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"Leadership effectiveness influenced by a lot of factors. Factor perceived in (his research is: leader characteristics, job description, leader caring to employees, leader ability and skill, leader and employee relations, human resource and management support, leader behavior, employee?s effort, position power and external coordination. Objectives of the study are identifying factors which influence leadership effectivity, analyzing employee productivity, and factors which influence employee productivity at PT Bridgestone Tire Indonesia. Base oii research there are three primary factor that form leadership effectivemiess at Production division of PT. Bridgestone Tire of Indonesia that is: leader factor, work condition factor and the emnployee factor. From the three factor that form effectiveness of the leadership, the most factor that have an effect in improving productivity of the employees is the emuployees factor."

"In this research, the formulation of such problems are to identify the correlation strength and to test the variable independent, namely the Leadership and Motivation on variable dependent, which is Employee's Productivity of the Cipinang Correctional Institution, Jakarta. In reviewing some of the factors mentioned above, we could see that the leadership plays an important role in pushing the organization productivity, the leader are challenged to powered the organizational strength in such correct and precise manner to face the future challenge, that would influence the organizational life.The universe from which the sample was selected included all the employees of the Cipinang Correctional Institution, of 480 officers, while intake sample were selected by using "Purposive Stratified Sampling" technique, in which the technique based on the current number of employees, the rank or faction of the officer from the total sample. 120 (one hundred and twenty) names were selected randomly.Method of analysis that was used in this research is the analysis method and its correlation. The descriptive analysis was used to depict the frequency of such data, and to obtain a picture of the research's result. While correlation analysis were used to analyze the relation of variables, such as, variable of leadership and variable of productivity and also variable of motivation and variable of productivity.The research was conducted by handing-over the closed enlist statements / questions for the respondents of officers. Reliabilities test was conducted to cover such topics, as how far the statement items have consistency with split half, that is, the instrument was grouped in the even and anomalous instruments. Then, score of each group were summed, and compared to its correlation coefficient by using SPSS 11,0 for windows, then by using the Spearman Brown's formula.The validity test, which conducted on each question of this research, was using the item analysis, by reviewing the correlation of each question. The total score on each variable is representing the number of each score in pertinent variable. The question considered to be valid, if having the minimum correlation value of 0,3.The result of the research, are:1. Only a few of head sections in the Cipinang Correctional Institution would clarify the department's job description to his staff or subordinates; he assumed that his staff and subordinate have already comprehend their work and duty. In contrary; most of the staff and subordinate do not know the duty of their work.Despitefully, the leader do not also explain whereof, what should be done and how to do it, most of the problems that occurred could not be solved properly, and the result are less optimal, because of the staff and subordinate do not know how. So, the purposes and objectives of the leader are not comprehensible by the staff and subordinate, and also there is no formal communications between the leader and the staff and subordinate. On the other hand, most of the Cipinang's leaders do not have knowledge and ability in the managerial field, so they can not lead the organization toward its target. In result, the officer's productivity is not optimal.2. The security guarantee should represents a fundamental requirement for the Cipinang officers, but practically, the security guarantee provided by the leader only represents a supplementary factor for the officers. Because, the leader does not always there to assist them. There is a time when the leader would delegate the authority of the Cipinang's security to his staffs and subordinates; this is because the leader has other duty outside the Cipinang, which also important to him.The job's duty and responsibility of the Cipinang security guards themselves are very risky, due to the occupancy of the offenders in the Cipinang, which much bigger than the officers on duty. In order to executing the duty and responsibility as the officer of the Cipinang, which are; to secure, to treat and to rehabilitate the inmate in pursuant to the treatment regulation, on the other hand, the Cipinang do not have high motivating human resources that qualified as a treatment officer, to meet the high work productivity.To meet the organization target, the good or obsolesce of such organization is determined by the authority and the efficiency of its leader, in executing his leadership and leading his subordinate. The authority and efficiency of the leader will motivate the enthusiasm, creativity, participation and loyalties of the staff and subordinate in performing their duty. So, in the end, the target of organization can soon be reached.Motivation leads the enthusiasm of all officers, so the officer will strive by performing their skill and ability to meet the organization target. Basically, the organizational is not only expecting the staff to be capable or to be reliable, but the most important is, how the officer would strive and willing to reach the optimal result.Ability, efficiency and skill of the officers don't mean anything if not followed by the officer's striving and by using their ability, efficiency and skill they required. Motivation has become more important due to the officer strive, enthusiastic and creative to reach the maximum work productivity."

"In the recent era, the development of science and technology has been rapidly growing up, therefore, there is no more option for every organization either government's or non government's. As a consequences of this issue, the organization need to make an action to redevelop its human resources quality. The objective of these demand is to win the competitive services, articularly in serving the public due to the function of the government.Productivity is one main focus issue of the human resources because it has an efficiency, an effectiveness, and a quality inside it self, as the result of the human role as resource.To achieve an optimal and qualified work productivity, the organization must have a leader who have ability to encourage, giving direction, counselor, and influencing staff to carry out the work in leading to the main and work environment is the physics environment factor which containing with working room and working tools along with working relationship which also contained with attitude, work atmosphere, communication and good cooperation, have a high responsive power against the global challenge change in order to give an anticipation ability of the organization. In connection with that, this research is subjected to see the role of the leadership and work environment against the work productivity of the Directorate General of Correction Staffs.The population of the research is 505 person staffs of Directorate General of Correction entirely, using the prime data raising technique by question disseminate in form of inquiry papers of 101 respondents. The data analysis tools in this research is the SPSS (Statically Program for Social Science). Correlation tests is used for see the correlation between X and Y variable.Based on this result of the research by statistic analyzing, there is a relation between leadership with work productivity they are positive/ strong with correlation coefficient 0,755 therefore the coefficient interval is between 0,60 - 0,799 means that there is correlation between leadership variable with productivity variable that indicate the strong correlation level, positive and significant between those variable, as a result is the strengthen of the leadership values in the Directorate General of Correctional have a strong influences against the development of the staffs work productivity in it.The correlation between work environment with work productivity of staff is positive/strong with 0,669 coefficient therefore the coefficient interval is 0,60 - 0,799. This means there is correlation between work environment variable with work productivity of Directorate General of Correction which indicate the strong correlation, positive and significant between both variable, so that the work environment values in the Directorate General has a strong influence against the development of work productivity of Directorate General of Correction's Staffs.The con-elation between leadership and work environment together with work productivity is positive/ strong with correlation coefficient 0,819, therefore the interval coefficient is 0,80 - 1,000 is very strong categorized. This means that work productivity which indicate the very strong correlation, positive and significant between both variable as a result that the strengthening of the leadership and work environment values in Directorate General of Correction have a very strong influence against the development of work productivity of the Directorate General of Correction's Staffs.The leadership need to see the leadership style which has an ability to directing, an agent of change skill, a spokesman skill, a guider skill, a leader skill, making the right decision skill, a motivator skin, and the way of communication in achieving the strong leadership and work environment values, so that it can develop work productivity of Directorate General of Correction's Staffs.The work environment need to see the interior design, individual initiative, togetherness, management support, communication pattern and supervision from the leader, so that it can create a conducive and staff work productivity of Directorate General of Correction's Staffs."

"Penelitian ini dilakukan untuk mengetahui pengaruh kompetensi, kepemimpinan dan budaya organisasi terhadap kinerja pegawai di lingkungan Direktorat Jenderal Imigrasi. Dengan menggunakan pengukuran kompetensi dari Lyne Spencer dan Signe M Spencer (1993), kepemimpinan dari Chapman dan Etzione, serta budaya organisasi dari Stephen Robbins (2001). Metode yang digunakan adalah diskriptif analisis dengan responden sebanyak 100 orang. Data dikumpulkan melalui kuisioner dan dianalisis menggunakan SPSS 11,5 Windows.Dari hasil penelitian ini diketahui bahwa : 1. variabel kompetensi mempunyai pengaruh terhadap kinerja pegawai dimana dengan nilai 66,6%, 2. Variabel kepemimpinan mempunyai pengaruh yang signifikan dengan kinerja sebesar 66,5%, 3. Variabel budaya organisasi mempunyai pengaruh yang signifikan dengan kinerja sebesar 45,3% dan 4. Terdapat pengaruh antara Kompetensi, Kepemimpinan, dan Budaya Organisasi, terhadap Kinerja sebesar 60,8%. Hal ini menunjukkan bahwa Kompetensi, Kepemimpinan, dan Budaya Organisasi dapat memberikan kontribusi sebesar 60,8% terhadap Kinerja sedangkan sisanya sebesar 39,2% merupakan pengaruh dari faktor lain.Kesimpulan dari penelitian ini diketahui bahwa kompetensi, kepemimpinan dan budaya organisasi baik sendiri-sendiri maupun secara bersama-sama mempunyai pengaruh yang signifikan terhadap kinerja pegawai namun disamping itu masih terdapat kelemahan-kelemahan.Saran yang dapat diberikan adalah dengan melakukan perbaikan dan peningkatkan guna mengoptimalisasi terhadap hal-hal yang dirasakan masih kurang baik dari variabel kompetensi, kepemimpinan, dan budaya organisasi dalam hubungan dengan kinerja pegawai maupun dari variabel kinerja pegawai itu sendiri.

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This research is conducted to know how far the influence of competence, leadership and organizational culture factors to the staff?s performance at Directorate General of Immigration. The research is utilising the competence measurement from Lyne Spencer and Signe M Spencer (1993), leadership from Chapman and Etzione, and organizational culture from Stephen Robbins (2001). The method that had been used is the descriptive analytical accompanied with 100 samples. The data was collected through questioners and the analysis was processed by SPSS 11, 5 Windows.From the research results, it could be concluded that: 1. Competence variable has the influence to the staff?s performance for 66, 6%, 2. Leadership variant has a strong correlation to the staff?s performance is up to 66, 5%. 3. The organisational culture variant also has a strong and positive correlation with the performance is up to 45, 3% from the respondents. 4. From this research it could be concluded that competence, leadership and organisational culture factors may influence up to 60,8% to the staff?s working performance and the other 39,2% is merely another factors.This research concludes that competence, leadership and organisational culture whether as an independent or a combination factors clearly has a significant contribution to the staff?s performance although they also has a number of limitations.The research suggests therefore that the organization should increase the element that could support the development of competence, leadership and organizational culture variable within the context of its relation with the staff?s performance and the variable of staff?s performance itself."

"Latar belakang pemilihan judul diatas didasarkan pada adanya penurunan kinerja petugas di RUTAN Klas I Jakarta Pusat yang diindikasikan diakibatkan oleh gaya kepemimpinan dan budaya organisasi yang kurang kondusif. Tujuan penelitian ini adalah untuk mengetahui pengaruh Gaya Kepemimpinan(X1) dan Budaya Organisasi (X2) terhadap Kinerja Petugas (Y) di Rumah Tahanan Negara Klas I Jakarta Pusat. Dalam penelitian ini penulis menguji tiga hipotesis yaitu tentang pengaruh positif antara gaya kepemimpinan terhadap kinerja petugas, Pengaruh Budaya Organisasi terhadap Kinerja dan Pengaruh antara Gaya Kepemimpinan dan Budaya Organisasi terhadap Kinerja Petugas. Populasi yang diteliti adalah petugas Rumah Tahanan Klas I Jakarta Pusat sebanyak 336 orang, dan sampel yang diteliti adalah 78 orang. Instrumen penelitian dalam bentuk kuesioner dengan menggunakan skala likert 1-5. Dari hasil penelitian ini didapatkan data bahwa Gaya Kepemimpinan dan Budaya Organisasi mempunyai pengaruh yang signifikan terhadap kinerja petugas di Rumah Tahanan Klas I Jakarta Pusat.

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The background of the title above was based on the existence degredation of staff performance at First Detention Centre of Central Jakarta, which is indentified caused by the reseach lack ondusiveness of leadership form and organizational culture. The Purpose of this reseach is to find out the effect leadership form (X1) and organization culture (X2) on staff performance (Y) at First Detention Centre of Central Jakarta. Three hypotheses analyzed by the reseach in this reseach, those are the positive effect of Leadership Form on Staff?s Performance, the effect of Organizational Culture on Performance and the effect Leadership Form and Organizational Culture on Staff?s Performance. As population of this reseach were staffs of First Detention Centre of Central Jakarta sum as 336 person, and of sample were 78 person. The instrument used was queshioner with scale of 1-5. The result that Leadership Form and Organizational Behavior have significant effect on staff performance at First Detention Centre of Central Jakarta, gained from the result of this reseach."

"Tesis ini membahas tentang pengaruh budaya kerja dan kepemimpinan terhadap kinerja pegawai di lingkungan Mahkamah Konstitusi. Penelitian ini merupakan penelitian assosiatif dengan data kuantitatif. Hasil penelitian menyarankan bahwa pimpinan hendaknya melakukan kegiatan sosialisasi secara terus menerus kepada para pegawai untuk meningkatkan pemahaman terhadap budaya kerja dan terus berupaya menerapkan budaya kerja dalam setiap aktifitas organisasi, serta memberikan sanksi yang tegas terhadap pelanggaran-pelanggarannya. Disisi lain, pimpinan perlu menekankan kembali peranan kepemimpinannya secara tegas dan jelas untuk membimbing dan membina bawahannya serta perlu terus mengembangkan potensi kepemimpinannya dalam organisasi.

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This research is explaining the influence of work culture and leadership to employee performance in Constitutional Court of Republic of Indonesia. Designing of the research is assossiatif through the kuantitative data. The results of the research suggest that the leader necessarily to increase understanding of the work culture through disseminate to the employees. Applying the work culture to whole activities and sanction to the violator. In other, the leader is necessarily to focus on his leadership to assist and to develop of employees, and keep developing his potential leadership inorganization."

"Penelitian ini bertujuan untuk menganalisis pengaruh kepemimpinan transformasional terhadap employee engagement dan kinerja karyawan pada PT. Indocement Tunggal Prakarsa Tbk Citeuereup Bogor. Kepemimpinan transformasional diukur dengan menggunakan teori Bass dan Avolio (1995) sedangkan, employee engagemet diukur menggunakan teori Schaufelli dan Bakker (2002) serta kinerja karyawan diukur berdasarkan teori Gomez (2003). Pendekatan yang digunakan pada penelitian ini adalah kuantitatif dengan metode survei menggunakan teknik pengumpulan sampel total sampel dengan responden berjumlah 267 orang. Dimana yang menjadi responden adalah karyawan tetap PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor yang telah bekerja selama satu tahun. Analisis kuantitatif dilakukan menggunakan uji regresi linear sederhana. Hasil menunjukkan bahwa terdapat pengaruh positif antara kepemimpinan transformasional terhadap employee engagement dan kinerja karyawan di PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor.This study aims to determine the effect of transformational leadership on employee engagement and employee performance at PT. Indocement Tunggal Prakarsa Tbk Citeuereup Bogor. Transformational leadership is measured by using the theory of Bass and Avolio (1995) whereas, employee engagement use the theory of Schaufelli and Bakker (2002) and employees performance based on the Gomez (2003) theory. The approach used in this research is quantitative research with sample collection techniques using total sampling technique with 267 respondents. Where the respondents are permanent employees of PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor who has worked for one year. Quantitative analysis was carried out using a simple linear regression test. The results reveal that a positive influence between transformational leadership on employee involvement and employee performance at PT. Indocement Tunggal Prakarsa Tbk Citeureup Bogor."

"ABSTRAKPenelitian ini mempunyai tujuan untuk faktor-faktor yang dominanmempengaruhi kinerja pegawai pada Direktorat Pembinaan Sekolah Dasar DitjenDikdas Kemdikbud Jakarta. Penelitian ini menggunakan pendekatan kuantitatifuntuk menggali faktor-faktor yang mempengaruhi kinerja pegawai. Kuesionerdisebar secara random tanpa melihat status pegawai pns dan non-pns danmendapatkan sampel sebesar 135. Hasil pembahasan analisis faktor menemukan17 faktor, yang kemudian diregresikan dengan metode stepwise.Uji F menyatakan F-hitung sebesar 21,493 dengan tingkat signifikansi 0,000 lebihbesar dari F-tabel 3,912 yang berarti iklim organisasi berbasis standar mutu danstruktur organisasi berpengaruh secara positif dan signifikan terhadap kinerjapegawai berbasis pencapaian pekerjaan secara kualitas dan kuantitas, danhipotesis diterima.Uji F menyatakan F-hitung sebesar 13,302 dengan tingkat signifikansi 0,000 lebihbesar dari F-tabel 3,065 yang berarti iklim organisasi berbasis standar mutu &struktur organisasi dan sumber daya berbasis fasilitas kantor berpengaruh secarabersama-sama positif dan signifikan terhadap kinerja pegawai berbasispencapaian pekerjaan secara kualitas dan kuantitas, dan hipotesis diterima

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ABSTRACTThe purpose of this research is to know the dominant factors that influenceemployee's performance at Directorate Primary School, Directorate General ofPrimary and Secondary Education, Ministry of Education and Culture RepublicIndonesia. This research used quantitative approach to explore those factors.Questioner was spread randomly without considering the employee?s status aspublic servant or non-public servant and got 135 samples. Factor analysis resultdiscover 17 factors which calculated with Stepwise regression method.F-test stated F-value 21.493 with significant level 0.000 was bigger than F-table3.912 which means quality standards-based organizational climate andorganization structure positively and significantly influenced to employeeperformance-based achievements in quality and quantity of work, and hypothesisaccepted.F-test stated F-value 13.302 with significant level 0.000 was bigger than F-table3.065 which means quality standards-based organizational climate andorganization structure and resources-based office facility positively andsignificantly influenced together to employee performance-based on achievementin quality and quantity of work, and hypothesis accepted."

"Sumber daya manusia dalam suatu organisasi merupakan faktor yang sangat penting. Untuk mencapai tujuan organisasi, diperlukan kinerja yang baik dari pegawainya. Kinerja pegawai dipengaruhi oleh faktor-faktor antara lain pengetahuan, motivasi, imbalan, kepemimpinan, pelatihan dan jadwal kerja. Penelitian ini menggunakan jenis kuantitatif dengan desain cross sectional. Penelitian ini dilakukan di Instalasi Laboratorium Klinik RSUP Fatmawati tahun 2012. Data yang dikumpulkan merupakan data primer dengan alat bantu kuesioner. Responden dalam penelitian ini adalah pegawai laboratorium sebanyak 45 orang. Dari hasil penelitian ditemukan tidak ada hubungan antara pengetahuan dan jadwal kerja dengan kinerja. Dan memiliki hubungan yang signifikan antara motivasi, kepemimpinan, imbalan dan pelatihan dengan kinerja. Oleh karena itu, saran untuk Instalasi Laboratorium Klinik adalah dengan meningkatkan kinerja lebih baik lagi, menyediakan pegawai yang sesuai dengan, meningkatkan profesionalisme pegawai.

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Human resources in organization is very important factor. To achieve the goal of organization, needed a good performance from this employees. Employee performance is affected by factors such as knowledge, motivation, reward, leadership, training and work schedule. This type of this research is quantitative research using cross-sectional design. This study was conducted at the Instalation Laboratory at Fatmawati Hospital in 2012. The data collected is the primary data with a questionnaire. Responden is the research is an employee of the lab as much as 45 people.

From the result of the study found no relationship betweed knowledge and work schedule with the performance. And have an significant relationship between motivation, leadership, reward, and training with performance. Therefore, suggestion for the installation is to improve Laboratory performace better yet, provide employees with the appropriate, improve the professionalism of the employee."

"Penyakit Tuberculosis ( TB ) merupakan penyakit menular yang masih menjadi masalah kesehatan masyarakat, dan salah satu penyebab kematian sehingga perlu dilaksanakan penanggulangan TB secara berkesinambungan. Sesuai profil Dinas Kesehatan Kabupaten Kampar dikatakan bahwa di Kabupaten Kampar angka penemuan penderita baru TB Paru sampai tahun 2011 sebesar 31% (316 kasus) diantara 100.000 penduduk, yang ditargetkan cakupan penemuan sebesar 70%.Penelitian ini merupakan penelitian deskriptif kualitatif yang bertujuan untuk mengetahui gambaran kinerja petugas dalam meningkatkan cakupan penemuan penderita baru TB Paru di dinas kesehatan kabupaten kampar dengan mengambil puskesmas Tambang, Kampar, Kampar Timur, Siak Hulu I, Bangkinang Barat dan XIII Koto Kampar III sebagai sampel dalam penelitian. . Desain penelitian yang digunakan adalah metode deskriptif kualitatif. Variabel yang diteliti meliputi pengetahuan, keterampilan dan motivasi dari petugas pengelola program.Hasil penelitian menunjukkan kinerja yang belum dilaksanakan dengan baik dari petugas disebabkan oleh pengetahuan, keterampilan dan motivasi yang masih kurang. Dari pendapat/penilaian subjektif petugas pengelola program dikatakan bahwa pengetahuan dan keterampilan yang masih kurang disebabkan oleh karena kurangnya pelatihan dan pembinaan yang dilakukan, untuk motivasi kurang sebab tidak adanya reward ataupun sanksi yang diberikan, semua hal tersebut meneyebabkan kinerja mereka terlaksana dengan baik.Turbeculosis disease (TB) is an infectious disease that still becomes an issue of public health, and one of the causes of death so that TB control need to be implemented on an ongoing basis. fit the profile of Kampar district health department said that in Kampar regency discovery rate of new pulmonary TB patients by 2011 by 31% (316 cases) among the 100,000 inhabitants, which targeted 70% coverage of the discovery.

This study is a qualitative descriptive study aimed to know the description of the performance of officers in improving the coverage of the discovery of new cases of pulmonary TB in Kampar district health department clinic to take mine, Kampar, East Kampar, Siak Hulu I, West Bangkinang III and XIII Koto Kampar as a sample in study. design of the study is a qualitative descriptive method. variables studied include knowledge, skills and motivation of personnel management program.

The results showed that performance has not been implemented properly due to the officer's knowledge, skills and motivation are still lacking. from the subjective opinion of officers, program managers said that the knowledge and skills that are lacking due to lack of coaches and coaching is done, because there is less motivation for the reward or penalty is given, all these causes of their performance is not maximized."