Berbagai aturan dan teknik melakukan wawancara mendalam, FGD, dll. Hati-hati, jangan sembarangan, syarat dan ketentuan berlaku.

1. Wawancara Mendalam
(In-Depth Interview )
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2. = a qualitative research technique that involves conducting
intensive
individual interviews
…. to explore their perspectives on a particular idea, program, or
situation.
Kapan In-Depth Interviews sesuai digunakan?
when you want detailed information about a person’s thoughts
and behaviors
want to explore new issues in depth.
to provide context to other data (such as outcome data),
offering a more complete picture of what happened in the
program and why.
in place of focus groups if the potential participants may not be
included or comfortable talking openly in a group,
distinguish individual (as opposed to group) opinions about the
program
to refine questions for future surveys of a particular group. 2

3. Keuntungan In-Depth Interviews =
provide much more detailed information
provide a more relaxed atmosphere in
which to collect information
Kelemahan In-Depth Interviews =
Kemungkinan bias
Butuh waktu : conduct interviews,
transcribe, and analyze the results
Harus peneliti yang mampu
Not generalizable
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4. Process In-Depth Interviews:
1. Plan (siapa yang akan terlibat, apa info yg mau
dikumpulkan, dll)
2. Develop Instruments (untuk menjaga konsistensi
wawancara, bagaimana urutannya, apa yang akan
dilakukan selama wawancara, penerjemah,
3. Train Data Collectors (speak the local language).
4. Collect Data (be sure to explain the purpose of the
interview, why the stakeholder has been chosen, and
the expected duration of the interview).
5. Analyze Data (transcribe, review data, analyze all
interview data).
6. Disseminate Findings (write report and see “How are
In-Depth Interviews Presented?.
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5. Interview QuestionTips:
Questions should be open-ended
Ask factual question before opinion
questions.
Use probes as needed (example,
elaborate, jelaskan lebih jauh, apa ada
yang lain ?, …)
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6. Focus Group Discussion:
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7. Focus Group Discussion:
= is a rapid assessment, semi‐structured data gathering method
in which a purposively selected set of participants gather to
discuss issues and concerns based on a list of key themes drawn
up by the researcher/facilitator (Kumar, 1987).
Focus group discussion guide
1. Specify the objectives and information needs of the focus group
discussion (misal; bagaimana penyuluh dan pengamat hama
membuat keputusan dala merespon meledaknya serangan hama)
2. Break down the major topics into discussion points or themes.
3. Prepare probe questions (mari kita bicara tentang …..., apa
informasi yang didapat dari lapang?,…..bagaimana respon pihak
…..?
4. Review the guide and eliminate any irrelevant questions.
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8. Syarat untuk menjadi Facilitator FGD:
1. familiarity with the discussion topic
2. ability to speak the language spoken of
the area
3. cultural sensitivity.
4. genuine interest in people
5. sensitivity to men and women
6. Politeness
7. Empathy
8. Respect for participants
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9. Langkah-langkah kegiatan FGD:
1. Pembukaan, jelaskan tujuan dan skop
2. Tanyakan nama dan background
peserta.
3. Gunakan panduan pertanyaan yg telah
disiapkan
4. Beri kesempatan yg sama untuk
peserta berpartisipasi.
5. Gunakan beragam teknik untuk
menggali data, misalnya: biarkan peserta
saling berbicara secara langsung tanpa
melalui moderator, yg malu-malu di
dorong bicara, kendalikan yg dominan,
dst.
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10. Pedoman menyusun pedoman
wawancara:
1. FGD adalah untuk listen and learn, bukan
mengajar
2. bagi kerja antar anggota tim
3. semua anggota tim pegang FGD guide.
4. pahami dan gunakan bahasa dan istilah
lokal
5. open mind and listen more.
6. hindari Yes or No answers.
7. hindari leading questions.
8. perhatikan local norms and customs.
9. Ingat, waktu bagi peserta juga penting
10. Ucapkan terima kasih
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11. Laporan FGD disusun dengan cara:
1. reviewing the notes
2. listening again to the cassettes from the session
3. grouping research findings according to key themes
4. identifying the different positions that emerged
under each key theme
5. summarizing each of the different positions and
assess the extent to which each
6. position was held by participants
7. pulling out verbatim phrases that represent each
position.
8. identifying the recurrent ideas that came out during
the discussion
9. interpreting these recurrent ideas based upon other
findings that emerged in the groups
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12. Analisis Kelembagaan
(Institutional Analysis)
Syahyuti,
16 Mei 2012 @BBPTP
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13. In English Biasa
diterjemahkan
menjadi
Terminologi
semestinya
Batasan dan materinya
1. institution Kelembagaan,
institusi
Lembaga Berisi norma, nilai, regulasi,
pengetahuan, dll. Menjadi
pedoman dalam berperilaku
aktor (individu dan organisasi)
2.
institutional
Kelembagaan,
institusi
Kelembagaan Hal-hal berkenaan dengan
lembaga.
3.
organization
Organisasi,
lembaga
Organisasi Adalah social group, aktor sosial,
yg sengaja dibentuk, punya
anggota, utk mencapai tujuan
tertentu, aturan dinyatakan
tegas. Misal: koperasi, kelompok
tani, kantor pemerintah.
4.
organization
al
Keorganisasian,
kelembagaan
Keorganisasia
n
Hal-hal berkenaan dengan
organisasi. Misal:
kepemimpinan, keanggotaan,
manajemen, keuangan
Rekonseptualisasi “Lembaga” dan “Organisasi”
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14. Institutions.
Lembaga =
norma + aturan +
cultural cognitive
Organization
= organisasi
Social
Network =
jaringan
sosial
= individu
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15. Apa itu Lembaga? Apa itu
Organisasi?
Definsi menurut ahli ekonomi kelembagaan:
Douglass C. North:
“institutions = the long-standing rules and rights governing
social and productive behavior, atau “the rules of the game”
organizations = the 'players' and structures, or "groups of
individuals bound together by some common purpose to
achieve objectives", atau their entrepreneurs are the
players.
kelembagaan ekonomi dibentuk oleh aturan-aturan formal
(formal constraints) berupa rules, laws, dan constitutions;
dan aturan informal (informal constraints) berupa norma,
kesepakatan, dan lain-lain. Seluruhnya merupakan penentu
bagaimana terbentuknya struktur masyarakat dan kinerja
ekonominya yang spesifik.
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16. Di bidang sosiologi:
W. Richard Scott. 2001. Institutions and Organizations, Second
Edition. Sage Publications, Inc. California.
Arti institution:
1. are composed of cultured-cognitive, normative, and regulative
elements that, together with associated activities and resources,
provide stability and meaning of social live.
2. are social structures that have attained a high degree of resilience.
3. are transmitted by various types of carriers, including symbolic systems,
relational systems, routines, and artifacts.
4. operate at multiple levels of jurisdiction, from the world system to localized
interpersonal relationships.
5. connote stabiliy but are subject to change processes, both incremental and
discontinuous.
unsur-unsur utama institusi: rules, norms, and cultural beliefs
institusi ditentukan oleh batasan legal, prosedural, moral dan kultural yang
memiliki legitimasi.
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17. Paham kelembagaan baru:
“institution are comprised of regulative, normative
and cultural-cognitive elements that, together with
associated activities and resources, provide stability
and meaning to social life” (Richard Scott, 2008: 48):
Ada 3 pilar dalam institution:
1. Regulative pillar
2. Normative pillar
3. Cultural-cognitive pillar
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18. (1) Regulative pillar:
rule setting, monitoring, sanksi
kapasitas untuk menegakkan aturan
reward and punishment
caranya: melalui mekanisme informal
(folkways) dan formal (polisi, pengeadilan)
represi dan constraint
institution memberikan constraint dan juga
empower aktor
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19. (2) Normative pillar:
Tokohnya: Durkheim, Parson, Selznick
norma menghasilkan preskripsi (=lebih dari
antisipasi dan prediksi), evaluatif, dan
tanggung jawab dalam kehidupan
mencakup: value (= prefered and desirable)
dan norm (how things should be done)
Gunanya: agar tahu apa goal dan objectives
kita, dan bagaimana cara mencapainya
Juga meng-constraint dan meng-empower
aktor
“rules define relationship among role” 19

20. (3) Cultural-cognitive pillar:
Tokohnya: Geertz, Douglass, Berger, Goffman, Meyer,
DiMaggio, Powel, Scott
Intinya: MEANING
Konsep bersama tentang kehidupan sosial dan
kerangka dimana makna-makna diproduksi
Sedmintasi makna dan kristalisasi makna dalam
bentuk objektif
Berisi proses interpretatif internal yang dibentuk oleh
kerangka kultural eksternal
Situation shared secara kolektif
Bersifat indivdual (individu dan ’individual
organization’) dan variatif
Culture = what is and what should be
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21. Pedoman singkat untuk menilai sebuah
organisasi (Short Guide for Organizational
Assessment
1. Kinerja organisasi (Organizational
Performance)
2. Kemampuan organisasi tumbuh di
lingkungannya (The Enabling Environment and
Organizational Performance)
3. Motivasi organisasi (Organizational Motivation)
4. Kapasitas Organisasi (Organizational Capacity)
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