-based approach for any attempt to create a
policy solution.
290 M. Matsunaga
16. It is often observed that a meticulously prepared solution by a consult-

ant team is not embraced by stakeholders without affecting their commit-
ment to the solution. For a comprehensive review of the effectiveness of
foreign aid, see Easterly (2006).
17. While the measurement of outcomes has been intensively studied in terms
of the effectiveness, impact, sustainability, efficiency, and relevance, fac-
tors that cause differences in outcomes have not been paid the same level
of attention.
18. For instance, the civil service reform in Japan after the end of the Second
World War was not fully implemented because the new law was far apart
from existing organizational basic institutions shared by public organiza-
tions.
19. In this context, various modes of community are included in the organiza-
tions.
20. Similar situations also can prevail within public organization as a diver-
gence of recognition about the relative importance of issues of an organi-
zational problem.
21. Those stages are conceptualized as “Socialization” and “Externalization”
in the spiral process modeled by knowledge creation theory (Nonaka and
Takeuchi, 1995). First, the relevant stakeholders share their diverse tacit
knowledge through various activities of socialization, in which a common
issue emerges on a perceived problem of the organization or the society.
Subsequently, the concept of a solution to the issue is formed as a result
of activities of externalization, in which the diverse tacit knowledge of
stakeholders is intensively synthesized through series of dialogue.
22. In the cases of an emerging country, officials and consultants of foreign
organizations often play such roles.
23. For a definition of “Ba”, see Chap. 2.
24. One of the most successful cases in history may be “the Iwakura Mission”
that was sent to major western countries between 1871 and 1873 by
the newly formed government of Japan. Identifying the critical issues of
Japan through a series of exposure opportunities, senior members of the
mission became deeply committed protagonists in Japan’s modernization
process.
25. A study mission consists of key actors from different organizations can
facilitate them to jointly nurture rich expediting tacit knowledge through
shared quality experiences of exposure to foreign knowledge, which
will enable the creation of an effective solution. The perspective to see
an exposure visit to a developed country as an effective opportunity for
knowledge creation is not widely shared by the both sides of develop-
ment cooperation. For a dominant perspective of “training”, see World
Bank (2008).
26. The effectiveness of a mode of “open innovation” is assumed to be

defined by local context.
27. These stages of problem-solving are conceptualized in the knowledge cre-
ation theory as stages of “Combination” and “Implementation”.
28. It takes the form of a law, an ordinance, a strategy, a program, a project, a
plan, a design, a hypothesis, and others.
29. In a development assistance project, applied methods tend to be more
academically oriented.
30. A well-designed action research programme that involves a substantial
number of various stakeholders is a way to synthesize their tacit knowl-
edge.
31. For instance, the framework of independent administrative agency that
basically separates policy implementation from policy formulation is
required to have a mechanism to synthesize the tacit knowledge of the
frontline to policy. However, the conventional notion to see the essence
of organizations in “the distribution and allocation of decision-making
functions” (Simon, 1997) is so prevalent among public organizations that
the role of lower echelons are generally supposed to be the execution of
what was decided.
32. See Fig. 1.5.
33. For instance, the practice of secondment to local bodies might give tech-
nocrats in the central government a chance to acquire quality tacit knowl-
edge on the frontline, which affects their capacity to create effective
solutions.
34. Capacity development of political leaders both at national and local lev-
els also has come to be a major issue in many countries in the region.
Vietnam has recently introduced a unique system in which promising
mid-level officials of the central ministries are systematically transferred to
senior positions in provincial government so that they can acquire direct
experience about local realities.
35. Academic qualifications are required for senior leadership positions of
public organizations. Woodside (2006) illustrated how countries in East
Asia “lost” their “modern” meritocratic civil service systems in their
“westernization” processes. The Vietnamese propensity for academic
qualification tells the persistence of historical context.
36. Nonaka and Takeuchi (2011) defined a leader’s ability to distribute lead-
ership as one of the key abilities of a phronetic leader.
37. A middle manager who is given the opportunity to work closely with a
phronetic leader on an entrusted challenging task can effectively enhance
his or her capacity, by acquiring phronesis both from executing the tasks
and learning from the phronetic leader.
292 M. Matsunaga
38. While a centralized holistic program approach is generally preferred in

solving societal problems, there are many cases in which a government
did not have organizational capacity to carry out such a comprehensive
program.
39. For instance, a typical result-based personnel evaluation scheme may lose
its effectiveness in a society where the objectification of personal perfor-
mance tends to be avoided to keep a harmonious relationship among
organizational members. Hood and Peters (2004) illustrated how New
public Management reforms often ended up in adopting the “one-size-
fits-all” approach.
40. The issue of administrative reform is one of the priority areas for organi-
zations that are mandated with supporting emerging countries in their
efforts of socioeconomic development. As the basic managerial frame-
work of a government affects the effectiveness of its activities in every
sector, administrative reform is generally regarded as one of the most effi-
cient areas for their intervention.
41. While physical capital investment has been the focus of development assis-
tance since its inception after the Second World War, recent years have
witnessed an upsurge of interest in knowledge and learning. Easterly
(2002) illustrated how giving aid on the basis of financing gap is coun-
ter-productive, arguing for necessity to focus on knowledge. Stiglitz and
Greenwald (2014) presented a theoretical framework that highlighted the
critical importance of policies that crate a learning economy.
42. A project to reform public administration is assumed to be regarded as
one of the most difficult subject for development assistance as the diffi-
culty is caused by the predominance of process factors, which is relatively
less conspicuous in a project for a physical or technical issue in which the
significance of contents factors is prevailing.
43. One of common reform practices tried by donors in recent years was
the introduction of knowledge-based management. King and Mcgrath
(2004) observed that the practices of “knowledge-based aid” largely
remained as internal exercises to enhance knowledge sharing among staff,
falling short of original aims to make aid less donor-dominated.
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Easterly, William. 2002. The Elusive Quest for Growth: Economist’s Adventure and
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Rest Have Done So Much Ill and So Little Good. New York: The Penguin Press.
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Process Theory of the Knowledge-Based Firm. Hampshire: Pargrave Macmillan.
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Osborne, David, and Ted Gaebler. 1992. Reinventing Government: How
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Scott, W. Richard. 2008. Institutions and Organizations, 3rd ed. London: Sage.
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Processes in Administrative Organization, 4th ed. New York: Free Press.
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Stiglitz, Joseph E., and Bruce C. Greenwald. 2014. Creating a Learning Society.
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and WBI Training. Washington, DC: World Bank.
CHAPTER 13
To Become the Nation and the Region

for Knowledge-Creating Enterprises
Ikujiro Nonaka and Kiyotaka Yokomichi
Introduction
As emphasized in Chap. 1, the approach to management from the per-
spective of the theory of knowledge-based management should be sub-
jective and practical, rather than objective and theoretical. The important
point here is that subjectivity and practice are primary features of the
exercise of management authority. In other words, management practice
must be based on the beliefs of the leaders and members of an organ-
ization. It must blend subjectivity and objectivity, practice and theory,
emotions and logic, but be based on those beliefs. This recognition is
however not often found in Western management theories.
Enterprises here do not mean companies organized for commercial purpose, but
a project undertaken or to be undertaken, especially one that is important or
difficult, or that requires boldness or energy.
I. Nonaka (*) 
Hitotsubashi University, Chiyoda-ku, Japan
K. Yokomichi 
National Graduate Institute for Policy Studies, Minato, Japan

296 I. Nonaka and K. Yokomichi
For example, in the public sector, the New Public Management the-
ory (NPM) that emerged in the 1980s sought to eliminate subjectivity
and promote efficiency. This is not surprising, because NPM was devel-
oped by utilizing the theories and practices of the leading private sec-
tor management theorists at the time—positioning theory, transaction
cost theory, and game theory, to name a few (Hood 1991). These were
rationalistic approaches aimed at improving efficiency and increasing the
return on investments. This point is clearly presented by the seven doc-
trinal components of NPM (Hood 1991, 4–5), which were: (1) hands-
on professional management; (2) explicit standards and measures of
performance; (3) greater emphasis on output controls; (4) disaggrega-
tion of units in the public sector; (5) greater competition in the pub-
lic sector; (6) using private sector styles of management; and (7) greater
discipline and parsimony in resource use. These components are closely
related to the move away from the welfare state toward limited govern-
ment intervention, from Keynesian economics to neoclassical economics,
and from communitarianism to neoliberalism.
There are on-going critiques and debates surrounding NPM. By 1991
it had already been pointed out that NPM works mainly in the direc-
tion of cutting costs and doing more for less, which can be said there-
fore to be a result of better quality management and different structural
designs, but that the emphasis on cost-cutting, contracting out, com-
partmentalizing, and top-slicing does not fit with the safety-first culture
at the frontline where work needs to be tested (Hood 1991). One recent
debate is whether NPM theory is dead: despite the adoption of NPM in
developed countries, it is pointed out that NPM has now largely stalled
or been reversed in some key “leading-edge” countries (emphasized by
the original authors of the theory; Dunleavy et al. 2005). However, a
counterargument states that NPM is an abstraction of the unity of ideas,
but in practice there is a great variety in implementation as well as new
avenues of thought. So while NPM may be in trouble, it is not really
dead (Vries 2010).
We may in fact still be able to see a shift from an objective and theoreti-
cal approach to a subjective and practical approach, even in NPM. In this
regard, Henry Mintzberg summarizes in simple words how we should deal
with this issue. He states that management is a practice that has to blend a
good deal of craft (experience) with a certain amount of art (insight), and
some science (analysis) (Mintzberg 2004). His statement perfectly echoes
the concept of the dynamic knowledge triad that we introduced in Chap.
13 TO BECOME THE NATION AND THE REGION … 297
1; which is about the dynamic synthesis of tacit and explicit knowledge

with practical wisdom. And, from the case studies presented in Chaps. 2
and 3, we could find common key lessons for practical management, and
suggest actions to be taken going forward. In this chapter, we review
these points and conclude with a message on this form of management for
Association of Southeast Asian Nations (ASEAN) countries.
Lessons to be Learnt From the Case Studies

We can explicitly read into, or implicitly assume from, the case studies,
some common management issues in ASEAN countries. In summary,
these are as follows: (1) neglect of tacit knowledge; (2) neglect of the
role of front and middle managers; and (3) neglect of the processes for
new value creation (e.g., innovation). These issues encompass the input
and output of bureaucracy, and elitism, and paternalism in governmental
organizations that have led national/regional/local governments away
from the actuality, and resulted in superficial policy-making, policy exe-
cution, and policy evaluation. Accordingly, the attention paid by political
or elected leaders as well as top administrative officers to the question of
how to realize innovation is quite low in comparison to their great inter-
est in the necessity for innovation. As a result, innovation often never
takes place, or even if it does, it is never sustained for very long.
The application of NPM and the focus on efficiency have resulted in
public management being managed by quantitative, sometimes financial,
key performance indicators (KPI). To meet the KPIs, government senior
officials and administrative officers avoid taking risks, while middle and
frontline managers in the industry also avoid taking risks. The organi-
zation then becomes dominated by homogeneous risk aversion thinking
and loses its desire to innovate. As a consequence, three major phenom-
ena characterize such organizations in Asia and around the world: overa-
nalysis, overplanning, and overcompliance. These three phenomena force
organizations and their members to detach from the actuality of society.
Middle and frontline managers become preoccupied with administrative
work that does not contribute to creating new values, or to improving
the quality of citizens’ lives. Flexible contextual judgments are lost, and
frontline actions based on the vision and mission of the organization or
society at large are abandoned. All of these phenomena lead to unsus-
tainable and exhausting public management.
However, the cases presented in this book challenge this outcome

and the consequent issues, by identifying alternatives with the leaders
and staff of national and regional governments, and citizens and other
stakeholders. Using the key lessons drawn from our cases, we focused
on three points: (1) vision and commitment to the goals of the leaders;
(2) knowledge-creating processes in a fractal organization; and (3) dis-
tributed leadership. Each of these relates to the concepts of the theory
of knowledge-based management that complements NPM theory and
practices, especially in the space of policy innovation, where NPM theory
does not have a suitable response.
Vision and Commitment to the Goals

From each case, it is quite obvious that the leaders and members
involved possessed the vision and commitment to achieve their goals of
improving the quality of life of their citizens. It was not only the vision
and goals that were important, but the fact they did all they could to
realize them. They involved the people around them, either within or
beyond their job assignments and job responsibilities, so that they could
realize their mission and achieve their goals.
In the case of the National Statistics Office (NSO) of the Philippines,
Director Tomas Africa knew how powerful a vision could be, and how a
clear statement of the mission could rally his people around a common goal.
Mr. Africa involved his staff in setting, and later revising, the vision of that
office, highlighting the organization’s aspiration to be “a recognized world-
class provider of statistical and civil registration products and services.”
In the case of Quezon City, Mayor Belmonte clearly set the goals in
building up the City’s financial position, to create and sustain a viable
resource base that could continuously fund its economic transformation.
All of his judgments and actions were directed toward achieving this out-
come. While in the case of Surabaya City in Indonesia, the first female
Mayor, Ms. Risma, envisioned the creation of a modern information
technology-based city, and pursued multiple innovative measures with
the support of her staff as well as local people.
In the case of Vinh Phuc Province in Vietnam, General Secretary
Ngoc’s dream for the people was “to eat well, dress well, and receive
health care free of charge. Being fed well is the foundation of doing the
right thing, and as long as the people have enough food to live prop-
erly, we can defeat the American invaders.” And Mr. Joko Widodo,
subsequently the Mayor of Solo City and now the President of

Indonesia, was an ordinary businessman before running for election. He
notes that it was “a spiritual call” to revitalize his ailing hometown of
Solo City that inspired him to run for office.
In the case of Dr. Sanguan Nitayarumphong, who led public health-
care reform in Thailand, the ultimate goal was to provide health and
medical care to all Thai people. His strong commitment allowed him to
adapt to changing circumstances that were often beyond anyone’s con-
trol. Similarly, President Truong Chinh, who led Vietnam’s economic
transformation, strongly believed in his mission to lead the country, and
was not afraid to change his mind-set on how to do this, if this would
lead to better results.
We have seen that, despite the fact that all of these leaders strongly
believed in their vision and absolute commitment to goals, they were
willing to listen to their staff and/or citizens and make any neces-
sary changes to fine tune these. This flexibility may have been possible
because their vision and goals were rooted in their historical imagina-
tion, with a wide and deep time-space nexus. In other words, vision and
goals are dreams with a deadline; they are not supposed to be superficial,
but should stem from the accumulation of high-quality tacit knowledge
gained from a variety of past experiences. Consequently, these leaders
were willing to integrate and synthesize anything that would contribute
to improving and/or achieving their goals or vision. We can see profes-
sionalism or artisanship in their attitude, but perhaps it is simply just the
relentless pursuit of excellence.
Knowledge-Creating Processes in a Fractal Organization

We could identify the knowledge-creating processes, that is, the SECI
process presented in Chap. 1, in all the case studies presented in this
book. We wish to emphasize here that in each case, socialization played
a central role, and it is the core of the SECI process. In a bureaucratic
organization, it is often the case that officials start from planning, as in
the Plan-Do-Check-Action cycle, and disseminate the plans from the
top down, which is a deductive approach. However, our cases show
high-quality socialization processes before and/or during the plan-
ning phase—socialization is not merely sharing time and space together
but also emphasizing, synchronizing, and resonating with each other
physically and mentally—where the officials and officers gained tacit
knowledge from actual situations as they worked. This tacit knowledge

was transformed to explicit knowledge and shared among the members
in the planning phase, and plans were created by considering the vision,
goals, and essence derived from the actual situation. This approach is
inductive as well as abductive.1
This approach, when viewed organizationally, is called the “middle-
up-down” approach. Middle-up-down presents a continuous iterative
process by which knowledge is created. Knowledge is created by middle
managers, who are often leaders of a team or task force, through a spi-
ral conversion process involving both the top and the frontline (Nonaka
and Takeuchi 1995, 127). Just as in the private sector, the role of middle
managers in the public sector is often depreciated or neglected, with mid-
dle managers criticized for doing nothing but watching out for the top
officials, and relaying orders from the top to the frontline. However, that
does not apply to the cases we have reviewed. Middle managers in these
organizations were placed at the very center of knowledge management,
at the intersection of the vertical and horizontal flows of communication.
They did not simply relay orders, but actively thought and acted, echoing
the visions, and empathizing with the goals set by the top officials.
Once the middle-up-down management process is installed in an
organization, which we call “kata” or “creative routine,”2 the organi-
zation can become more resilient because its middle managers will be
accustomed to creating knowledge regardless of the top leaders. Middle
managers no longer watch out for the leaders, but work to realize the
visions and achieve the goals in here-and-now situations.
Then, what facilitates the middle-up-down management processes?
Where and when do they occur? It is ba that facilitates the process in
which tacit, explicit, and practical knowledge are synthesized. Ba is
defined as “context in-motion,” which is formed in between peo-
ple and the environment in a “here-and-now” relationship in a time-
space nexus. Ba can expand by interacting and connecting to other ba,
through the actions taken by the participants of ba. Then the actions
in ba or relationships between ba also form the environments, and the
structures and actions by actors. In other words, synthesis and conver-
gence occur between people, and between people and the environment,
based on their knowledge and the meanings they generate (Nonaka
et al. 2014). Accordingly, ba and the environment constantly change
over time, affecting each other as they adapt and react to changes. Ba is
often created on top of the official organizational structure, beyond the
organizational boundaries; it is people who create ba, not the organiza-

tion chart per se.
Multiple configurations of ba create a fractal organization in which
the parts represent the whole, and the whole is embedded in each part.
We can see in the cases varieties of ba in fractal configurations, showing
that in each ba, members shared the vision and goal, shared the reality
of the actual situations, and created new knowledge, new solutions and
even new directions.
The typical organization in the public sector is a bureaucracy, and
the extreme opposite of this is the dynamic fractal organization. The
dynamic fractal organization is the framework of a multilayered network
of ba platforms that create knowledge, mutually converting implicit and
explicit knowledge. Bureaucracy functions efficiently in a static context,
but as is seen in the “dysfunctions of bureaucracy,” the system can also
ossify as “bureaucratism,” rendering it unable to adapt to dynamic con-
texts, and to be extremely fragile if any part of it should collapse. The
dynamic fractal system is however both resilient and flexible.
Exercising Political Power and Distributing Wise Leadership

As also discussed in detail in the cases we presented, the abilities of wise
leadership are often found in particular types of leaders. The fundamen-
tal abilities of wise leaders who aim at promoting innovation are: (1) the
ability to set good goals, as we discussed in Chap. 2, and (3) the abil-
ity to create ba, as also discussed in that chapter. We also emphasized
the importance of socialization and the SECI process, which are closely
related to (2) the ability to grasp the essence, and (4) the ability to nar-
rate the essence. The remaining abilities are: (5) the ability to exercise
political power to realize the story, and (6) the ability to foster phronesis
in others. Let us look closely at these one by one.
The ability to exercise political power can involve six kinds of power
bases: reward power, coercive power, legitimate power, referent power,
expert power, and informational power (French and Raven 1959; Raven
1965).3 How to use the best mix of hard and soft power depending on
the context, that is smart power, is very critical for a leader (Nye 2011).
Nye presented the two categories of hard power and soft power, which
he defines as follows: hard power is physical, direct, and imperative power
(e.g., military power, police power, financial power, and power over per-
sonnel), and manipulating others through material incentives based on
inducements (carrot) and threats (stick). Soft power refers to the abil-
ity to gain the desired result by capturing peoples’ hearts. The power
to shape the preferences of others and attract their attention is often an
intangible asset, for example, personality, culture, political values, appeal
of a political system, legitimacy, or ethical policies. Nye then calls the abil-
ity of know when to use hard power or soft power, and how to combine
the two together, as “smart power.” This is close to the concept of phro-
nesis (wisdom, practical wisdom, and practical reason) (Nye 2013).
The strongest among the six power bases is referent power, which is
to control by love. If person A wants to be like person B, then person
B will have power over person A. Person A, however, does not feel con-
trolled by person B, because person A will do anything to be like per-
son B. This type of power relationship is also demonstrated in the cases;
many of the leaders have personal magnetism, and their followers are
willing to do what they can for them. This point is sometimes neglected
in bureaucratic organizations. In such a situation, leaders use only hard
power, which results in extrinsic motivation, and their staff simply do
what they are told; members may be motivated, but they are not inspired
to act with their gut feelings.
National leaders need to acquire, maintain, and expand their political
power to realize their vision. Furthermore, upon considering the con-
tinuity of national ideals, visions, and policies, the continuity of power
also becomes an important theme. The essence of power is the leader’s
ability to exert influence on others to gain their desired results. National,
regional, and community leaders flexibly coordinate and control power
relations to realize their own goals and objectives, thereby unleashing the
nation’s potential capabilities.
As for the ability to foster phronesis in others, national leaders design
organizations that enable them to flexibly practice their vision, and
try to institutionalize them to sustain the interactions between peo-
ple. Institutions are organizations with established values, and as Philip
Selznick (1957) has argued, leaders are required to have the political
skill of building institutions. Specifically, leaders in the public sector are
expected to continuously repeat the dynamic changes of establishment
and reform in the bureaucracy. It is important for the leaders of today
to nurture the leaders of tomorrow who will succeed, sustain, and even
improve and innovate on what they have begun. Because the environ-
ment and situation are constantly changing, it is not enough to main-
tain the same routine. As discussed, the routine has to be creative, and
executed in every ba of the fractal organization. For that, the leader

needs to nurture and distribute wise leaders throughout the organiza-
tion. This point seems to be the most difficult in terms of what we saw in
the cases; we could see the next generation of leaders appearing in some
cases, but could also see no good signs of this in others. The reason for
this may lie in the limitation of time. It takes time to generate a new
generation of leaders and install creative routines throughout an organ-
ization, while the leaders as the top officials of national, regional, and
community-level governments have limited terms. How to overcome this
time limitation will be the key to sustain and further pursue innovation.
Conclusions
To conclude our discussion of policy innovation, we present three prop-
ositions drawn from the seven cases presented in this book, and from the
theories and practices of public management and knowledge-based man-
agement related to the pursuit of policy innovation:
Proposition 1: A human-centric view is needed in promoting policy

innovation. Innovation can be achieved through the synthesis of art, craft,
and science, while synthesis is only possible by human beings in their
interaction with other human beings and the environment around them;
Proposition 2: The concepts presented by the theory of knowledge-

based management, namely, the upward spiral process captured by the
SECI model, wise leadership (phronesis or practical wisdom), ba, frac-
tal organization, and middle-up-down management, are the fundamental
conditions for public innovation; and
Proposition 3: Historical imagination and idealistic pragmatism are the

essential factors of wise leadership in policy innovation, with both charac-
teristics crucial to solving long-term social problems and the day-to-day
concerns of citizens.
Proposition 1: A Human-Centric View is Needed

in Promoting Policy Innovation
As discussed in the introduction to this chapter, theorists of management
in the public and private sectors have tried to create a science, but today
we can say the attempt has failed. Management is the synthesis of art,
craft, and science, just as Mintzberg pointed out, so it follows that syn-
thesis is the very essence of management (Mintzberg 2004). Within their
own contexts, managers must put things together in the form of coher-
ent visions, unified organizations, integrated systems, and so forth. That
is what makes management so difficult, and so interesting. It is not that
managers don’t need analysis; rather, it is that they need it as an input to
synthesis, and that is the hard part.
The scientific approach to management tends to analyze using quan-
tifiable measurements, such as certain categories or demographics.
In public management, we often collect data and measure the qual-
ity of the lives of citizens with quantifiable indicators, for example,
wealth and employment, physical and mental health, education, recrea-
tion and leisure time, and social belonging. Once measured, such data
can give us diverse objective indicators across a range of disciplines and
scales (Costanza 2008). The use of consulting firms in collecting and
measuring data leads us to believe that the outputs they offer scientifi-
cally reflect the actuality of a situation or opinion. But in reality, quan-
tifiable measurements make it difficult to grasp the actuality of citizens’
everyday lives, especially their emotions and feelings in a given situation.
Quantified data can offer only averaged and past information about citi-
zens and their lives; it fails to provide information on the present situa-
tion of each citizen.
Even so, we have long been caught up in the prejudice of consider-
ing only objective, scientific, and explicit knowledge as knowledge. To
free ourselves from this mind-set, we need to restore that perspective
on knowledge that balances the body and the mind by admitting that
“knowing” requires the commitment of the individual. In other words,
we need to bring back a human-centric view into management theory.
This synthesis of the body and the mind has been proposed by philos-
ophers of phenomenology, such as Merleau-Ponty (intercorporeality)
and Francisco Valera (embodied mind), to name a few (Merleau-Ponty
1945/1962; Varela et al. 1991).
In fact, there is a body of evidence from research in neuroscience that
human beings are born to be social. With mirror neurons, for exam-
ple, we can understand the intentions of others. The interdependence
between self and other that mirror neurons allow shapes the social inter-
actions between people where concrete encounters between self and
other become shared existential meaning that connects deeply (Iacoboni
et al. 2005; Rizzolatti 2005). As an extension of this finding, one argu-

ment points out that Maslow was wrong in his hierarchy of needs:
what comes at the bottom are not physiological needs but social needs
(Lieberman 2013). While all infants need from the moment of birth a
caregiver committed to meeting their biological needs, without social
support infants cannot survive. Thus, being socially connected is an
absolute need in human beings. We thirst for love and belonging because
they are linked to our most basic survival needs.
One interesting finding is that noncognitive skills are indeed more
important than cognitive skills (Tough 2013; Heckman 2013). James
Heckman, professor of economics at the University of Chicago, and the
2000 Nobel Laureate in Economics, found that noncognitive skills (=
personal skills) are what make children succeed over time. Examples of
noncognitive skills include: (1) grit and perseverance; (2) self-control;
(3) zest; (4) social intelligence (the ability to recognize the dynamics of
human relations and respond quickly to changes in social situations); (5)
gratitude; (6) optimism; and (7) curiosity (Heckman 2013). If we look
back at the leaders who appeared in our cases, each one presented these
noncognitive skills. Noncognitive skills are never obtained from scientific
analysis; they are only acquired through the good habit of trial and error
in daily life, and/or learnt under the influence of an exemplar’s mentor-
ing and personality.
Proposition 2: Knowledge-Based Management is a Fundamental

Condition for Public Innovation
In this project, we applied the theory of knowledge-based management
to public management, especially to policy innovation, in the Asian con-
text. From the results, we concluded that the theory of knowledge-based
management appears to be a good fit with policy innovation, at least
when compared with NPM or the other business management theories
developed in the West, as it can better explain the process of organi-
zational innovation. Moreover, as we conducted our workshops and
research projects, this sense of a good fit turned into a confident belief,
as in the cases studied we found much evidence of knowledge-based
management in practice, without actual knowledge of the theory.
As one of the outputs of our joint research, we believe it is possible
to tackle the issues of bureaucracy, elitism, and paternalism that have
resulted in uncreative, unimaginative, and un-innovative organizations.
Knowledge-based management principles highly regard: (1) tacit knowl-

edge, (2) the role of front and middle managers, and (3) the processes
for new value creation, such as innovation that serve to promote public
innovation. Sufficient attention has not been paid to these points in pub-
lic management in the past, but their critical importance is apparent from
our case analyses. The theory is therefore practical as it presents the pro-
cess of knowledge creation and the abilities of wise leadership.
We believe the ultimate goal of policy innovation is about making dif-
ferences in how citizens can improve the quality of their everyday life. It
is about each individual citizen, with their own name, personality, deter-
mination, and dreams. We all need to socialize, to be part of other lives,
and we need to feel with our five senses actual problems before gener-
alizing the issues. In other words, we must grasp the essence of actu-
ality, and articulate the tacit knowledge gained through our experience
of this. But the essence of actuality cannot be grasped simply by analy-
sis. Analysis is only useful as a tool to complement the socialization and
externalization steps, in a combination of steps. This means socialization
is the most important step in the SECI process.
Proposition 3: Historical Imagination and Idealistic Pragmatism

are the Essential Factors of Wise Leadership in Policy Innovation for
Solving Long- and Short-Term Problems
In each of our case studies, we have seen that the leaders of nations,
regions, and communities talked about the common good they aspired
to. They extracted this common good from their experiences, and from
the past, present, and future outlook of the nation’s image based on their
own view of history. Leaders must tell a narrative or a story about achiev-
ing their mission, vision, and values, to inspire and motivate those around
them. Because wise leaders possess and practice both historical imagina-
tion and idealistic pragmatism, they are able to synthesize beliefs into a
vision, concept, and practical process. That is strategy. The wise leader
then has to sell the derived strategy as a narrative. This is what we call the
Strategic Narrative. The strategic narrative is the explanation of actions
required to execute the strategy. It explains what the policy is, and what
actions are to be taken, before, during and after the actual execution.
The wise leader develops the strategic narrative by connecting two or
more events and creating a plot. But plots can have many patterns. For
example, comedy is fun and optimistic, but it does not always work in
in the real world. Tragedy makes people exhibit negative and risk-averse
opinions and actions. The better plot is romance, a typical hero story.
Here we are talking about “narrative” instead of “story.” The “story”
is a noun-like concept that represents a complete structure that has a
beginning and an end, whereas the historical “narrative” is a verb-like
concept that emphasizes the active aspect of narrating, characterized
by diverse developments without converging into a single story (Noe
2007). The difference between a story and a narrative is that a story will
have an ending, while a narrative is never-ending. It continues as new
situations and contexts unfold. If the context changes, we quickly change
the plot and script.
The strategic narrative must have logos (logic), pathos (emotion), and
ethos (spirit). In the case of an analytical model, we cannot change the
story and simply say “our model is right, the situation is wrong.” But we
do not deny analysis, logic, or reasoning. The strategic narrative blends
rational arguments with passion, history, and vision; it sets conditions
for future actions to be understood in a particular context, and their
direction; and it binds people together in a team with a common objec-
tive. Typical examples are US President Abraham Lincoln’s Gettysburg
address, “[g]overnment of the people, by the people, for the people,”
and US President John F. Kennedy’s inaugural address, “[a]sk not what
your country can do for you, ask what you can do for your country.”
Leaders of nations, regions, and communities synchronically assess the
diversely intertwined relationships of the present. They generate policy
narratives—how to add value to the national assets accumulated in the
past, how to strike a balance between the current economic, political,
and social systems, and how to develop them diachronically toward the
future—and then how to use rhetoric to instill these narratives domesti-
cally and abroad. In this case, the important point is for the policies to
have foresight and consistency. Foresight is achieved not only by consid-
ering domestic circumstances, but also by imagining the larger interna-
tional framework. Meanwhile, consistency refers to the situation where
the series of policies each have separate meaning, but their vectors must
be aligned with the whole to maintain their historical integrity and sys-
tem value. Wise leaders cannot present their wise leadership alone. They
need collaborators, who can best be inspired and motivated through the
telling of a narrative. Weaving the narratives of the individual, commu-
nity, or region into a national narrative in this way produces a single col-
lective narrative.
Leaders of nations, regions, and communities must talk about their

ideals and visions for the twenty-first century, look at the reality, and
engage in pragmatic practices for their achievement: what kind of era do
we live in, what does the era require of us, and what kind of historical
role should we play? However, to do this, wise leaders must first attain
and maintain the role of leading the nation, region, or community. In
other words, the democratic system requires leaders to be selected by the
people, and for the people to choose their leaders. However, many peo-
ple in mass democracy are indifferent to a leader’s historical imagination.
In practice, they are uninterested in the common good presented by a
leader, and do not scrutinize their practical actions. They tend to support
the politicians who talk about immediate gains and losses, promising to
eliminate imaginary “enemies” and bring visible “benefits.”
In our joint research project we found that Asian leaders are prag-
matic, yet also idealistic. For example, Joko Widodo (Jokowi), who was
recently inaugurated as President of Indonesia (October 2014), is an
idealistic pragmatist. While mayor of Solo City from 2005 to 2012, he
improved the economic and social situation in this urban area through
direct dialogue with the local people, rather than through contemplat-
ing armchair theories in his office (Sanusi 2015). However, talking about
one’s view of the nation, with pride in its history, does not mean exces-
sive nationalism. It is about faithfully carrying on the parts of that history
that we can be proud of, and showing the spirit to build a new history
upon this inheritance. Some politicians act as if demonizing government
authority proves how liberal they are, but that does not give them the
license to govern or manage the nation. Using power for the good of
society, while aware of the diabolical forces that may be therein, is the
premise of effective national governance. Thus, learning from history,
from actual examples of good management provided by all ages and cul-
tures, is the most effective way to learn about how to govern a nation.
Interestingly, Kishore Mahbubani, Dean of the Lee Kuan Yew School
Public Policy at the National University of Singapore, points out that the
current prosperity of both China and Japan was created by the pragmatic
use of knowledge derived from many sources:
“[t]hey approached the challenge of modernizing Japan with no ideologi-

cal perceptions or blinkers. They were willing to consider best practices
from any country and were prepared to mix and match policies in an eclec-
tic fashion. … The greatest pragmatist in Asia’s history is probably Deng
Xiaoping. Indeed, his definition of pragmatism is probably the best defini-

tion of the term: “It does not matter whether a cat is black or white; if it
catches mice, it is a good cat.” Deng used this pithy definition of pragma-
tism to justify the decision to move away from the ideological rigidities of
communism. … Pragmatism is the best guiding spirit we can have as we
venture into the new century” (Mahbubani 2010).
This approach is not only required of national, regional, and community

leaders in Asia though; ordinary citizens must also cocreate a strategic
narrative by collaborating with their leaders. This means listening to and
understanding the ideals which emerge from the historical imagination
of their leaders, and cocreating strategies to realize the ideals narrated
by their leaders. In our complicated and ever-changing reality, we must
observe, monitor, and support the series of actions practiced by leaders
for achieving the common good. Only by doing so will leaders possessed
with historical imagination and idealistic pragmatism emerge.
A Message for ASEAN Countries and the World

We would like to conclude by emphasizing once again that management
reflects the “way of life” of government officials and administrative offic-
ers. In creating policies to solve societal issues, they must always answer
the question: “What is it that we, as citizens of a city, want to achieve?”
This is a question about our vision and values for the future. We live in
a world where conflicts, crises, and uncertainties abound, but we also
believe in our own potential. Knowledge is unlimited and created only
by human beings. If we can unleash our knowledge potential and relent-
lessly pursue excellence in our daily practices, we can also reach our ulti-
mate goals, and realize prudent and wise capitalism. Let us unleash the
knowledge potential of the Asian community toward cocreating values
for human society and the common good together.
Notes
1. Abductive reasoning (also called abduction, abductive inference, or retroduc-
tion) is a form of logical inference that goes from an observation to a hypoth-
esis that accounts for the observation, ideally seeking to find the simplest
and most likely explanation. In abductive reasoning, unlike in deductive rea-
soning, the premises do not guarantee the conclusion. One can understand
abductive reasoning as “inference to the best explanation.” Source: https://

en.wikipedia.org/wiki/Abductive_reasoning, accessed 27 June 2015.
2. Kata is a “way of doing things,” which is the core of the ideal action. Good
kata functions as an archetype that fosters creative routine but provides
higher freedom. Shu 守 (learn), Ha 破 (break), and Ri 離 (create) steps are
critical in continuous self-renewal processes.
3. Of the following six power bases, 1–3 are hard power, 5–6 are soft power,
and 4 is smart power:
1. Reward Power: Power based on one’s ability to reward the other.
2. Coercive Power: Power based on one’s ability to punish the other.
3. Legitimate Power: Power based on the perceptions that one has a legiti-
mate right to determine the behavior of others.
4. Referent Power: Power based on the identification of one with the
other.
5. Expert Power: Power based on the perceptions that one has some spe-
cial knowledge or experience.
6. Informational Power: Power based on the perceived relevance and
validity of one’s information.
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A Audit and Civil Service Commission,

Abella, Carmencita, 153 25
Acemoglu, D., 11 Austrian School of Economics, 2
Adipura 2011 award, 66 Autonomy, 108, 216–218, 240, 241,
Africa, Tomas P., 144, 147–154, 156, 244
157, 159–161, 163, 164, 227, Awards, 29, 35, 72, 110, 113, 116,
231, 298 144, 151, 228
Aid, 135, 140, 193–195, 259, 286 Awareness, 5, 6, 17, 31, 86, 104, 124,
Aid organizations, 259 184, 196, 206, 251, 252
Aquino, President Benigno III, 215 Ayutthaya Project, 182
Aquino, President Corazon C., 147,
216
Aristotle, 3, 4, 8, 18, 73 B
Arta, Putu (2010–2015), 113, Ba, 8, 9, 13, 41, 101, 102, 149–151,
115–117 186, 205, 207, 274, 300, 301,
Asian Development Bank, 193 303
Asian Financial Crisis, 238, 250 Bahalana, 49
Asian Institute of Management, 24, Bali Island, 110
233 Balikprobinsya, 37, 39
Asset Evaluation System, 111 Barangay, 24, 31, 32, 36, 42, 216,
based on electronic data (IN), 111 217
Association of City Governments of Basic Ordinance on Disaster
Indonesia(APEKSI), 113 Prevention, 99. See also Tono City
Association of Regency Governments Bautista, Herbert, 50
of Indonesia(APKASI), 113 Beliefs, 2–4, 18, 20, 178, 192, 203,
Attribute-Action Model, 12 207, 249, 280, 295, 306
© The Editor(s) (if applicable) and The Author(s) 2018 313

Administrations, DOI 10.1007/978-3-319-57478-3
314 Index
Belmonte, Feliciano, 23, 25–34, 36, Churchill, Winston, 17

37, 39–44, 49, 50, 228, 229, CIT facilitator, 65
231, 298 Citizen participation, 87, 108
package clean-up, 29, 31 City Development Council, 40
Bergson, Henri, 19 City of Heroes (Kota Pahlawan), 56
Best practices, 138, 308 Civil Registry Information System
Blame game, 39 (CRIS), 155
Brilliantes, Alex, 226 Civil Registry Law, 143, 146, 227
Broadband Learning Centre (BLC), Civil Registry System-Information
57, 64 Technology Project (CRS-ITP),
Build Networks, 152 144, 157
Build-Operate-Transfer, 157 Civil Servant Medical Benefits Scheme
Bureaucracy, 14, 25, 44, 49, 58, 62, (CSMBS), 173, 184
71–73, 80, 109, 110, 112, 150, Civil Service Commission, 147, 148,
202, 213, 216, 222, 224, 237– 154, 156
240, 249, 250, 258, 260, 269, Clean development
281, 283, 297, 301, 302, 305 mechanism(CDM), 34
bureaucratic reform, 112, 244 Co-creation, 251, 283
bureaucratic routines, 44 Code-switching, 49
Burke, Edmund, 68 Collaboration, 11, 40, 86, 95, 98,
Business unusual, 41 100, 103, 161, 249, 252
Butterfly effect, 15 Collective, 36, 40, 43, 44, 122–125, 132,
134, 135, 202, 222, 258, 273, 307
collective business in the coopera-
C tive, 135
Calugay, Zita Concepcion, ix, 233 collective labor, 122, 132
Capacity development, 261, 262, 280, collective ownership, 122–124
287 Commonwealth Act 502, 24
Census Serbilis, 158, 168, 227 Commune-level cooperatives, 135
Census Serbilis Centers, 144, 158, Communist Party of Vietnam-CPV,
162, 163, 168 122, 126, 191, 192, 208. See also
Central Board of Agriculture, 133, Vietnam
135. See also Vietnam dialectical methodology, 19
Centrally planned economy, 193, 194 Communitarianism, 296
Certified Emission Reduction communities that are heterogene-
certificates(CERs), 34 ous, 111
Chamberlain, Neville, 17, 18 Community hospital, 175, 176
Chardchawarn, Prof. Dr. Supasawad, Community Mortgage Program, 37
xii, xxvi Complexity Theory, 15
Ching, Krichelle Alyce L., xi, xxv Composite Framework, The, 230
Chinh, Truong, 131, 134, 137, 191, Comprehensive City Planning, 89
192, 196–208, 299 Computerization, 26, 161, 164
Index 315
Context, 3, 5, 7, 8, 10, 14, 15, 17–19, Decentralization, 55, 108, 154, 212,
43, 44, 59, 71, 101, 108, 133, 213, 216–219, 225, 232, 258,
156, 191, 195, 196, 200, 205, 269, 282
212, 213, 216, 217, 219, 221, Deficit spending, 25
222, 225–227, 230, 232, 237, Degree of goodness, 8
244, 247–250, 252, 260, 261, Deng Xiaoping, 13, 308
263, 265, 268, 270, 271, 273, Development assistance, 258,
274, 277, 279, 280, 282, 284, 285–287
285, 287, 288, 301, 304, 305, 307 Dewey, John, 18
concept creation, 142, 272, 273 Dialectic, 5
conflicting issues, 11, 16, 141, 240, Directive No. 100-CT/TW, 138, 196
258, 272 Disaster prevention, 95, 96, 98, 99, 103
context-based hurdles, 44 disaster prevention map, 99
context-dependent and localized fire and disaster prevention, 87, 94,
setting, 43 97, 102, 103
context of reform, 260 Disease prevention, 176, 178, 186
context-specific, 3 Doan Xa Cooperative, 136
contextualization, 17 Dobekko Festival, 90
Cooperatives, 131, 134, 135, 137– Doburoku, 89–92, 100
139, 142, 193, 196, 198 Doi Moi, 191. See also Vietnam
Cooperatives in Agricultural DPRD (Regional People’s
Management, 122 Representative Council), 109, 113
Co-reform, 251 Drucker, Peter, 1
Corruption, 27, 58, 77, 222–224, Dynamic Fractal Organization, 9, 301
239, 242 Dynamic Triad Model, 9, 11
Cost-Saving Measures, 29
Council for Mutual Economic
Assistance (COMECON), 194 E
Creative Routines, 144, 264, 265, Ecological Solid Waste Management
270, 275, 279, 285, 288, 303 Act, 33
Customer Relationship Management Economic exploitation, 124
(CRM), 63 Edo period, 86
Customer Satisfaction Survey (CSS), Egawa, Sachio, 91, 92
162 Electronic referencing, 155
Customer Social Responsibility (CSR), Emergence, 5, 226, 286, 288
63 Engineering rehabilitation works, 33
Cyber City, 56, 79 Entrepreneurial ethos, 42
Environment, 2, 6, 9, 11, 16, 19, 31,
35, 40, 44, 68, 70, 72, 85, 91,
D 109, 115, 116, 148, 150, 201,
Dai Dong Commune, 131 206, 232, 246, 250, 257, 267,
De Castro, Gregorio Martin, 40 283, 287, 300, 302, 303
316 Index
Environmental Protection and Waste Formulation stages, 271, 273, 277

Management Department, 30, Four dimensions, 5
33, 54 Fourth Party Congress, 193, 194
Ericta, Carmelita N, 144, 149, 154, Fractal Organization, 10, 14, 283,
160–162, 164, 165, 169, 227 298, 301, 303
E-Sapawarga, 57, 62–64 Freedman, Lawrence, 16
e-Budgeting, 59, 75–78 French colonialism, 122
e-Controlling, 59, 78 Funds, people, and tools, 111
e-Delivery, 59, 61, 78 FYDP process, 155
e-Payment, 59, 60
e–Performance, 78
e-Procurement, 59, 60, 70, 77 G
e-Project Planning, 59, 78 Galing Pook Foundation, 35
e-RT/RW, 63, 64 General Secretary Kim Ngoc, 125,
e-Sapawarga in Public Service 126, 140
Delivery, 79 Geographic Information System (GIS)
Evacuation Centers, 99 methodology, 27
Explicit knowledge, 2–5, 71, 118, 205, Gonzalez, Eduardo T, 56
225, 226, 229, 249, 250, 266, Good financial foundation, 28
275, 276, 278, 297, 300, 304 Gorbachev, Mikhail, 13
as “justified true belief”, 1. See also Governance, 115, 211–213, 219,
scientific knowledge 222–224, 227, 238, 240, 248
Explicit rules, 44 Government of Indonesia, 242
Ex-Post evaluations, 20 Government Owned and Controlled
Externalities, 250 Corporation (GOCC), 25
Governance Reform Framework
(GRF), 212, 221
F Government Resource Management
Female Mayor, 69, 298 System (GRMS), 59, 71, 72
Fence Breaking (phá rào), 195, 196, Government subsidies, 41, 173
198, 199 Govindarajan, V., 107, 115
Feudal Period, 133 Great East Japan Earthquake, 96, 98,
Filipino leaders, 49 103
Financial turnaround, 25 GRIPS, 3
1st Five-Year Development Plan
(1991–1996), 153
2nd Five-Year Development Plan H
(1997–2001), 154 Hadith, 67
3rd Five-Year Development Plan Hai Phong City, 136
(2002–2006), 154 Hayek, Friedrich, 2
Flat rate fee, 182 Health Systems Research Institute,
Ford Foundation, 29, 35 180
Index 317
Hierarchical nature of organizations, Indonesia, 55–57, 66, 68, 69, 72,

44 79, 107–109, 112, 113, 237,
High care milieu, 41 244–249, 251–253, 298, 308.
History, 9, 11, 15–17, 56, 86, 93, 95, See also DPRD, I. Gede Winasa, ,
110, 140, 142, 213, 216, 239, Jembrana Regency, PDIP
284, 306–308 Broadband Learning Centre (BLC),
historical imagination, 13–15, 17, 57, 64
299, 303, 306, 308, 309 Indonesian Democratic Party of
historical perspective, 15 Struggle (PDIP), 109, 110,
of Surabaya City, 56 113
of Tono City, 85, 96 Soeharto’s New Era, 109
politico-administrative, 222 Informal settler communities, 32
The Philippines, 221 Innovation, 1, 11, 14, 20, 40, 42,
Hitotsubashi ICS, 3 55–58, 62, 66, 70–72, 107–113,
Hometown of Folktales, 87. See also 115–118, 139, 144, 148, 151,
Tono City, Tono Monagatari 154, 156, 160, 161, 165, 213,
Honda, Toshiaki, 85, 87–96, 99–103 226, 229, 237, 246, 249, 252,
Hong, Jacky, 44 260, 273, 277, 284, 297, 301,
Household Block-Grants, 131, 303, 305, 306
136, 140. See also Agricultural Innovation, Leadership and
Management, Doan Xa Institutionalization, 70
Cooperative, Haiphong City, Innovative organizational reforms, 248
Vinh Phuc Province Institutionalized innovation, 107
best practice, 138 Intercultural validity, 44
initiative, 142 Interdisciplinary, 2, 11
mechanism, 137 Iwate Industrial Research Institute, 92
objections, 133, 134 Iwate Prefecture Comprehensive Plan,
Resolution 10, 139, 142 The, 87
Resolution 68, 131, 142
Human resources, 56, 62, 65, 93, 227
J
Jakarta, 56, 57, 65, 69
I James, William, 20
Ibu Risma (Mother Risma), 57, 60, Japan, 8, 31, 43, 49, 57, 85–87,
62, 65–72, 77, 298 89–91, 96, 98, 99, 102, 112,
Idealistic pragmatism, 13, 18–20, 303, 257, 260, 270, 271, 275, 285,
306, 309 308. See also Ba, Great East Japan
Implementation stages, 275–277 Earthquake, Population, Tono
Improving new production relations, City
138 Japanese International Cooperation
Inaccessible health care, 174 Agency (JICA), 3
Independence, 35, 56, 122, 128, 140, Machizukuri, 85, 87, 88, 90, 99,
206, 217 101, 102
318 Index
natural disasters, 101 Knowledge-based society, 212, 225

Jembrana Kingdom, 111 Knowledge-creation theory, 2–4, 11
Jembrana medical support, 111 knowledge creation, 5, 18, 43, 117,
Jembrana Regency, 107, 108, 110, 141, 205, 212, 226, 229, 232,
112, 115, 116 248, 252, 261, 277, 278, 285,
J-Net (Jembrana Networking), 111 306
knowledge creating enterprises, 9
knowledge creation in administra-
K tions, 142
Kagandahang-loob, 47 Knowledge management, 40, 43, 238,
KANTAYA (Cyber Office), 112 244, 245, 248, 300
Keynesian economics, 296 fragmented use and careless man-
Khmer Rouge, 191, 195 agement, 139
Kien An District, 136 Knowledge School, 1
Knowing, 5, 19, 127, 166, 179, 230, Kobe City, 94
302, 304 Kobe city fire bureau, 94
Knowledge, 1–7, 9–12, 17, 18, 20, Kohl, Helmut, 13
40–48, 50, 56, 58, 71, 78, 79, Komol Keemthong Foundation, 178,
107, 117, 118, 138, 141, 151, 186, 188
152, 159, 175, 176, 181, 182, Kyoto Protocol, 34
186, 188, 192, 197, 199, 204–
207, 212, 225–227, 229, 232,
238, 241, 242, 245, 248–253, L
261–269, 272, 273, 275, 278, Labor productivity, 122, 125, 135
283, 300, 301, 304, 309–310 Leadership, 8, 9, 12, 14, 31, 40,
explicit knowledge, 2–4, 7, 17, 118, 41, 56, 68, 69, 85–87, 100,
226, 229, 301 104, 108–110, 115–119, 124,
knowledge and social movement or 125, 133, 137, 140, 141, 144,
support, 182 161, 165, 175, 187, 192, 196,
knowledge as a process, 5, 50 199, 202–204, 208, 212, 223,
knowledge-as-practice, 43 226–232, 237, 243–252, 260,
knowledge dissemination, 44 268, 273, 279–282, 288, 306
tacit knowledge, 23, 43, 44, 71, debate and dialogue, 128
205, 209, 225, 226, 229, 242, distributed leadership-developing
249, 250, 266–268, 272–281, phronesis in others, 164
283–287, 297, 299, 306 emerging phronetic leadership, 207
Knowledge-based management, leadership and management devel-
Theory of, 1, 11, 20, 266, 271, opment, 18
272, 275, 280, 283, 287, 295, leadership style and management
298, 303, 305, 306 approaches, 246
Knowledge-based public sector Lessons learned, 141, 208, 230
reform, 211–213, 216–218, LGU-PANGEA partnership for clean
221–232 electricity, 34
Index 319
LGU-PNOC partnership for gas to Ministry of State Apparatus and

power generation, 34 Bureaucratic Reform, 112
Lifetime employment, 280 Mirror Neurons, 304
Local Government Code of 1991, 27, Mobile registration, 155
218 Montoro-Sanchez, Angeles, 40, 41
Local Government Organizations Most Competitive City, the, 24. See
(LGO), 117 also Quezon City
Logistic support for affected areas, 95, Multilayered leadership frameworks,
99, 103. See also the Tono Model 279
Logos (logic), Pathos (emotion), and Municipal maternity clinic, 94
Ethos (spirit), 307 Musrenbangda, 251
Long-term National Development
Plan, 243
N
Nagari, a traditional village entity, 251
M Nakasone, Yasuhiro, 13
Machiya (traditional wooden town- Nanbu Magariya, 90
houses), 100 Narratives, 17, 307. See also Strategic
Mahbubani, Kishore, 308 Narratives
Majapahit Kingdom, 56 National Capital Region, 23, 24, 144
Major earthquakes and tsunamis, 94 National Committee for Quality
Management Committee, 39, 155 Accreditation, 184
Maslow, 305 National Computer Center, 157
Means of production, 122 National Health Security Office
Medicine fund, 176, 186 (NHSO), 184, 185, 187
Mendoza, Magdalena L, 143, 228 National Health Systems Research
Merleau-Ponty, Maurice, 19, 304 Committee, 174
Metro Manila National Capital National Statistics Office (NSO), 168,
Region, 23 227, 298
Michinoku Alert 2008, 96 National strategy, 16
Midas Touch, 50 National Universal Coverage Act, 174,
Middle managers, 12, 42, 151, 153, 182, 183
159–161, 164, 171, 232, 272, Nation management, 13, 14
276, 283, 297, 300, 306 Neo-classical economics, 296
Middle Period, 125 Neoliberalism, 296
Middle-up-down management, 42, Net/Yurikago, 93
300, 303 New Public Management (NPM),
Migration, 24, 85 Theory of, 213, 248, 258, 296
Ministry of Administrative Reform, Nguyen Van Ton, 124, 130, 132
243, 244, 252. See also Indonesia Nigori sake, 90
Ministry of Public Health, 173, 177, Nitayarumphong, Dr. Sanguan,
180, 181, 183, 185 173–177
320 Index
Nonaka, Ikujiro, 1, 2, 7, 9, 11, 43, Perseverance, 178, 180, 188, 305

56, 71, 117, 185, 187, 206, 212, Perspective, 2–4, 40, 41, 48, 88, 94,
225, 226, 229, 230, 232, 238, 98, 102, 104, 126, 137, 160, 181,
249, 295, 300 188, 196, 205, 216, 225, 226,
Non-cognitive skills, 305 234, 245, 250, 279, 299, 308
Non-governmental organizations Philippines, The, 24, 25, 30, 34, 43,
(NGOs), 36, 183, 185 44, 49, 143, 146, 148, 156, 160,
Noor, Irwan, 115 211–213, 216–218, 221, 222, 298
Northern and Eastern Triangles, 36 Philippine Statistical Authority (PSA),
Northern key economic region, 121 169, 233
North Vietnam, 192 Phronesis, 7, 9, 11, 13, 101, 103, 206,
225, 232, 249, 252, 280–283,
301, 302
O Phronetic Leader, The, 43, 71, 185,
Office of Health Systems Reform, 174, 186, 207, 212, 225, 226, 229,
180 230, 232, 238, 250, 279–281
Oido (hearing), 174, 180 phronetic and distributed leader-
Online Query System, 155 ship, 40
Organizational activities, 258, 259 phronetic capability, 9, 280
Organizational development, 56, 268, phronetic leadership development,
269, 288 279
Organizational institutions, 264, 265, Pilot Methane Power Plant, 34, 42
267, 270, 278, 281–283 Pitayarangsarit, Siriwan, 173, 174,
Organizational management perspec- 183, 184
tive, 241 Plan-Do-Check-Action cycle, 299
Outcome and resolution, 132 Plato, 3, 4
Outcome-focused managerial frame- Polanyi, Michael, 2, 5, 19
work, 258 Policy coordination, 252
Out-of-town reporting, 156 policies are always right, only their
implementation is wrong, 197
Policy domain, 261–265, 269–271,
P 275, 285
Pakikipagkapwa-Tao, 45 Policy innovation, 260, 298, 303
Pakikiramdam, 45 Policy making processes, 248
Party Secretariat, 138 Policy Planning Office, 89
Patronage, 41, 49, 163, 246 Policy solution, 263, 267, 277, 287
Payatas dumpsite, 32, 229. See also Political affiliations, 182, 183, 186,
tragic trash slide 187
People-friendly management style, 39 Political leadership, 269
People’s Day, 39, 44 Political management, 248
Pe-Pua, Rogelia, 49 Political power, 8, 71, 101, 103, 187,
Perante-Calina, Lizan, 212, 221 207, 230, 241, 301, 302
Per capita income, 87 Politicized bureaucracy, 240
Index 321
Politico-administrative systems, 238 Ninoy Aquino Parks and Wildlife

Population, 11, 24, 57, 85, 86, 88, Center and Quezon Memorial
102, 107, 151, 155, 174, 228, Circle, 37
257, 260 QC-LGU, 25
Prefectural and regional disaster pre- Quezon City Environmental
vention plan, 94 Protection and Waste
Preparation committee, 180 Management Department, 33
Primary health care, 177, 178, 186, Triangle Park, 36
188
Principal-agent, 44
Private ownership, 122, 124 R
Private sector, 44, 56, 112, 143, 150, Ramos, Fidel, 216
157, 213, 229, 239, 248, 258, Raphael, 3
259, 264, 269, 296, 300, 303 Rapid Field Appraisals, 218
Problem-solving cycle, 278 Rasi Salai Hospital, 176, 177, 186
Procurement, 58–61, 75–77, 242, 269 Reagan, Ronald, 13
Production management and remu- Red River Delta, 121
neration, 138 Reform Leaders Academy, 252
Promoting individual work styles, 133 Regional Iwate Prefecture
Protacio-Marcelino, Elizabeth, 49 Comprehensive Emergency Drill,
Public Administration, 55, 212, 213, 96
223, 226, 251 Regional revitalization, 85, 88, 89
Public Health Care Reform, 178, Relocation incentive, 39
180–182, 185, 299 Republic Act No. 7160, 27
Public Management Development Resolution, 123, 131, 132, 135, 136,
Program (PMDP), 165 139, 140, 142, 195. See also
Public organization, 116, 226, 229, Vietnam
244, 252, 258–262, 264–267, Resource Management System, 57, 59
269, 270, 272, 274, 277, Revenue-generating, 26
279–284 Risk taker, 115
Public-private partnerships, 219, 238 ‘Rogue’ distributors, 176
Public sector institutions, 216, 232 Rural Hospitals, 174, 176, 186
Public-Sector Reform Framework, Rural Medical Doctors Network, 177,
221, 229 179
Public sector reform (PSR) strategies,
212
S
Sadu, Waisistiono, 107
Q Safe player, 115
Quezon City, 23–29, 33–36, 38, 40, Sampran Forum, 179, 180
43, 44, 50, 228, 298 Sanriku Coast, 94, 95, 102
2007 Cities Competitive Ranking Sanriku Earthquakes, 95
Project, 24 Schumpeter, Joseph A, 2
322 Index
Scientific knowledge, 7, 275 Spiralization of innovation, 109,

SECI Model, 5, 6, 9, 43, 71, 83, 117, 117–119
118, 230, 303 State Audit Board (BPK), 115
Seidler-de Alwis, 41, 42 Strategic Narrative, 17, 18, 306, 307,
Self-reflection, 192, 197, 199, 309
204–206 Strategic plan, 152, 153, 239
Service data management, 112 Surabaya broadband citizen service, 64
Service delivery, 55–57, 64, 72, 227, Surabaya Cyber City, 56, 57, 64, 72,
238, 242, 243, 264 79
Shared context in motion, 8, 10 Sustainability, 221, 231
Shift- and score-based distribution Synthesizing, 6, 17, 229, 275
system, 123 synthesizing capability, 6
Shinawatra, Thaksin, 174, 183
Sikap Buhay, 35
SIMAKDA (Regional Finance T
Accountancy Management Takeuchi, Hirotaka, 2, 7, 71, 185,
System), 111, 114 187, 249, 300
SIMDA (Sistem Informasi Manajemen Tam, Dr, 126
Daerah, Local Government Techne, technological know-how, 7
Management System), 111, 112, Telematics, 65
114 Telkom Co., Ltd. and CSR Support,
SIMPEGDA (Regional Civil Service 63, 79
Information System), 112, 114 Thailand, 173–178, 180, 183, 186,
Social awareness and support, 182 299. See also Thaksin Shinawatra
Socialism, 139, 140, 193, 197, 201, Thai Rak Thai Party, 174, 183
202, 205 Thatcher, Margaret, 13
socialist economic ideology, 134 The knowledge of experience, 17
socialist production relations, 134 The role of the market, 201
Socialist Republic of Vietnam, 122 Tohoku Region Green-Tourism
Socialization, 5, 44, 71, 117, 209, Research Center, 92
225, 226, 230, 273, 274, 299, Tono City, 85–92, 95–104
301, 306, 254 Ordinance on the Recognition of
Social Security Act, 180 Tono Heritage, 92
Social Security Office, 180, 181 Tono Broad Economic Zone Plan, 93
Social Security Scheme (SSS), 184 Tono City Disaster
Societal institutions, 262, 265, 269, Countermeasures
270, 280, 281, 284 Headquarters, 97
Southeast Asia, 257, 285 Tono Heritage, 92, 93, 102
Soviet Union, 122, 123, 133, 193, Tono Style, 88, 104
194, 200, 202 Tono Tourism, 91
Special zone for hometown revitaliza- Tono Monogatari (Collection of 119
tion, 89, 91, 100 Folk Tales), 86
Index 323
Tourism, 85, 88, 91–93, 100, 101, 122 Vietnam, 121, 122, 126, 130,
Tragic trash slide, 25 140–142, 191–196, 199, 200,
Transformation, 25, 28, 41, 43, 116, 205, 302
144, 149, 160, 213, 229, 238, 16th Central Congress of the
239, 246, 249, 252, 262, 263, Vietnam Labor Party 1959,
272, 279, 282, 284, 286, 299 123
Transformational leadership, 116, 246 6th Central Committee Plenum,
Transformative leaders, 227, 279, 283 Legislature IV, 201
Transparency and accountability, 59, 8th Central Committee Plenum,
77, 249 Legislature V, 201
Trial rehearsal, 182 9th Congress of the Central Party
Trimble, Chris, 108, 115 Committee, 138
Turba, 250 4th Party Congress, 193
6th Party Congress, 207
agricultural management, 122, 134,
U 138
Uncompleted reviews and unresolved Platform of Nation Building in the
deficiencies, 139 Transition Period to Socialism,
United Nations, 34, 159 205
United Nations Statistical Institute for resolution No. 03-NQ/TU, 140
Asia and the Pacific (UNSIAP), Resolution No. 10 on innovation in
159, 160 agricultural management, 139
United States, 148, 191, 193 Resolution No. 15 on the direction
United States Agency for of cooperatives to apply the
International Development, household block-grant, 135
148 Resolution No. 24-NQ/TU, 136
Universal Health Coverage, 173, 174, Resolution No. 68 on household
180, 183, 186–188 block-grants, 131
30 baht treats all diseases, 183 Role of the State Sector, 208
Universal Coverage Policy, 174, Strategy of Stabilization and Socio-
181, 183 economic Development, 205
Unqualified civil servants, 242 Vinh Phuc Province, 121, 124, 132,
Utangnaloob (”debt from within”), 49 198
Utilitarian perspective, 241 Vo Chi Cong, deputy prime minister,
U-turn (people returning to home- 135. See also Doi Moi, Household
town) and I-turn (people moving Block Grants, Resolution, Truong
from urban to rural areas), 85 Chinh
V W
Valera, Francisco, 304 War, 16, 17, 123, 128, 132, 191
Valte, Ma. Christina R, 143, 233 Wasi, Dr. Prawase, 179, 182
324 Index
Wasistiono, Dr. Sadu, x, xxiii Wise Leadership, 7, 9, 12, 18, 100,

Waste picking, 33 102, 225, 301, 303, 307
Weaknesses and limitations in adminis- World Bank, 30, 37, 224, 240
tration, 177 World Economic Forum, 239
West Bali National Park, 110 World Heritage, 92
Whitehead, Alfred, 19, 206
Wibawa, Gede Agus, 112, 113
Wido, 149, 150 Y
Widodo, Joko, 113, 298, 308 Yanagida, Kunio, 86
Winasa, I Gede, 108–113 Yokomichi, Kiyotaka, 211, 295
Winasa regime, 110

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KNOWLEDGE

ISBN 978-3-319-57477-6 ISBN 978-3-319-57478-3 (eBook)

Library of Congress Control Number: 2017943634

© The Editor(s) (if applicable) and The Author(s) 2018

Cover credit: CarolLynn Tice / Alamy Stock Photo

Printed on acid-free paper

This Palgrave Macmillan imprint is published by Springer Nature

Countries in Asia, including those of the ASEAN group, have undergone

organizational innovation, and enhancement of response capability in

The intent of this book is to present a new paradigm of leadership and

political and economic participation. The existence of such institutions

creation process in community development that leads to the transforma-

Part I: Knowledge Creation in Municipal Administrations

Chapter 2: Belmonte and Quezon City (Philippines)

• This case study is about the redevelopment of a city in the metro-

Chapter 3: Toward Surabaya Cyber City: From GRMS to E-Sapawarga

• This case study is about the redevelopment of a city outside the

Chapter 4: Tono Style Community Development (Japan)

Part II: Knowledge Creation in Regional

Chapter 5:The Institutionalizing of Innovations in Jembrana Regency

• This case study is about administrative reform in Bali, Indonesia.

by the national bureaucracy, and dominated by the military, to local

Chapter 6: Thinking Big for the Common Good: A Case Study of

Part III: Knowledge Creation in National

• This case study is about the organizational transformation of

Chapter 8: Dr. Sanguan Nitayarumphong and Public Health Care

• This case study is about policy reform in national public health

Chapter 9: Redefining Reality—A Case Study of the Emerging

Part IV: Knowledge Based Reform

Chapter 10: Knowledge-based Public Sector Reform: The Philippines

Chapter 11: Leadership and Management Development: The Indonesia

Chapter 12: Knowledge-based Paradigm of Public Sector Reform in

the perspective of knowledge-based management theory. In addition to

Prof. Eko Prasojo, Dean, Faculty of Administrative Science, University

Tokyo, Japan Ayano Hirose Nishihara

1 Knowledge-Based Management Theory 1

2 Case Study 1: Mayor Belmonte and Quezon City 23

3 Case Study 2: Toward Surabaya Cyber City: From

4 Case Study 3: Tono Style Community Development 85

5 Case Study 4: Institutionalized Innovation in Jembrana

6 Case Study 5: Thinking Big for the Common Good: A

7 Case Study 6: Co-Creating the Census Serbilis, a Study

8 Case Study 7: Dr. Sanguan Nitayarumphong and Public

9 Case Study 8: Redefining Reality: A Case Study of the

10 Knowledge-Based Public Sector Reform: The Philippine

11 Leadership and Management Development: The

12 A Knowledge-Based Paradigm of Public Sector

13 To Become the Nation and the Region

research interests are in the organizational knowledge creation and wise

Takeji Takei is a Visiting Professor and former President of Local

Administration (NIPA), Republic Indonesia. He is also a country expert

Bootes Esden Lopos holds a Master in Public Management degree

New Performance-Based Incentive System. She serves in a number of

Committee member between 2014 and 2015, and as an advisor to the

local governance, decentralization, bureaucracy, political institutions, and

in a number of international and national research projects; give talks and

Fig. 1.1  Two types of knowledge: tacit knowledge and explicit

Table 2.1 Nonaka’s knowledge creation model 45

Knowledge-Based Management Theory

Part I: Knowledge Creation in Municipal Administrations

Chapter 2: Belmonte and Quezon City (Philippines)

Chapter 3: Toward Surabaya Cyber City: From GRMS to E-Sapawarga

12 A Knowledge-Based Paradigm of Public Sector

Fig. 1.1 Two types of knowledge: tacit knowledge and explicit

Table 2.1 Nonaka’s knowledge creation model 45

A Knowledge-Creating Theory for the Public Sector

Two Types of Knowledge: Tacit Knowledge and Explicit Knowledge

Fig. 1.1 Two types of knowledge: tacit knowledge and explicit knowledge.

Fig. 1.2 The SECI model: the organizational knowledge creation process.

Wise Leadership: Six Abilities of Leaders to Promote SECI

The Concept of “Ba” and the Dynamic Fractal

A Model of the National Leaders and Nation as a

Fig. 1.6 An attribute-action model of national wise leaders. Source Nonaka

A Model of National Wise Leaders

Fig. 1.7 A dynamic fractal model of nation, region and community. Source

management systems based on phronesis, as presented in Fig. 1.4, but is an

A Model of the Nation as a Fractal Organization

Historical Imagination as the Basis of the Common Good

Idealistic Pragmatism: The Relentless Pursuit of Excellence

The Socio-Economic Profile of Quezon City

Financial Turnaround: From Deficit to Sustainable Surplus

Specific Strategies to Improve Real Property

Testing and Analyzing Proposed Solutions

Engaging Multi-sectoral Support for the Program

Poverty Reduction and Livelihood Generation

Rehabilitating and Opening up Opportunities in the Payatas Dumpsite

LGU-PNOC Partnership for Gas to Power Generation

LGU-PANGEA Partnership for Clean Electricity

Sikap Buhay: Providing Livelihoods for the Poor

How the Concept of QC-CBD Was Born

Joint Efforts to Relocate the Informal Settlers

Leaving a Legacy of Development

Lessons to be Learned

Phronetic and Distributed Leadership