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"This research if aimed at researching the problems of organization by investigating influence of career development system, job motivation, and employee capability in fulfilling employee formation as research object. Hypothesis of this research is formulated based on both theory and related concepts and research on formation fulfilling as Implementation from organization as one of strategic human resource managerial function.Organizing as one of starting point to planning and actuating of work, setting, formulation and its implementation is should be observed clearly and exactly in order to organization steps may be realized both effectively and efficiently. Organizing should be initiated by formation analysis, so, it will be found measurement standard in placing the competent and right man in fulfilling formation having correlation wish employee capability, their performance motivation and leadership capability in directing and dividing jobs. Periodically, the employee?s capability is evaluated for measuring and Knowing the exact career building and giving award for their achievement. As well as system treatment of career development to give evaluation and job satisfaction both clearly and obviously, it will become motivation for increasing career in the future.The date gathered from 70 respondents who fulfill and return questloners spread for 100 samples representing all population of 704 employees from 6 bureaus (job unit). Non parameters statistic had been used for testing associative technique with correlation technique. Correlation in which the correlation is said significant when correlation coefficient values > 0.001.Research result had Indicated that influence of job motivation, career development system and employee capability, significantly, it played role in fulfilling formation at General Secretariat of Legal and Human Right Ministry of Republic of Indonesia. As to variable correlation values among those four variable, i.g, Formation fulfilling with career development system is 0580, correlation value among Formation Fullllllng and Job Motivation is 0503, whereas, correlation among Formation Fulfilling and Employee Capability is 0.555. lt may be said that when Development System of career is better, it also will be larger of opportunity of an employee for obtaining formation as building manifestation, increasing career, the success of human resource empowerment, and he stronger job motivation of employee the larger opportunity for fulfilling formation. Continuously, the employee will try to exist in their job in order to satisfy their desire to post their position; and the higher of capability employee to work will give a larger opportunity because selection is conducted within framework to recruit leader candidates by employee capability test."

"Tujuan penelitian ini adalah untuk mengukur pengaruh kepemimpinan terhadap kinerja pegawai, mengukur pengaruh motivasi terhadap kinerja pegawai dan mengukur pengaruh kepemimpinan dan motivasi kerja secara bersama-sama terhadap kinerja pegawai Badan Pengembangan Sumber Daya Manusia Hukum dan HAM. Penelitian mengunakan pendekatan kuantitatif. Berdasarkan analisis data lapangan disimpulkan bahwa : 1) Variabel Kepemimpinan memiliki pengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM, 2)Variabel Motivasi kerja memiliki pengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM dan, 3)Variabel Kepemimpinan dan Variabel motivasi kerja berpengaruh signifikan terhadap variabel kinerja pegawai BPSDM Hukum dan HAM.

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The purpose of this study was to measure the effects of leadership on employee performance, measuring the effect of motivation on employee performance and measure the impact of leadership and motivation to work jointly on the performance of employees of the Body of Human Resource Development of the Ministry of Law and Human Rights (BPSDM). The study uses a quantitative approach. Based on field data analysis concluded that: 1) the variables of leadership have a significant influence on employee performances of BPSDM, 2)the motivation variables have a significant influence on employee performances of BPSDM and, 3) the variable of motivation and leadership influence significant impact on employee performance of BPSDM law and human rights."

"Measurement of employees' performance is needed to determine how far work target has been reached. By good measurement, an organization can identified strength and weakness of an employee. A civil servant is the motor of development and progress of government institution. A civil servant mentioned in this research works at Secretariat General Department of Law and Human Rights, RI.Evaluation of civil servants' performance is called List of Work Implementation Evaluation (DP3). When the implementation is good, it will influence motivation and improve employees' performance. Employees' perception on DP3 shown that it has not done effectively as it cannot be used as a motivating and improving factors to employees' performance.This thesis will examine and study the employees' perception to the implementation of DP3 at Secretariat General Department of Law and Human Rights. As a comparison, this thesis also includes the implementation of performance evaluation system at a private company.Based on the result reached in this research, a conclusion can be reached that the implementation of DP3 is stilt not effective. This is caused by: low level of knowledge in evaluation technique owned by evaluators in determining score, no sufficient data to support evaluation and there is no feed back from this evaluation result. Hence, in order to reach high effectiveness in conducting DP3, several recommendations for improvement are posed at the end of this thesis."

"ABSTRAKTesis ini tentang pengaruh motivasi kerja dan disiplin kerja terhadap kinerja pegawai pada Sekretariat Dewan Pertimbangan Presiden. Tujuan penelitian ini adalah 1 untuk menguji pengaruh motivasi kerja terhadap kinerja pegawai; 2 untuk menguji pengaruh disiplin kerja terhadap kinerja pegawai; 3 untuk menguji pengaruh motivasi kerja dan disiplin kerja secara bersama-sama terhadap kinerja pegawai. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei dalam pengumpulan data. Teknik pengambilan sampel menggunakan total sampling atau sensus sebanyak 57 orang pegawai. Teknik pengumpulan data dilakukan dengan menggunakan kuesioner. Metode analisis menggunakan analisis regresi sederhana dan berganda. Dari hasil penelitian membuktikan bahwa 1 ada pengaruh yang positif dan signifikan antara motivasi kerja terhadap kinerja pegawai Sekretariat Dewan Pertimbangan Presiden, 2 ada pengaruh positif dan signifikan antara disiplin kerja terhadap kinerja pegawai Sekretariat Dewan Pertimbangan Presiden, dan 3 ada pengaruh positif dan signifikan antara motivasi kerja dan disiplin kerja secara bersama-sama terhadap kinerja.

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ABSTRACTThis study is about the influence of work motivation and work discipline on the performance of employees at the Secretariat of the Presidential Advisory Council. The objectives of the study were 1 to examine the effect of work motivation on employee performance 2 to examine the effect of work discipline on employee performance 3 to test the effect of work motivation and work discipline collectively on employee performance. This research uses quantitative approach with survey method in collecting data. Sampling technique using total sampling or census as many as 57 employees. Data collection techniques were conducted using questionnaires. The method of analysis using simple and multiple regression analysis. From the result of the research proves that 1 there is positive and significant influence between work motivation on employee performance Secretariat of Presidential Advisory Council, 2 there is positive and significant influence between work discipline on employee performance Secretariat of Presidential Advisory Council, and 3 Positive and significant between work motivation and work discipline collectively on performance."

"The main duties and functions of Employee's Education and Training Center (ETC) of Department Justice and Human Rights are to conduct, to coordinate and to organize especially related with the field of employee's education and training center to all human resources of Department Justice and Human Rights which divided in to 10 units of Echelon I, 59 Echelon II, 203 Echelon III, 549 Echelon IV, also 30 provincial office with total employees consists of 52.188 people.The factual problems is the existence of phenomenon that the performance level of employees of Education and Training Center isn't optimal. Meanwhile the conceptual problems is if the employees have high quality, so the performance level is also high.Davis (1993: 227) explain that one's performance is influenced by competence and motivation one has, the competence is influenced by knowledge and skill, meanwhile motivation is influenced by attitude and situation, next the performance of employee and resource will influence the organization's achievements.The objective of this research is to know and to prove how strong is the performance of employee. This research uses survey sampling or "census" by taking population of all employees of ETC at Department Justice and Human Right especially those who are at staff level consists of 80 people. Meanwhile the instrument that is used to collect variable data of competence is using statement essay form questioner which consists of 17 questions, meanwhile the statement for work motivation variable consists of 9 questions, each score uses liken scale 1 to 5.Meanwhile performance variable data collecting is by direct scoring to staff performance by each direct superior (Head of subsection or head of sub field). Around 95 % of all performance evaluation at low and mid level of organization is conducted by direct superior of that employee (Robbins, 2001: 260), the scoring instrument that is used is the evaluation design model which developed by James E. Neal (2004 : 25 - 51) with scoring scale 1 to 5.The data analysis technique uses correlation analysis Spearman rho, the result of finding in the research shows:1. There is positive and significant relations between competence variable and performance variable, with correlation coefficient (r) is 0.430 with significance level is 0.027, and this relations means that the higher the competence level one has, so the higher the performance level.2. There is positive and significant relations between work motivation variable and performance variable, with correlation coefficient (r) is 0.445 and significance level is 0.021, and this relations means that the higher an employee is motivated, the higher the performance level.In order to deal. with Reform Era Nowadays which result a lot of implication especially about strong demand of community to public organization performance especially with changing is service sector, so it is urgent to be balanced with the improvement of human resource quality through education and training way so the knowledge improvements, because along with the improvement of human resource quality will also increase the individual performance, and so on will also influence the organization performance. Result of this research will show that the competence and work motivation of employee has positive and significant relations with employee's performance. So the two factors have big advantage to employee individually.The performance improvement of employee will be better and will give bigger advantage if started with increasing employees work motivation first, then followed by improving employee competence, because based on result of statistical test, work motivation variable, shows the relation which stronger if compared with the competence variable even the score differences is not too big. The policy directs to the improvement of employee work motivation should orient the valent factor, hope and instrumentality. Meanwhile, the improvement of employee's competence should be by giving education and training based on competence which is suited organizational needs."

"Penelitian ini membahas tentang Pengaruh Kompensasi Non Finansial Terhadap Motivasi Kerja PNS Kementerian Sekretariat Negara RI. Penelitian ini bertujuan menjelaskan pengaruh penerapan kompensasi non finansial terhadap motivasi kerja PNS Kementerian Sekretariat Negara Republik Indonesia. Pendekatan penelitian ini adalah pendekatan kuantitatif dengan teknik pengumpulan data melalui penyebaran kuesioner yang didukung wawancara dengan responden dan juga observasi. Teknik analisis data yang digunakan dalam penelitian ini adalah regresi linier sederhana. Hasil pengujian hipotesis menunjukan adanya pengaruh signifikan antara setiap dimensi kompensasi non finansial terhadap motivasi kerja pegawai. Dimana berarti, Ho ditolak dan Ha diterima.

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This study aims to determinate influence of the practice of Non Financial Compensation to Employee Work Motivation at Ministry State Secretariat RI. This study intend to explain the influence of the practice of Non Financial Compensation to Work Motivaton. As for the variables are, Non Financial Compensation as independent variable and work motivation as dependent variable. The research was conduct at Ministry State Secretary of Indonesian Republic with quantitive approach, data collection techniquies is through questionnaires and the supported by respondents interview. Data analiysis techniques used in this study is a simple linerar regression. The results of hypothesis testing indicate a significant influence of the Non Financial Compensation Practice to Employee Work Motivation. Which mean Ha approved and Ho rejected."

"Tesis ini membahas Analisis Perencanaan dan Pengembangan Karir Pegawai pada pengisian Formasi Jabatan Pengawas di Badan Kepegawaian Negara (BKN). Dengan hasil penelitian: perencanaan karir pegawai pada manajemen karir di BKN belum ada keselarasan, perencanan karir pegawai tidak terarah dan tidak memiliki tujuan karir yang jelas karena manajemen karir di BKN tidak menetapkan jalur karir pegawai sesuai dengan kualifikasi dan kompetensi. Manajemen karir di BKN belum menyusun pola karir pegawai sesuai dengan potensi yang dimiliki pegawai dan kebutuhan organisasi. Kesimpulan: Perencanaan dan pengembangan karir pegawai pada pengisian formasi jabatan pengawas di BKN belum sesuai antara perencanaan karir individu dengan perencanaan karir organisasi, pegawai tidak merencanakan karirnya tetapi hanya mengikuti kesempatan yang ada sehingga perencanaan organisasi untuk pengisian formasi jabatan pengawas tidak terpenuhi.

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This analysis focus on career planning and development to compliance the formation of Supervisor position at National Civil Service Agency(BKN) with the results of research that between a career planning with a career management in BKN has been no alignment, career planning of the employee is unfocused and do not have a clear career goals for management BKN career does not define a career path of the employees with appropriate qualifications and competence. BKN career management in employee career patterns have yet to develop in accordance with its potential employees and the needs of the organization. Conclusion: career planning and development of the employees to compliance the formations of supervisor position in BKN not fit between career planning of individuals with career planning organization, employees are not planning they career but simply follow the opportunities that exist so that the planning organization for compliance the formation of supervisor position not fullfil yet."

"Pencegahan dan pemberantasan terhadap penyalahgunaan dan peredaran gelap narkoba di Indonesia memerlukan upaya sinergis yang komprehensif multidimensional, sehingga dapat mencapai hasil yang maksimal. Guna mencapai tujuan ini, Badan Narkotika Nasional perlu ditunjang sumber daya manusia yang mempunyai kualitas yang baik, dengan kata lain sumber daya manusia yang kompeten dan professional serta memiliki integritas dan disiplin yang tinggi. Berkaitan dengan teori kinerja pegawai_ faktor-faktor yang mempengaruhi pencapaian kinerja pegawai adalah faktor kemampuan dan faktor motivasi. Penelitian ini bertujuan untuk mengetahui dan menganalisis pengaruh kemampuan dan motivasi kerja terhadap kinerja pegawai Badan Narkotika Nasional.Pendekatan yang digunakan dalam penelitian ini adalah melakukan analisis terhadap kondisi faktual kemampuan, motivasi kerja dan kinerja pegawai, Serta pengaruh kemampuan dan motivasi kerja terhadap kinerja pegawai BNN. Penelitian dilakukan pada bulan Mei 2005 pada organisasi Pelaksana Harian Badan Narkotika Nasional di Jakarta. Pengumpulan data dilakukan dengan Cara surfei menggunakan kuesioner dan dari data sekunder. Analisis data meliputi analisis deskripsi karakteristik responden, analisis uji validilas dan reliabilitas instrumen penelitian, analisis deskripsi kondisi kemampuan, motivasi kerja dan kinerja pegawai, Serta analisis pengaruh Kemampuan dan motiyasi kerja terhadap kinerja pegawai.Hasil penelitian menunjukkan bahwa secara parsial kemampuan pegawai memberikan sumbangan pengaruh sebesar 32.5% terhadap kinerja pegawai, dan motivasi kerja memberikan sumbangan pengaruh sebesar 43,8% terhadap kinerja pegawai. Sedangkan apabila secara bersama~sama kemampuan dan motivasi kerja memberikan sumbangan pengaruh sebesar 46,9% terhadap kinerja pegawai di lingkungan Badan Narkotika Nasional."

"Penelitian ini berfokus pada Strategi Pengelolaan Anggaran pada Sekretariat Jenderal Departemen Hukum dan HAM. Penelitian ini termasuk penelitian kualitatif. Penelitian ini menggunakan teori Pengelolaan Anggaran yang terdiri clan tahap perencanaan anggaran, tahap pelaksanaan anggaran, tahap pertanggungjawaban anggaran dan tahap pengawasan anggaran, serta teori. Perencanaan Strategi dan pengembangan strategi proses lima bagian (Bryson). Informan dalam penelitian ini terdiri dari 3 orang pejabat struktural Biro Keuangan, 1 orang pejabat struktural Biro Perencanaan, 2 orang staf Biro Keuangan, 1 orang pemeriksa (auditor) serta 10 orang pejabat struktural yang menangani kegiatan pengelolaan anggaran pada Kanwil-Kanwil Departemen Hukum dan HAM. Pengumpulan data dilakukan dengan wawancara, observasi dan kajian dokumentasi, sedangkan analisis dilakukan dengan mengacu pada teori dan konsep yang digunakan. Dan analisis terhadap hasil wawancara, disimpulkan bahwa : 1) pelaksanaan pengelolaan anggaran (tahap penyusunan anggaran, tahap pelaksanaan anggaran, tahap pertanggungjawaban/pelaporan anggaran dan tahap pengawasan anggaran) pada Biro Keuangan Sekretariat Jenderal Departemen Hukum dan HAM belum berjalan sesuai dengan peraturan yang berlaku; 2) Hambatan utarna dalam pengelolaan anggaran yang terdapat dalam pengelolaan anggaran di Depkumham adalah masalah kebijakan, mekanisme, SDM dan sarana; 3) Strategi dalam pengelolaan anggaran menggunakan proses lima bagian secara spesifik Biro Keuangan Sekretariat Jenderal Departemen Hukum dan HAM dapat melakukan langkah-langkah dengan melakukan koordinasi, konsultasi dan juga meminta masukan dari pihak-pihak yang kompeten dalam kebijakan pengelolaan anggaran; merevisi aturan lama yang tidak berhasil dengan aturan baru yang lebih dapat mencapai target pengelolaan anggaran; melaksanakan pelatihan-pelatihan untuk administrasi, pengadaan secara spesifik dapat dilakukan dengan inventarisasi aset, cars penentuan pengadaan aset untuk kegiatan pengelolaan anggaran. Hasil penelitian menyarankan Biro Keuangan Sekretariat Jenderal Departemen Hukum dan HAM supaya lebih meningkatkan proses pengelolaan anggaran dengan mengatasi hambatan pada setiap tahap dan perlu menerapkan pendekatan proses lima bagian untuk mengembangkan strategi pengelolaan anggaran agar diperoleh langkah-langkah spesifik untuk mencapai tujuan dan mengatasi hambatan.

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This research focuses on Budget Management Strategy at Secretariat General of Department of Law and Human Rights. This research uses qualitative method. This research uses Budget Management theories which consist of budget planning, budget implementation, budget accountability, and budget control stages, also theories of strategic planning and five process strategy development by Bryson. The informant of this research are 3 officials at Bureau of Finance, 1 official at Bureau of Planning, 2 staffs at Bureau of Finance, 1 auditor, and 10 officials who handle budget management activities at Provincial Offices of Department of Law and Human Rights. Data is collected by interview, observation, and documentation studies. While analyses is implemented by referring to theories and concepts used.

Amer analyzing the interview result, it can be concluded that: 1) the budget management (budget planning, implementation, accountability and control) at Bureau of Finance of Secretariat General of Department of Law and Human Rights has not implemented as regulations applied.; 2) The main constraints in budget management of Department of Law and Human Rights are problems of policies, mechanisms, human resources and facilities.; 3) Strategy in budget management uses five process strategy development suggests that Bureau of Finance should coordinate, consult and ask for feedbacks from competent authorities in budget management policies; revised old regulations that fail with new regulations that can achieve budget management target; run administration trainings, specific procurement to asset inventarisation, and asset procurement method for budget management activities.

These result suggest that Bureau of Finance of Secretariat General of Department of Law and Human Rights should improve the budget management process by overcoming main constraints in each stages and implement five part process to develop budget management strategies to identify specific steps to achieve goals and overcome constraints."

"Latar belakang pemilihan judul tesis ini didasarkan pada kenyataan yaitu munculnya berbagai masalah di Biro Keuangan, diantaranya yaitu pegawai yang tidak taat pada jam kerja seperti datang terlambat atau pulang lebih awal, meninggalkan ruangan pada jam-jam kerja tanpa alasan yang jelas, lambat dalam menyelesaikan pekerjaan, sering tidak masuk kerja, lebih banyak mengobrol dengan sesama pegawai dari pada menyelesaikan pekerjaan. Dengan kata lain, masih terjadi pelanggaran-pelanggaran terhadap kedisiplinan, dan peraturan kepegawaian oleh para pegawai di lingkungan Biro Keuangan. Fenomena-fenomena tersebut sudah cukup untuk menggambarkan keadaan suatu organisasi pemerintahan yang tidak sehat, dan indikasi penyebabnya adalah proses kepemimpinan, rendahnya tingkat kepuasan kerja, dan buruknya lingkungan kerja. Hal ini dapat membawa dampak kepada rendahnya produktivitas pegawai.Landasan teori yang dipergunakan dalam penulisan tesis ini adalah teori organisasi dalam konteks pengembangan sumber daya manusia. Dikatakan oleh Simanjuntak ( 1985,41 ), dalam rangka peningkatan produktivitas kerja disuatu organisasi diperlukan pemimpin yang partisipatif dan kreatif. Disinilan peranan yang sangat penting seorang pemimpin dalam meningkatkan produktivitas pegawai. Disamping kepemimpinan yang mempunyai hubungan dengan produktivitas pegawai, terdapat pula faktor lain yang juga berhubungan dengan produktivitas pegawai yaitu kepuasan kerja, dan lingkungan kerja. Dengan demikian terdapat tiga faktor yang berhubungan dengan produktivitas pegawai.Menurut Munandar ( 1985,51 ), bahwa kepuasan kerja adalah adanya interaksi antar tenaga kerja yang menghasilkan efek positif, sehingga timbul kepuasan kerja. Adanya kepuasan kerja tersebut dapat mempengaruhi produktivitas tenaga kerja. Dengan demikian bahwa kepuasan kerja mempunyai hubungan dengan produktivitas pegawai. Faktor lain yang berhubungan dengan produktivitas pegawai adalah lingkungan kerja. Lingkungan kerja merupakan lingkungan manusia yang didalamnya para pegawai organisasi melakukan pekerjaan. Sagir ( 1985, 38 ), berpendapat bahwa lingkungan kerja yang baik dan nyaman dapat menciptakan produktivitas karyawan yang lebih tinggi dari pada bekerja dalam lingkungan kerja yang tidak menyenangkan. Dengan demikian terdapat hubungan antara lingkungan kerja dengan produktivitas pegawai.Selanjutnya pengertian produktivitas adalah keluaran, dirumuskan sebagai ratio darn apa yang dihasilkan terhadap keseluruhan masukan. Dengan kata lain, produktivitas merupakan ukuran dari kemampuan ( baik individu, kelompok, mapun organisasi ) untuk menghasilkan sesuatu produk! jasa dalam kondisi dan situasi tertentu, demikian pendapat Sagir ( 1985,50 ).Metode penelitian yang digunakan adalah metode deskriptif kualitatif-kuantitatif dengan jumlah populasi di Biro Keuangan sebanyak 78 orang. Pengambilan data responden dilakukan dengan menggunakan tehnik sensus, berstrata, dan proporsional. Sedangkan prosedur pengumpulan data dengan menggunakan instrumen kuesioner, survey dan wawancara. Penelitian ini dimaksudkan untuk mengetahui hubungan antara kepemimpinan, kepuasan kerja, dan lingkungan kerja dengan produktivitas pegawai baik secara sendiri-sendiri mapun secara bersama-sama.Dari hasil penelitian dapat diketahui bahwa : (1 ). Terdapat hubungan yang positif dan signifikan antara kepemimpinan, kepuasan kerja, dan lingkungan kerja dengan produktivitas pegawai, yang berarti meningkatnya kepemimpinan, kepuasan kerja, dan lingkungan kerja akan meningkatkan produktivitas pegawai. (2 ). Terdapat hubungan yang positif dan signifikan antara kepemimpinan, kepuasan kerja, dan lingkungan kerja secara bersama-sama dengan produktivitas pegawai, yang berarti meningkatnya kepemimpinan, kepuasan kerja, dan lingkungan kerja secara bersamasama akan meningkatkan produktivitas pegawai.Disamping itu dari hasil Crosstab variabel kepemimpinan, kepuasan kerja, dan lingkungan kerja terhadap jabatan, golongan, pendidikan dan usia pegawai dapat diketahui persepsi pegawai tentang : (1 ). Kepemimpinan, semakin tinggi jabatan, golongan, pendidikan, dan usia pegawai maka persepsi tentang kepemimpinan semakin baik. (2 ). Kepuasan kerja, semakin tinggi jabatan, golongan, pendidikan, dan usia pegawai maka persepsi tentang kepuasan kerja semakin baik. ( 3 ). Lingkungan kerja, semakin tinggi jabatan, golongan, pendidikan, dan usia pegawai maka persepsi tentang lingkungan kerja semakin baik.Atas dasar hasil penelitian tersebut, maka saran yang dapat penulis sampaikan adalah hendaknya pimpinan dalam mengusulkan pegawai untuk promosi jabatan dilakukan secara obyektif dan transparan, usul kenaikan pangkatl golongan pegawai agar dilaksanakan tepat waktu, pimpinan dapat merangsang pegawai untuk meningkatkan pengetahuan dan kemampuan baik melalui pendidikan formal maupun informal, serta pimpinan juga perlu memperhatikan kelompok usia pegawai.

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Background Election of this thesis title is relied on fact that is appearance various problem of in Monetary Bureau, among others that is officer which do not meekly at work like coming lose timing or go home earlier, leaving room at office hours without reason of clear, tardy in finishing work, often do not enter activity, more chatting with officer humanity from at finishing work. Equally, still happened collision to discipline, and regulation of officer by all officer in monetary Bureau environment. The Phenomenon have last for depicting situation and indisposed governance organization, and its cause indication is leadership process, low of mount satisfaction of activity, and environmental obsolesce of activity. This matter can bring impact to lowering of officer productivity.

Basis for theory which is utilized in writing of this thesis is organizational theory in human resource development context. Told by Simanjuntak ( 1985,41 ), in order to make-up of work productivity a[n organization needed by creative and participative leader. Here very important role a leader in improving officer productivity. From other side leadership having relation with officer productivity, there are also other factor which is also relate to officer productivity that is satisfaction of activity, and activity environment. Thereby there are three factor related to officer productivity.

According To Munandar ( 1985,51 ), that satisfaction work is the existence of interaction between labor yielding positive effect, so that arise satisfaction of activity. Existence of satisfaction of the activity can influence labour productivity. Thereby that satisfaction of activity has relation with officer productivity, other related Factor with officer productivity is activity environment. Environmental of activity represent human being environment which in it all organizational officer conduct work. Sagir ( 1985,38 ), having a notion that balmy and good activity environment can create higher level employees productivity from at working inconvenience in the working environment Thereby there are relation between environment work with officer productivity.

Hereinafter congeniality of productivity is output, formulated as ratio from what yielded to overall of input. Equally, productivity represent size measure from ability (good of individual, group, and also organization) to yield something product/ service in a condition and certain situation, that way Sagir opinion ( 1985,50 ).

Used by Research method is descriptive method of qualitative - quantitative with amount of population in Monetary Bureau counted 78 people. Intake of Data responder conducted by using is techniques of census have, strata, and proportional. While data collecting procedure by using questioner instrument, interview and survey. This research is meant to know relation between leadership, satisfaction of activity, and environment work with officer productivity either through by self and also by together.

From result of research can know that (1). There are [relation/link] which are positive and significant between leadership, satisfaction of activity, and environment work with officer productivity, meaning the increasing of leadership, satisfaction of activity, and activity environment will improve officer productivity (2 ). There are relation which are positive and significant between leadership, satisfaction of activity, and environment work by together with officer productivity, meaning the increasing of leadership, satisfaction of activity, and environment work by together will improve officer productivity.

Beside that from result of Cross tab leadership variable, satisfaction of activity, and environment work to position, faction, officer age and education can know by officer perception about (1). Leadership, position excelsior, faction, education, and officer age hence perception about leadership progressively goodness (2 ). Satisfaction of activity, position excelsior, faction, education, and officer age hence perception about satisfaction work progressively goodness (3). Activity environment, position excelsior, faction, education, and officer age hence perception about environment work progressively goodness.

On the basis of result of the research, hence writer suggestion able to submit is head shall in proposing officer for the promotion of position conducted objectively and is transparent, promotion suggestion, officer faction so that executed on schedule, head can stimulate officer to increase ability and knowledge either through informal and also formal education, and also head also require to pay attention officer age group."