PAPER

Competence Vs Performance
Dosen Pengampu : Drs. H. Mochtar Marhum, M.Ed., Ph.D.

By : Group 3

Sardianti A12121053
Asri Nur Komariah A12121043
Nida’ul Hasanah A12121059
Tiara Z. Koping A12121213

ENGLISH EDUCATIONAL STUDY PROGRAM

FACULTY OF TEACHER AND EDUCATION
TADULAKO UNIVERSITY
2024/2025
 CHAPTER I
INTRODUCTION

1.1 Background
The concept of competence versus performance is a crucial distinction in
various fields, including education, human resources, and organizational
management. Competence refers to the integrated knowledge, skills, and attitudes
required to perform a role effectively. It encompasses the theoretical understanding
and the ability to apply that knowledge in practical situations. On the other hand,
performance is the actual demonstration of these skills and knowledge in
real-world scenarios.
In the context of education, competence is often linked to a teacher's ability
to master learning material and curricula content, which is essential for guiding
students to meet competency standards set by national education standards. In the
workplace, competence is critical for employees to excel in their roles and
contribute to the organization's goals. It involves having the necessary technical
skills, soft skills, and mental characteristics to perform tasks effectively.
The distinction between competence and performance is important because it
highlights that having the necessary knowledge and skills does not automatically
guarantee good performance. Performance is influenced by various factors,
including motivation, work discipline, and the ability to apply skills in practical
situations. For instance, a teacher may have the competence to teach writing, but
their performance in the classroom may be affected by factors such as classroom
management, student engagement, and the ability to adapt to changing
circumstances.
In the context of employee performance, research suggests that training
methods and employee competencies can significantly impact employee
performance due to employee engagement. This emphasizes the importance of
providing employees with opportunities for education and training that cater to
their needs and the dynamics of work problems.
 CHAPTER II
DISCUSSION

2.1 Definition Of Competence

Competency is an integrated combination of various aspects that a person
needs to be able to carry out work or tasks well according to applicable standards.
These aspects include: Knowledge which includes a deep understanding of
concepts, facts, theories, methods and information related to a particular field of
work. This knowledge becomes the basis for someone to be able to act and make
appropriate decisions. Skills are the ability to apply the knowledge possessed in
carrying out practical tasks effectively and efficiently. Skills can be technical,
managerial, communication, analytical, problem solving, and so on according to
job demands. Attitude reflects patterns of thought, values, beliefs and behavior
that encourage a person to act consistently in dealing with certain situations.
Positive attitudes such as motivation, integrity, discipline, responsibility are very
important to support optimal performance. Experience through the continuous
application of knowledge and skills in real situations can improve a person's
competence on an ongoing basis. Experience allows a person to learn and perfect
how they work. All of these aspects are integrated and interact dynamically to
form unique competencies for each individual. Adequate competency is required
to produce good performance and achieve goals effectively and efficiently
according to the standards set by the organization or specific field of work.

2.2 Definition Of Performance

Performance or performance is a very important concept in the context of
an organization or company. Performance can be interpreted as the work results or
work achievements achieved by an individual or group of people in carrying out
their duties and responsibilities in accordance with their respective authority and
obligations in an effort to achieve organizational goals legally, without violating
the law, and in accordance with morals and ethics.
Performance is a combination of ability, effort and opportunity that can be
assessed from the results of their work. This means that performance is a person's
level of success in carrying out his duties and work, as well as his ability to
 achieve the goals that have been set. Performance is said to be good if the desired
goals can be achieved optimally.
In the context of an organization or company, individual performance will
greatly influence the performance of the organization as a whole. Therefore, every
organization needs to manage and improve the performance of its employees in
order to achieve the set goals. To measure performance, organizations usually
implement a performance appraisal system which involves setting performance
standards, measuring actual performance, and evaluating performance.

2.3 Factors that can influence between competence and performance:

There are several factors that can influence the difference between
competence (competence) and performance (performance).
1. Psychological Factors:
- Motivation: A person's level of motivation can influence how much they
exert their abilities in performance.
- Anxiety: Excessive anxiety can interfere with performance even though a
person has adequate competence.
- Self-confidence: Lack of self-confidence can make a person unable to
demonstrate his true abilities.
2. Environmental Factors:
- Work situation: An unsupportive work environment or poor working
conditions can hinder a person's performance, even if they have good
competencies.
- Resources: Lack of resources such as equipment, information, or support can
limit a person's performance.
- Time pressure: Tight deadlines or excessive workload can lead to lower
performance than actual competency.
3. Contextual Factors:
- Task complexity: Very complex tasks or unusual situations can cause a
person to be unable to apply their competencies to the maximum.
- Feedback: Lack of adequate feedback can prevent someone from improving
their performance according to their competencies.
- Habits: Embedded habits or behavioral patterns can influence performance,
regardless of the competencies possessed.
4. Individual Factors:
 - Knowledge: Even if a person has competence, a lack of specific knowledge
or understanding of a task can hinder their performance.
- Skills: Competence is related to potential, while performance depends on the
skills possessed and well trained.
- Personality: Character characteristics such as conscientiousness,
thoroughness, or eccentricity can influence a person's performance in certain
situations.

2.4 Difference Between Competence Vs Performance

The terms "competence" and "performance" are often used interchangeably, but
they have distinct meanings in various contexts, particularly in linguistics and human
resources. The main differences between competence and performance are:
1. Definition : Competence refers to the ability or capacity of an individual to
perform a specific role or task effectively. It encompasses a set of defined
behaviors that guide the identification, development, and evaluation of
employees. Performance, on the other hand, is the actual accomplishment of a
task or activity measured against predetermined standards of completeness,
accuracy, cost, and speed.
2. Focus: Competence focuses on the knowledge or understanding of a subject or
skill, while performance focuses on the application of that knowledge in
real-life situations. In other words, competence involves "knowing"
something, while performance involves "doing" something with that
knowledge.
3. Assessment: It is challenging to assess competence without evaluating
performance. This is because competence is often demonstrated through the
actual execution of tasks, which is what performance measures.

4. Contextual dependence: Competence can vary depending on the context in

which it is applied. For instance, a competent person may act differently in
different situations. Performance, however, is more directly tied to the specific
task or activity being performed.
5. Linguistic context: In linguistics, competence refers to the native speaker's
knowledge of their language, including the mastery of the system of rules.
Performance, in this context, refers to the actual spoken ability of a speaker,
including phonetic, syntactic, and other speech errors
 CHAPTERIII
REFERENCES

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and Language Acquisition. Blackwell Publishers.
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