INTRODUCTION

Performance is a word in Indonesian from the word " work " which
translates words from a foreign language achievement , it could
also mean the work . Performance of the organization is the
answer to success or failure of organizational goals that have
been set . The supervisor or manager is often not noticed unless
already very bad or anything so completely wrong . Too often
managers do not know how bad the performance has declined so
that companies / agencies face a serious crisis . Impression - a
bad impression of the organization and ignore the profound
consequences - a warning sign of diminished performance .
Performance is a condition that must be known and confi rmed to a
certain party to determine the level of achievement of an agency
linked to embrace the vision of an organization or company and
fi nd out the positive and negative impacts of an operational policy
. Mink (1993 : 76 ) expressed the opinion that individuals who
have high performance has some characteristics , which include :
( a) achievement-oriented ,
( b ) have the confi dence,
( c ) berperngendalian themselves ,
( d ) competence .

 Scientific Questions
What factors can create the dynamic working

performance
Why company has to stimulate employee to
work dynamically
How to create dynamic working performance

THEORY
A. understanding Performance
In the world of business to compete globally , companies need high
performance . At the same time anyway , employees need feedback
on their work as a guide for their behavior in the future .
Sedarmayanti ( 1995:52 ) , quoting LAN exposure revealed that '
performance translates to performance , it also means job
performance , job execution , job attainment or work / performance /
work performance .
According to The Scribner - Bantam English Dictionary quoted by
Sedarmayanti ( 2004:175-176 ) , performance (performance ) is
derived from the root " to perform" that has some following entries :
1 . To do or carry out execute . ( do , execute , execute ) .
2 . To dischargeof furfil ; as a vow . ( meets or obligations of a vow ) .
3 . To portray as a character in a play . (describing a character in a
game ) .
4 . To render by the voice or musical instrument . ( described by
voice or
musical instrument) .

5 . To execute or complete an undertaking . ( implement or

enhance responsibility ) .
6 . To act a part in a play . ( perform an activity in a game ) .
7 . To perform music . ( plays or musical performances ) .
8 . To the what is expected of a person or machine . ( doing
something Expected person or machine ) .
From the definition of the meaning of the performance or
performance can be summarized as follows :
Performance is the result of work that can be achieved by a
person or group of people in an organization , the
appropriate authority and responsibilities of each in order to

achieve the goals of the organization in question legally , do not

aw and in accordance with the moral and ethical .

violate the

 DISCUSSION

Factors affecting the achievement of

performance by Anwar King Mangkunegara AA
( 2006:13 ) is the capability (ability ) and
motivational factors ( motivation) .
This is in accordance with the opinion of
Keith
Davis who formulate that :
Human Performance = Ability + Motivation
Attitude + Motivation = Situation
Ability Skill = Knowledge +
explanation :

a. Factors Capability ( Ability )

Psychologically , the capability (ability ) is
composed of the potential ability ( IQ ) and
the ability reality ( knowladge + skill ) . That is
, leaders and employees who have an IQ
above average ( IQ 110-120 ), especially the
superior IQ , very uperior , gifted and genius
with an adequate education for skilled
positions in the daily chores , then it will be
easier to achieve performance maksiaml .

b . Motivation Factors ( Motivation )

Motivation is defined an attitude (attitude ) the leadership
and employees of the employment situation ( situation ) in
the organization . Those who are positive ( pros ) toward his
situation would show the motivation of high performance and
vice versa if they are negative ( counter ) to his situation
would show low performance motivation . Employment
situation in question includes , among others, labor
relations , working facilities , work climate , policy leaders ,
the leadership pattern of work and working conditions .
Sedarmayanti ( 2004:177-178 ) also agree with Keith Davis
that some of the factors that affect achievement or job
performance is the capability (ability ) and motivational
factors ( motivational ) .

Meanwhile, according Simamora ( 1995:500 ) quoted by Anwar King

Mangkunegara AA ( 2006:14 ) , performance (performance ) is
affected by three factors :
1 . Individual factors which comprise of :
a. Capabilities and expertise
b . background
c . demography

2 . Psychological factors which consist of :

a. perception
b . Attitude
c . learning
d . motivation

3 . Organizational factors which consist of :

a. resources
b . leadership
c . appreciation
d . structure
e . job design

According to Robert L. Mathis and John H. Jackson

(2001 : 82 ) the factors that affect the
performance of individual workers , namely :
1 ) their ability
2 ) Motivation
3 ) Support received
4 ) The existence of the work they do , and
5 ) Their relationship with the organization

From definition above , the writer concludes that the

performance is the quality and quantity of the work
( output ) of individuals and groups in a particular
activity caused by natural ability or abilities gained
from the process of learning and a desire to excel .

According Mangkunagara
performance include:

(2000)

states

that

the

factors

that

affect

a. Psychologically ability factor capability (ability ) is composed of

employee potential ability
(IQ ) and the ability reality ( education ) . Therefore, employees need in
accordance with keahlihannya job .
b . Motivation motivational factors formed of attitude ( attiude ) an
employee in a situation (situasion ) work . Motivation is a condition
that drives self- directed employees to achieve
work goals . Mental attitude is a mental state that encourages a person
to strive to achieve the fullest potential of the work .
David C. Mc Cleland (1997 ) as cited Mangkunagara (2001 : 68 ) , argues
that " There is a positive relationship between achievement motive
the attainment of work " . Work accomplished by the achievement
motive . Achievement motive is an impulse in a person to perform an
activity or task with as much as you to be able to achieve performance
( performance ) with honors commendable . Further Mc . Clelland ,
suggests six characteristics of a person who has a high motive , namely :

1 ) Have a high responsibility

2 ) Dare to take risks
3 ) Have a realistic goal
4 ) Have a comprehensive work plan and
strive to realize the goal
5 ) Utilizing concrete feedback in all work
activities are carried out
6 ) Looking for an opportunity to realize the
plan
that has been diprogamkan

According to Gibson (1987 ) there are 3

factors that affect performance :
1 ) Individual factors : ability , skills , family
background , work experience , level
of social and demographic one .
2 ) Psychological factors : perception , role ,
attitude , personality , motivation and
job satisfaction
3 ) organizational factors : organizational
structure , job design , leadership , reward

Performance Assessment

Speaking of performance , closely related to the notion that to know

the results achieved performance of employees in a company then
the first thing to do is carry out leadership assessment work . From
the results of the performance evaluation has been carried out to
know the value of the company and the value of the company's
overall performance Integration whether performance is good or not
in the eyes of consumers , employees , and the environment . In
connection with the matter, the effort to undertake an assessment
of performance in an organization is important . For it is also
necessary to understand the performance appraisal in order to
know how the results of the performance of individuals and
companies .
Assessment of performance ( performance appraisal ) is basically a
key factor in order to develop an effective and efficient organization
, due to the policy or program better over the existing human
resources within the organization . Assessment of individual
performance is very beneficial to the growth dynamics of the
organization as a whole , through the assessment it can be seen
that the actual conditions on how the employee 's performance .

Winston & Creamer (1997 ) defines performance

assessment as follows , " performance appraisal is an
organizational system Comprising deliberate processes
for Determining staff accomplishments to improve staff
effectiveness . " Performance appraisal is a process of
negotiation system which is used to.

CLOSING
A.

conclusion

Performance is a word in Indonesian from the

word " work " which translates words from a
foreign language achievement , it could also
mean the work . Performance is a condition that
must be known and confirmed to a certain party
to determine the level of achievement of an
agency linked to embrace the vision of an
organization or company and find out the positive
and negative impacts of an operational policy .

B. suggestion
As a top managerial , we need to paid more attention
about the Fluctuation of company 's performance to
Prevent a serious crisis .
We also need to know that there is a lot of different people
and factors that related to each other roomates affecting
organization performance in making the rule , the system
or giving a position for someone in our organization .
We need to do performance appraisal or performance
assessment to knowing how effective and efficient the
system on our organization . It also give us a benefit to
know the actual condition of our organization and
employees