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"Penelitian ini dilakukan untuk mengetahui hubungan antara Kepemimpinan dan Pelatihan dengan Motivasi kerja pegawai didalam melaksanakan tugas-tugas pembinaan bagi Warga Binaan Pemasyarakatan di Lembaga Pemasyarakatan Klas IIA Bogor. Didasarkan pada pengalaman empiris dapat diindikasikan bahwa pegawai yang dimiliki Lembaga Pemasyarakatan Klas II A Bogor mempunyai motivasi kerja yang rendah. Hal ini disebabkan 1). sebagian pegawai mempunyai latar belakang pendidikan yang berbeda dari tingkat sekolah dasar sampai tingkat sarjana dengan jurusan dan keterampilan yang berbeda, .sedangkan pemasyarakatan mempunyai jalur pendidikan khusus untuk mempersiapkan sumber daya manusianya yaitu AKIP ( Akademi Ilmu Pemasyarakatan ), sehingga kemampuan dan keterampilan dalam bidang pembinaan pemasyarakatan yang dimiliki pegawai sangat terbatas, 2). Pegawai yang ada sebagian berasal dari Departemen Penerangan dan Depertemen Sosial dengan Budaya kerja yang berbeda 3). kurang meratanya Pendidikan dan Pelatihan Teknis Pemasyarakatan. 4) kurangnya tingkat kesejahteraan pegawai .Kenyataan lain yang dapat dilihat yaitu masih adanya gangguan keamanan dan ketertiban seperti terjadinya perkelahian antara sesama tahanan / narapidana yang bahkan dapat menyebabkan kematian, adanya tahanan 1 narapidana yang melarikan diri dari lembaga pada siang hari tanpa melakukan bobol genteng atau peralatan lain, adanya bekas narapidana yang berulang kali masuk lembaga, sedangkan rendahnya motivasi pegawai dapat dilihat dari tingkat kehadiran yaitu : tidak masuk kerja tanpa alasan yang jelas, datang terlambat / tidak ikut apel pagi, datang absen pagi keluar kantor tanpa alasan yang jelas dan datang kembali waktu absen pulang serta datang pagi akan tetapi tidak menggunakan waktu sebagaimana mestinya.Dengan dasar latar belakang tersebut diatas dapat dikemukakan beberapa rumusan masalah dalam penelitian seperti :1. Adakah hubungan antara Kepemimpinan dengan motivasi pegawai Lembaga Pemasyarakatan Klas II A Bogor.2. Adakah hubungan antara Pelatihan dengan Motivasi Pegawai Lembaga Pemasyarakatan Klas IIA Bogor.3. Adakah hubungan antara Kepemimpinan dan Pelatihan Secara bersama-sama dengan Motivasi Pegawai Lembaga Pemasyarakatan Klas II A Bogor.Sebagai faktor motivasional seorang pimpinan mutlak perlu menyusun program yang sistematik untuk mengembangkan bawahan baik jalur formal maupun informal, karena pentingnya pengembangan sebagai bagian integral dari usaha memberikan motivasi, maka jalur formal harus ditempuh melalui program pendidikan dan pelatihan bagi pegawai. Dalam penelitian ini digunakan konsep atau teori kepemimpinan yang efektif dengan lima landasan manajerial yang kokoh dari Chapman yang dikutip Dale Timpe dalam Hasibuan, konsep Pelatihan menggunakan teori Arep dan Mangunegara, den konsep motivasi menggunakan teori dua faktor dari Herzberg.Untuk mencari jawab atas pertanyaan penelitian diatas, maka pengumpulan data dilakukan dengan menggunakan metode Survey yaitu dengan teknik menyebarkan kuesioner. Teknik pengambilan sample dengan menggunakan Teknik insidental sampling, sedangkan penentuan jumlah sampel dilakukan dengan menggunakan Rumus Al-Rasyid. Dari 61 sampel yang ditetapkan untuk mewakili populasi sejumlah 155 orang, telah disebarkan sebanyak 66 eksemplar angket dan semuanya kembali.Dari data yang telah diuji validitas dan reiiabilitasnya maka dilakukan analisis korelasi Spearman Rank, Analisis korelasi Banda dan uji Signifikansi F hitung. dengan hasil :1. Adanya hubungan yang positif, positif dan signifikan antara Kepemimpinan dengan motivasi kerja pegawai di Lembaga Pemasyarakatan Klas IIA Bogor.2. Adanya hubungan yang positif, kuat dan signifikan antara Pelatihan dengan Motivasi kerja pegawai Lembaga pemasyarakatan Klas II A Bogor.3. Adanya hubungan yang positif, kuat dan signifikan antara Kepemimpinan dan Pelatihan secara bersama-sama dengan motivasi kerja pegawai Lembaga pemasyarakatan Klas IIA Bogor.Dari hasil penelitian, disarankan untuk dapat meningkatkan dan memperbaiki motivasi pegawai dengan cara memperbaiki kualitas kepemimpinan, Pelatihan dan motivasi terutama indikator-indikator yang masih menjadi masalah dengan Cara bersama-sama atau parsial.

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This research is done with an objective of exploring the relation between leadership and training with work motivation of officers in doing their rehabilitation duties for the inmates at the Class 2A Correctional Institution of Bogor. According to empiric experience, it indicates that almost all of the officers have minimum work motivation. This caused by: 1) some of the officers have different education background, from the elementary school until university with different kind of specialization, and also there is a special education program, that is AKIP (Akademi Ilmu Pemasyarakatan/Academy of Sociology Science), so the ability on rehabilitation program for the officers is limited; 2) Some of the officers transferred from the Department of Information and Social Works, which have different job description; 3) The training and education about Socialization system is not spread enough; 4) Incomplete salary for officers.

Another reality shows that there still have security obstruction, for example fight between inmates that can cause death, inmates run away from prison without open the ceiling in the afternoon, recidivist that come back again to the jail. Minimum work motivation can be shown from the level of absence officer not come to the office without any permission, officers come too late, go home before the time, and also come to the office but not using the work time properly.

Base on these realities, it can be formulated some problems in the research, such as

1. Is there any relationship between leadership with work motivation of officers at Class 2A Correctional Institutions of Bogor?

2. Is there any relationship between training with work motivation of officers at Class 2A Correctional Institutions of Bogor?

3. Is there any relationship between leadership and training together with work motivation of officers at Class 2A Correctional Institutions of Bogor?

As the motivational factor, a leader should draw a systematical program to develop the employee from formal or informal lines. But it's better if a leader takes the formal line by education and training. In this analysis, we use Chapman's Effective Leadership Concept with 5 managerial bases, taken from Dale Timpe by Hasibuan, Training Concept using Mangunegara and Arep's theory, and Motivation Concept using two factor theory of Herzberg.

To have the answers from the questions, we collect the data using survey method that is by spread questioners. The technique to collect the data is using Incidental Technique sampling, and to decide the number of samples, we using Al-Rasyid's formula. From 61 samples which represent the population of 155 employees, it has been distributed 66 sheets of questioners, and all of them are back.

From the data that the validity and the reliability already tested, we make analysis Spearman Rank correlation, double correlation analysis, and F Significant test. And the results are:

1. There is a positive and significant relationship between leadership with work motivation of officers at Class 2A Correctional Institutions of Bogor.

2. There is positive, strong, and significant relationship between training with work motivation of officers at Class 2A Correctional Institutions of Bogor.

3. There is positive, strong, and significant relationship between leadership and training together with work motivation of officers at Class 2A Correctional Institutions of Bogor.

From this analysis, we suggest to improve and correct the officers' motivation by improving the quality leadership, training and motivation, especially on the indicators that still become dilemma, done together or partial."

"Latar belakang pemilihan judul diatas didasarkan pada fenomena empiris dan teoritis, dimana pada Lembaga Pemasyarakatan Klas II A Bogor diindikasikan bahwa pegawainya bermotivasi rendah dan sebagai penyebab rendahnya motivasi kerja adalah proses kepemimpinan dan kondisi budaya organisasi yang kurang kondusif, lokasi penelitian dilakukan pada kantor Lembaga Pemasyarakatan Klas II A Bogor.Beranjak dari latar belakang tersebut diatas rumusan masalah yang dikemukakan adalah :(1) Bagaimanakah karakteristik dan gaya kepemimpinan yang ada di Lembaga Pemasyarakatan Klas II A Bogor,(2) Bagaimanakah kondisi budaya organisasi yang ada di Lembaga Pemasyarakatan Klas II A Bogor,(3) Bagaimanakah hubungan antara kepemimpinan dengan motivasi kerja pegawai,(4) Bagaiamanakah hubungan antara budaya organisasi dengan motivasi kerja pegawai, (5) Bagaimanakah hubungan antara kepemimpinan dan budaya organisasi dengan motivasi kerja pegawai.Secara Teoritik, untuk mencari jawaban pada rumusan masalah tersebut maka dibuat kerangka berfikir yang melandasi pemikiran yaitu teori kepemimpinan (Wirawan), konsep budaya organisasi (Hofstede) dan teori motivasi (Siagian). Teori Kepemimpinan, konsep budaya organisasi dan teori motivasi tersebut bertujuan untuk menjelaskan pemahaman mengenai variabel penelitian, merumuskan indikator-indikator variabel penelitian dan merumuskan kerangka berfikir hubungan antara kepemimpinan dan budaya organisasi dengan motivasi kerja.Secara Empiris, untuk mendapatkan jawaban atas rumusan masalah dibuktikan melalui penelitian dengan menggunakan metode penelitian yang mengarah pada metode Deskriptif dan Stalistik Non Parametris (Korelasi Spearman Rank). Penelitian dilakukan dengan pengumpulan data melalui kuesioner dengan tehnik sampling yaitu Proportionate Stratified Random Sampling, dengan penentuan jumlah sampel menggunakan kriteria yang diberikan pada tabel Krejcie dan Morgan. Indikator yang bermasalah hingga berpotensi menurunkan motivasi kerja pegawai Lembaga Pemasyarakatan Klas II A Bogor, yaitu : (1) Gaya kepemimpinan dalam hal penekanan kreatifitas bawahan, (2) Gaya kepemimpinan untuk selalu mengajak bawahan kearah impian bersama (visi) organisasi dan selalu memberikan petunjuk bagaimana caranya visi tersebut dapat dicapai, (3) Gaya kepemimpinan untuk menerapkan kepatuhan kepada bawahan dalam pekerjaan tertentu dan harus segera diselesaikan, (4) Gaya kepemimpinan untuk memberikan motivasi dan membantu bawahannya mengidentifikasikan tujuan secara jelas, (5) Rencana strategis dalam rangka menciptakan inovasi yang dilakukan pimpinan.Hasil penelitian juga menunjukkan bahwa terdapat nilai persetujuan indikator budaya organisasi yang dikategorikan rendah dan pernyataan tersebut merupakan indikator yang bermasalah hingga berpotensi menurunkan motivasi kerja pegawai Lembaga Pemasyarakatan Klas I I A Bogor, yaitu : (1) Nilai pekerjaan yang menantang serta dapat memberikan kebanggaan dan kepuasan bagi pegawai dalam melaksanakan tugas, (2) Nilai pekerjaan yang menggunakan ketrampilan sepenuhnya dalam melakukan pekerjaan, (3) Pemberian kesempatan untuk maju dan mendapat kedudukan yang lebih tinggi, (4) Nilai budaya organisasi dalam hubungan yang akrab dengan pimpinan, (5) Pendapatan yang tinggi berdasarkan hasil kerja.Hasil penelitian juga menunjukkan bahwa terdapat nilai persetujuan indikator motivasi yang dikategorikan rendah dan pemyataan tersebut merupakan indikator yang bermasalah hingga berpotensi menurunkan motivasi kerja pegawai Lembaga Pemasayarakatan Klas II A Bogor dan perlu mendapat perhatian, yaitu : (1) Kepuasan ditinjau dari kebijakan/policy management organisasi, (2) Kepuasan ditinjau dari sarana dan prasarana kerja yang nyaman dan mendukung pelaksanaan tugas, (3) Kepuasan ditinjau dari penghasilan, (4) Kepuasan kerja ditinjau dari kesempatan tumbuh dan berkembang melalui pendidikan dan pelatihan-pelatihan, (5) Situasi dan kondisi kerja berkaitan dengan kepemimpinan dan management organisasi.Tingkat hubungan antar variabel penelitian didapat basil sebagai berikut :(1) Variabel kepemimpinan mempunyai hubungan yang positif dan signifikan dengan motivasi kerja pegawai, artinya hubungan keduanya konsisten, apabila proses kepemimpinan ditingkatkan akan berdampak meningkatkan motivasi kerja pegawai,(2) Variabel budaya organisasi mempunyai hubungan positif dan signifikan dengan motivasi kerja pegawai, artinya hubungan keduanya konsisten, apabila kondisi budaya organisasi diperbaiki maka akan berdampak meningkatkan motivasi kerja pegawai, (3) Variabel kepemimpinan dan budaya organisasi secara bersama-sama berpengaruh positif dan signifikan terhadap variabel motivasi kerja pegawai, artinya kontribusi kepemimpinan dan budaya organisasi dalam mempengaruhi motivasi adalah cukup besar.Atas dasar hasil penelitian tersebut diatas, maka disarankan untuk meningkatkan atau memperbaiki kepemimpinan, budaya organisasi dan motivasi kerja pegawai terutama pada indikator yang bermasalah. Untuk itu dengan meningkatkan /memperbaiki kepemimpinan dan budaya organisasi akan cukup besar pengaruhnya dalam meningkatkan motivasi kerja pegawai.

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The background of the research is based on the empirical and theoretical phenomena that in the 11A Class Correctional Institutional Institution Bogor, there is an indication of low level of job satisfaction among the employee. This condition is caused by the culture of organization and leadership which is not conducive.

Base on that background, research questions in this research are: 1) how is the characteristic and style of leadership in the institution; 2) how is the condition of culture of organization in the institution; 3) how is the relation of leadership and employee's motivation of work; 4) how is the relation of culture of organization and motivation of work; and 5) how is the relation of leadership and motivation of work concurrently with employee's motivation of work.

As a Theoritical, to find out the answer in these problem, it should be a way of thing to make a good thinking there are : Theory of leadership (Wirawan), Organizational culture consep (Hofstede) dan the theory of motivation (Siagian). Theory of leadership, organizational culture consep and the theory of motivation have a good reason to descripe the understanding about variabels of research, to abbreviation the variabels of research indicators, and to abbreviation the way of think relationship between leadership and organizational culture with the motivation of work.

As a Empirical, to get the answer for these problem, it's need a research avidence with the methode of research which direct to descriptive methode with the analysis data tehnique as a descriptive and Non Parametric Statistic(Spearman Rank corelation). This research do it by collecting data and use a quisioner with Proportionate Stratified Random Sampling, and use a act of determining sampling with Krejcie and Morgans table of work. They are 1) value of work that is challenging and give satisfaction and for employee to do their job; 2) value of work which needs special skill; 3) opportunity to advance and be promoted to higher position; 4) culture of organization in term of personal relation with supervisor, 5) high income equal with the outcome.

The result shows that there is value of indicator on motivation that is indicated low and it can be forceful indicators to decrease motivation. They are 1) satisfaction in term of policy of management; 2) satisfaction in term of facilities to support the job; 3) satisfaction in term of income; 4) satisfaction in term of opportunity to step forward through education and training; 5) situation and condition of work relate to leadership and management of organization.

Degree of relation between variables is measured as 1) variable of leadership has positive and significant relation with motivation of work, it means that their relation is consistent and if it is improved the motivation of work will also improve; 2) variable of culture of organization has positive and significant relation with motivation of work, it means that their relation is consistent and if the culture of organization is improved the motivation of work will also improve; 3) variables of leadership and culture of organization concurrently have positive and significant relation with motivation of work, it means that contribution of both variables on motivation of work is fairly large.

Base on that result, it is suggested to improve leadership, culture of organization and motivation of work especially on problematic indicators. By improving leadership and culture of organization, motivation of work will be influenced."

"Kepemimpinan secara jelas melibatkan lebih dari sekedar menggunakan kekuasaan dan menjalankan wewenang serta ditampilkan dalam tingkat yang berbeda. Pada tingkat individu, misalnya, kepemimpinan melibatkan pemberian nasehat, bimbingan, inspirasi dan motivasi (Robert Kreitner dan Angelo Kirticki, 2005:299).Sesuai dengan kutipan di atas, peneliti tertarik untuk mengetahui apakah ada hubungan antara kepemimpinan dengan motivasi kerja dalam Kementerian BUMN. Dengan menngunakan telaah yang dilakukan oleh Pusat Riset dan Survei Universitas Michigan, peneliti ingin diketahui bagaimanakah perilaku kepemimpinan yang ada, apakah lebih berorientasi pada pegawai atau hanya kepada tugas. Sementara dengan menggunakan Teori Kebutuhan Berjenjang Maslow, ingin diketahui sampai pada tingkat manakah kebutuhan pegawai sudah terpenuhi.Hasil penelitian meliputi data primer dan sekunder. Data sekunder meliputi data kepegawaian yang diperoleh di Bagian Kepegawaian. Sedangkan data primer berupa pendapat pegawai yang dihimpun dengan metode angket. Scoring angket menggunakan skala ordinal Likert. Teknik pengambilan data primer dilakukan dengan melakukan penyebaran angket kepada sampel populasi yang berjumlah 187 orang, dengan Probability Sampling dengan teknik Proportionate Stratified Random. Tingkat respons responden adalah maksimal, terbukti dengan tingkat pengembalian kuesioner mencapai 100%. Sebelum dilakukan analisis, terlebih dahulu instrumen di uji validitas dan reliabilitasnya dengan jumlah responden 30 orang. Pengujian validitas dengan teknik validitas eksternal dengan rumus Product Moment Pearson; sementara penguj ian reliabilitas dengan internal consistency dengan teknik Split Half, rumus Spearman Brown. Perhitungan datam penelitian ini keseluruhannya menggunakan bantuan SPSS 12.Setelah instrumen dinyatakan valid dan reliabel, dilanjutkan dengan penyebaran angket. Selanjutnya dilakukan analisis data dengan analisis distribusi tiap indikator. Dan selanjutnya dihitung hubungan antara dua variabel tersebut dengan menggunakan korelasi non parametrik Spearman's Rho.Hasil penelitian menunjukkan bahwa terdapat hubungan sangat nyata/signifikan dengan arah positif dan tingkat hubungan sedang antara variabel Kepemimpinan dan Motivasi Kerja. Selain itu ternyata orientasi kepemimpinan pada Kementerian BUMN adalah kepemimpinan berorientasi produksi/tugas, sementara tingkat jenjang kebutuhan yang telah terpenuhi dengan baik adalah kebutuhan dasar/fisiologis.Untuk meningkatkan Kepemimpinan dapat dilakukan salah satunya dengan Cara memberikan pelatihan dan pengembangan kepemimpinan di jajaran pejabat. sehingga para pejabat lebih mampu memainkan peran dan fungsinya dengan baik. Sementara untuk meningkatkan Motivasi Kerja pegawai dapat dilakukan salah satunya dengan lebih menghargai pegawai, tidak hanya memberikan pemenuhan kebutuhan dasar saja, tapi juga dengan memberikan penghargaan dan kesempatan untuk maju kepada pegawai.

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Leadership obviously involved more than using power and running the authority and then viewed it in a different level. In individual level, leadership involved giving advice, coaching, inspiration and motivation (Robert Kreitner and Angelo Kinicki, 2005:299).

According to that quotation above, researcher interested to know whether there was a relation between leadership and work motivation in Ministry of State Owned Enterprises. Using the study were conducted by Research and Survey Centre in University of Michigan, researcher would like to know what behaviour of leadership that really exists, whether employee orientation or task orientation. While using The Theory of Hierarchical Needs by Abraham Maslow, researcher would like to know until what level the employee's needs was compiled.

The result of observation were primary and secondary data. Secondary data included the human resources data that came from employee affairs department. Whereas primary data was in the form of opinion's employees which were gathered by questionnaires. Data scoring used ordinal scale Likert. The technique for gathering primary data was collected by spreaded questionnaires to the sample population of 187 persons, which used probability sampling with Proportionate Stratified Random Sampling. Response level of respondent was maximal, it was proved by returning level of questionnaire at 100%. Before the analysis were conducted, first the instrument was test its validity and reliability to 30 respondents. Validity test was conducted in construct validity with Product Moment Pearson's formula. Reliability test was conducted with internal consistency by split half technique, Spearman Brown' formula. All calculation in this research used SPSS 12.

After the instrument was declared valid and reliable, then the questionnaires were spreaded. After that, data analysis was done with distribution analysis for every indicator. And then the relation between leadership and motivation was calculated with non parametric correlation, Spearman's rho.

The result of this research indicated that there was a relation between leadership and motivation with positif direction dan the level of relation was medium. Besides that, the laeadership orientation in Kementerian BUMN was task oriented. According to the Maslow's theory, employees needs were compiled was in basic needs.

In order to increase the leadership's ability, one way is by giving some trainings and leadership development, so that the leaders can do better a leadership role. While to increase the motivation of employees, the leader must appreciate their employee, not just give them a basic needs."

"The background of the research is based on the empirical and theoretical phenomena that in the General Directorate of Common Law Administration there is an indication of low level of job satisfaction among the employee. This condition is caused by the environment of organization and leadership which have not fulfilled the expectation of the employees in the office.The location of this research is in the General Directorate of Common Law Administration in the Department of Law and Human Rights. The problems in the research are 1) is there any influence of environment of organization on job satisfaction, 2) is there any influence of leadership on job satisfaction, 3) is there any influence of environment of organization and leadership concurrently on job satisfaction in the directorate. To find the answers on those research questions, data analysis is using descriptive statistic (cross-tabulation and distribution of frequency) by evaluate data of perception and analyse it in finding solution based on theoretical approach suitable with the variables.According Milkovich and Boudrem (1997, 222) training is a process that systernaticalyachange the attitude, knowledge, official motivation to fulfill characteristics of employee's need and their demand. On the other hand according to Arep (2003.116), training is mean to : 1) Enchancing the motivation of working, 2) Developing knowledge, capability and skill in performing daily activities, 3) Creating self confidence and eliminating the inferior, 4) implementing duty smoothly, 5) Positive manner to the company, 6) in creasing the working spirit. 7) increasing awarness to the company, 8) Developing respect between employee, 9) Encouraging employee to give the best result, 10) Encouraging employee to serve the best service.According Hamel and Prahalan (1995 : 535) competencies is a set of skill capability and technology which is independent Micko (202: 22) saying that the urgency of individual role in organization need a strategy of competencies development to enhance and motivation and working productivity . Motivation, according to Stephen Robbins (2001 :166) is the agreement to give the high effort for organization objectives, which is accompanied by an effort to fulfill individual need. The result of the research shows that majority of the respondents do not satisfied because the role of education and training in the system of promotion is not the criteria to be promoted; it have not increased motivation of work; they do not have full trust from their supervisor even they have increased their knowledge through education and training; they have less opportunity to perform well and if they do that there will be no appreciation; and they have no opportunity to have more responsibility after being educated and trained.Related to employee's competency, the result shows that the majority of respondents feel that they do not have ability to hear, understand, give respond to other thinking, point of view and personality; cannot expand their confident and self control; cannot work systematically; cannot make quick and accurate action; cannot understand and implement good governance; cannot develop innovation, creation, and motivation; cannot give or implement monitoring system; and cannot push others to make a team work.The employees who have high and very high motivation are 19 employees and the rest of 107 can be categorized in very low and fair motivation. The distribution of them is in the echelon IV and staff. The variable of motivation has positive and strong relation and also significant with the variable of training.That condition can be interpreted that the relation between motivation and training is consistent, in term of if the programme of training is increased or improved the motivation of the employees will also increase. Then, the variable of motivation has positively strong and significant with the variable of competency.Base on the result that shows that competency and motivation of employees in the echelon IV and staff are low in a specific field such as research, it is suggested that the functionaries try to give priority on specific training and supervision for them."

"Fenomena yang dijadikan obyek penelitian adalah Kinerja Pegawai Dinas Perindustrian, Perdagangan dan Koperasi Kota Bogor. Penelitian ini bertujuan membahas hubungan Kepemimpinan dan Motivasi dengan Kinerja Pegawai Dinas Perindustrian, Perdagangan dan Koperasi Kota Bogor. Kepemimpinan adalah situasi hubungan yang saling mempengaruhi diantara bimbingan dan arahan pimpinan dengan kesiapan staf dalam pelaksanaan tugas yang berlangsung dalam organisasi disperindagkop Kota Bogor (Helsey dan Blanchard, 1995:178). Dari definisi konseptual diturunkan menjadi dimensi situasi hubungan, dimensi bimbingan dan arahan serta dimensi kesiapan staf dalam melaksanakan tugas. Dari tiga dimensi tersebut kemudian diurai menjadi 12 indikator penelitian yang dijadikan sebagai item pertanyaan. Motivasi adalah dorongan kebutuhan pegawai disperindagkop Kota Bogor dalam bekerja yang mencakup kebutuhan fisiologis, kebutuhan keamanan, kebutuhan sosial, kebutuhan penghargaan dan kebutuhan aktualisasi diri dalam bekerja (Maslow, 1992:102). Dari definisi konseptual tersebut kemudian diturunkan menjadi lima dimensi kajian dan diurai menjadi 12 indikator penelitian yang dijadikan sebagai item pertanyaan. Kinerja pegawai adalah proses dan hasil kerja yang dicapai seorang pegawai dalam melaksanakan pekerjaannya sesuai dengan aturan, moral dan etika kerja yang berlaku (Prawirosentono, 1997:1-2). Dari definisi konseptual tersebut kemudian diturunkan menjadi 2 dimensi kajian dan diurai menjadi 12 indikator penelitian yang dijadikan sebagai item pertanyaan. Sampel Penelitian sebanyak 94 responden diambil dari populasi sebanyak 383 subyek. Pengambilan sampel dari populasi penelitian menggunakan Teknik Stratifikasi Random Sampling. Pengumpulan data menggunakan Studi Kepustakaan, Teknik Kuesioner Penelitian dan Observasi. Pengolahan data primer menggunakan Metode Analisis Kuantitatif.Dari pembahasan hasil penelitian diperoleh pokok-pokok kesimpulan sebagai berikut : 1. Hipotesis Pertama diterima karena teruji terdapat hubungan yang positif dan signifikan antara Kepemimpinan dengan Kinerja Pegawai Disperindagkop Kota Bogor. Adanya hubungan tersebut bermakna bahwa apabila Kepemimpinan ditingkatkan atau meningkat maka peningkatan tersebut akan dibarengi dengan peningkatan Kinerja Pegawai Disperindagkop Kota Bogor. Hal ini dapat terjadi karena di antara variabel Kepemimpinan dengan variabel Kinerja Pegawai Disperindagkop Kota Bogor terjalin suatu mekanisme hubungan kausalitas. Dengan demikian diperoleh gambaran faktual bahwa Kepemimpinan menjadi salah satu faktor penyebab menurunnya Kinerja Pegawai Disperindagkop Kota Bogor. Oleh sebab itu, peningkatan Kinerja Pegawai Disperindagkop Kota Bogor dapat ditingkatkan dengan cara meningkatkan pola kepemimpinan yang komunikatif dan efektif antara unsur-unsur pimpinan dan para staf Disperindagkop Kota Bogor. 2. Hipotesis Kedua diterima karena teruji terdapat hubungan yang positif dan signifikan antara Motivasi dengan Kinerja Pegawai Disperindagkop Kota Bogor. Adanya hubungan bermakna bahwa apabila Motivasi ditingkatkan atau meningkat maka peningkatan tersebut akan dibarengi dengan peningkatan Kinerja Pegawai Disperindagkop Kota Bogor. Hal ini dapat terjadi karena di antara variabel Motivasi dengan variable Kinerja Pegawai Disperindagkop Kota Bogor terjalin suatu mekanisme hubungan kausalitas. Dengan demikian diperoleh gambaran factual bahwa Motivasi menjadi salah satu faktor penyebab menurunnya Kinerja Pegawai Disperindagkop Kota Bogor. Karena itu, peningkatan Kinerja Pegawai Disperindagkiop Kota Bogor dapat ditingkatkan dengan cara meningkatkan motivasi pegawai dalam melaksanakan tugas atau pekerjaannya. 3. Hipotesis ketiga diterima karena teruji terdapat hubungan yang positif dan signifikan antara Kepemimpinan dan Motivasi secara bersama-sama dengan Kinerja Sekretariat Pegawai Disperindagkop Kota Bogor.Berdasarkan hasil pengukuran koefisien korelasi pada masing-masing pengukuran diketahui bahwa kontribusi hubungan Motivasi terhadap Kinerja Pegawai Disperindagkop Kota Bogor lebih besar dari kontribusi hubungan Kepemimpinan terhadap Kinerja Pegawai dinas tersebut. Hasil penelitian ini dapat diterima dengan dalil bahwa tercapainya motivasi kerja pegawai dalam melaksanakan tugas atau pekerjaannya lebih banyak dipengaruhi oleh dorongan kebutuhan-kebutuhan pegawai itu sendiri. Kebutuhan yang dimaksud meliputi kebutuhan fisiologis, kebutuhan keamanan, kebutuhan social, kebutuhan penghargaan dan kebutuhan aktualisasi diri.

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Phenomenon taken as an objective research is employ performances at Cooperation, Trading and Industry Dines of Bogor Munipacility. The goal of research are to analyze correlation between Leadership and Motivation with Employ Performance at Cooperation, Trading and Industry Dines of Bogor Munipacility.. Leadership is correlating situation that influence guiding and directing from the leader with the staff condition to do the job in the organization (Helsey and Blanchard, 1995:178). From this definition define 3 dimension that used to be 12 research indicators as item of questioner. Research Samples are 100 employs take from 383 populations. Samples determine used stratified random sampling technique. Data colleting used the Observation, Library Study, and Research Questioners. Data analyzing used quantitative analysis method.Conclusion from this research are : 1. First Hypothesis can be accepted, because have positive and significant correlation between Leadership and Employ Performance of Cooperation, Trading and Industry Dines of Bogor Munipacility. Based on output simple correlation measure the coefficient correlation measuring achieved 0,751. Its means if leadership increasing or to be increase than can be increase the employ performances of Cooperation, Trading and Industry Dines of Bogor Munipacility. This is realized because between Leadership variable and Employ Performance variable have a causality correlation mechanism. 2. Second Hypothesis can be accepted, because have positive and significant correlation between Motivation and Employ Performance of Cooperation, Trading and Industry Dines of Bogor Munipacility.Based on output simple correlation measure the coefficient correlation measuring achieved 0,751. Its means if motivation increasing or to be increase than can be increase the employ performances of Cooperation, Trading and Industry Dines of Bogor Munipacility. This is realized because between Motivation variable and Employ Performance variable have a causality correlation mechanism. 3. Third Hypothesis can be accepted, because have positive and significant correlation between Leadership and Motivation with Employ Performance of Cooperation, Trading and Industry Dines of Bogor Munipacility. Based on output multiple correlation measuring find out the contributes of Motivation more biggest from Leadership contributes toward Employ Performance of Cooperation, Trading and Industry Dines of Bogor Munipacility. The output research accepted with argument employ motivation in working determine by employ needs. The employ needs including physical needs, safety needs, esteem needs, social needs and self actualization needs."

"The criminal act of drugs abuse, which has been increasing in number nowadays, has threaten the life of all nations in the world including Indonesia due to the transnational distribution of illegal drugs.

The establishment of the Class II A Narcotics Penitentiary is a response of the Government, through the Directorate General of Penitentiary, to the Combating Drugs Abuse and Illicit Trade of Narcotics (P4GN) program. This policy is adapted from the people's demand to make changes to the existing system.

The rehabilitation of the criminals of narcotics case as a complex problem since they play part not only as drugs dealers, but also drugs addicts. This particular condition makes the rehabilitation of the narcotics prisoners is more complicated than other prisoners.

One of the aims of the establishment of the narcotics penitentiary is to cut off the link of illicit drugs trade in Indonesia. Thus, the people who administer the penitentiary are expected to be able to play their part and to run the penitentiary function properly. Every personnel of the penitentiary shall be provided with administrative and technical capability through education and training in order to carry out their main duty and function. They also need motivation to support their creativity and to enhance their performance.

The theory applied to study employee performance analysis in its relation to the prisoners' behavior is the employee performance theory by Keith Davis with the formula as follow: Human Performance = Ability + Motivation. One's performance is influenced by ability and motivation. While ability is obtained from education, training and experience, motivation rises from the impulse of humans desire to meet their basic necessities, which is expressed in their behavior.

In this research descriptive analytic method is employed. Distributing questionnaires as a means of data collection and doing interviews as the basis of rationality and objectivity of this research conduct a field approach of survey method.

A positive correlation coefficient value between ability variable and employee performance is resulted in this research. The ability variable correlation value over employee performance is r = 0.551. This indicates that the relation between working motivation and employee performance is positive. Based on the simple regression analysis, there is a positive and significant influence of ability variable over employee performance variable with a determinant correlation R2 of 0.424 or 0.424 x 100% = 42.4 %. The rest 57.6% is influenced by other variables beyond this research on a significance level of 0.000. It also found that there is a positive and significant influence of motivation variable on employee performance in the Class II A Narcotics Penitentiary with a determinant correlation R2 of 0.303 x 100% = 30.3%. The rest 69.7% is influenced by other variables beyond this research with significance level 0.000.

The multiple regression analysis performed shows that ability (X1) and motivation (X2) have consistently a positive and significant relation on employee performance (Y) with a correlation coefficient r2 of 0.673. This analysis also points out an influence of ability (X1) and motivation (X2) on employee performance (Y) with determinant coefficient R2 of 0.453 or 0.453 x 100% = 45.3% while the rest 54.3% is influenced by other variables beyond this research on a significance level of 0.000.

It can be concluded that there is a positive and significant relation between ability and motivation and employee performance. The influence perception of ability and motivation on employee performance also appears in the Class II A Narcotics Penitentiary although there is still a 54.7 % of it which is influenced by other variables."

"Base of observation in the Academy of Social Rehabilitation, I found the phenomena such as unequal job's distribution, diversity of level of education, different financial compensation, and different work satisfaction. All of them have influenced the performance of the academy. Related to that situation, writer is concern to explore the relation between motivation and performance. As stated by Gibson that employee?s behaviour (B) is a function of individual (I), organization (O), and psychology (P).

Gibson pointed out that performance and individual's behavior are influenced by three variables which are individual, organization, and psychology variable. Individual variable consists of capacity and skill, family background, social class and demographic factor. Capacity and skill are important factors to detemiine someone's performance. Organizational variable consists of resource, leadership, compensation, job's design and structure. Psychology variable consists of perception, attitude, personality, leam and motivation. Motivation is strongly influence to determine someone's performance.

Guided by Gibson's argument, that motivation is strongly influential to determine someones perfomiance, writer formulate a postulate that factors which are influence motivation of work of an employee are distribution of work, level of education, financial compensation, and working satisfaction.

The population of the research is the employee in the Academy of Social Rehabilitation in the Center for Officer's Education and Training, Department of Law and Human Rights Republic of Indonesia. The research uses census method that all of the 33 employees in the academy turn into respondent. From the 33 distributed questions, all of them are fully collected. List of questions which are provided consist of close question asserted by definite answers and open question where respondent free to answer their opinion. The questionnaire also uses scale of Likert.

Process and analysis of collected data use SPSS (Statistical Product and Service Solution) version 11. Cross-tabulation analysis is done to identify the degree of relation between independent variable and dependent variable, which is relation between motivation (consists of indicators of job's distribution, level of education, financial compensation, and working satisfaction) and the performance of the Academy.

Hence, after analysis using SPSS version 11 is done with Spearman correlation method, it can be identified that the relation between job's distribution and performance of the academy is 0.421 in the signincance of 0.01. The relation between levels of formal education with the performance is 0.467 in the significance of 0.01. The relation of financial compensation and the performance is 0.440 in the significance of 0.01. The relation between working satisfaction and the performance is 0.456 in the significance of 0.00."

"Penelitian ini adalah penelitian kuantitatif, membahas mengenai hubungan antara motivasi kerja, konsep diri, dan remunerasi pegawai dengan kesejahteraan pegawai di sebuah perusahaan swasta di Jakarta. Menurut para ahli adanya motivasi yang tinggi, konsep diri dan remunerasi yang baik akan mempengaruhi terpenuhinya kesejahteraan seseorang. Namun pada kenyataannya hal tersebut tidak terbukti. Melalui penelitian ini diketahui bahwa hanya konsep diri yang memiliki kecenderungan hubungan positif dengan kesejahteraan pegawai. Sedangkan motivasi kerja dan remunerasi terbukti tidak memiliki pengaruh terhadap pemenuhan kesejahteraan pegawai di kantor pusat PT. X.

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This is a quantitative research, discussed about Relationship between Work Motivation, Self Concept, and Remuneration with the Employee Welfare in a private company in Jakarta. According to the experts, high motivation, good self concept and remuneration will influence the fulfillment of employee welfare. However, there's no evidence that supports that statement. By way of this research, the self concept is the only one that has tendency of positive relation with the employee welfare. Whilst work motivation and remuneration are proven that they have no influence to the fulfillment of employee welfare in head office PT. X."

"Munculnya era globalisasi yang melanda dunia menyebabkan setiap negara termasuk Indonesia berupaya mempersiapkan diri dalam berbagai bidang, baik bidang politik, ekonomi, budaya maupun hankam agar tidak terlindas oleh kerasnya dampak dari globalisasi tersebut.Khusus di bidang ekonomi, upaya yang ditempuh oleh pemerintah selain menjalin kerjasama regional maupun intemasional ,juga berupaya untuk senantiasa meningkatkan daya saing produk agar mampu bersaing di pasar internasional yang salah satu landasan pokok peningkatan daya saing produk barang dan jasa tersebut adalah peningkatan produktivitas baik secara macro maupun makro.Penelitian ini berupaya mengungkap sejauh mana hubungan dan pengaruh latar belakang pendidikan, motivasi berprestasi dan pengalaman kerja terhadap produktivitas kerja. Selain itu juga berupaya untuk mengungkap adanya perbedaan tingkat produktivitas karyawan berlatar belakang pendidikan Sekolah Menengah Umum dengan karyawan berlatar belakang pendidikan Sekolah Menengah Kejuruan.Berdasarkan hasil penelitian ini dapat disimpulkan bahwa faktor latar belakang pendidikan, motivasi berprestasi dan pengalaman kerja memiliki lwbungan positif dan signifikan dengan produktivitas kerja, atau dapat dikatakan bahwa semakin tingginya latar belakang pendidikan, motivasi berprestasi dan pengalaman kerja akan semakin tinggi tingkat produktivitas kerjanya. Sebaliknya dengan semakin rendahnya latar belakang pendidikan, motivasi berprestasi den pengalaman kerja akan semakin rendah tingkat produktivitas kerjanya.Pada bagian lain dari penelitian ini ditemukan bukti empiris bahwa tingkat produktivitas kerja karyawan dengan latar belakang pendidikan Sekolah Menengah Umum lebih tinggi dari karyawan dengan latar belakang pendidikan Sekolah Menengah Kejuruan.Atas dasar hasil penelitian tersebut di atas, maka upaya peningkatan produktivitas kerja mutlak diperlukan bagi setiap organisasi apabila ingin metnpertahankan kontinuitas organisasi agar mampu menjawab setiap tantangan akibat adanya perkembangan domestik maupun global yang demikian cepat.Upaya peningkatan produktivitas kerja dimaksud dapat dilakukan melalui peningkatan pendidikan, pemberian motivasi dan memanfaatkan pengalaman kerja yang dimiliki oleh karyawan untuk sebesar-besarnya dapat mencapai tujuan yang telah ditetapkan oleh organisasi tersebut."