Increase Employee Motivation Research Articles

The Strategy of The Leadership Protocol and Communication Section in Improving Employee Performance at The Regional Secretariat of Manado City

This research aims to analyze the strategy of the Leadership Protocol and Communication Section (Prokopim) at the Manado City Regional Secretariat in improving employee performance. The research method used is a qualitative method. The focus of the research is strategies for improving employee performance using SWOT (Strength, Weakness, Opportunities, Threats) analysis. The research results show that the strategy of the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance based on the SWOT analysis method (IFAS, EFAS, and SWOT analysis quadrants is "Aggressive (Growth Oriented Strategy)" meaning the Leadership Protocol and Communication Section of the Manado City Regional Secretariat has internal strengths and opportunities so that its strengths and opportunities can be an advantage for the Leadership Protocol and Communication Section of the Manado City Regional Secretariat in improving employee performance. 5 (five) Strategic recommendations can be implemented, namely 1) Aggressively in meeting human resource and facility needs and budget; 2) Aggressively in coordinating to increase supervision; 3) Aggressively in increasing employee motivation; 4) Aggressively in providing sanctions for efforts to improve work discipline; 5) Aggressive in carrying out human resource development.

DAMPAK LEADERSHIP & CORPORATE SOCIAL RESPOSIBILITY TERHADAP TALENT RETENTION DI INDUSTRI MANUFAKTUR

This research aims to determine the impact of leadership and corporate social responsibility on talent retention. In the world of work, the term talent retention is no stranger because companies want to retain the best and most talented employees. Therefore, talent retention is very important for a company. The method used in this analysis is a qualitative method by observing through case studies and documentation. The results of the analysis are that leadership and corporate social responsibility have a positive and significant impact on Talent Retention. A company with a good leadership style will influence employees' decisions to stay in the company. Companies that have a good CSR program will also influence employees' decisions to stay with the company because a good CSR program will have a positive impact and help increase employee productivity, skills and motivation so that the company's talent retention will also increase. The advice that can be given is that companies must have a good leadership style and CSR program so that the company's talent retention can run well.

Is Pay Transparency Good?

Countries around the world are enacting pay transparency policies to combat pay discrimination. Since 2000, 71 percent of OECD countries have done so. Most are enacting transparency horizontally, revealing pay between coworkers doing similar work within a firm. While these policies have narrowed coworker wage gaps, they have also led to counterproductive peer comparisons and caused employers to bargain more aggressively, lowering average wages. Other pay transparency policies, without directly targeting discrimination, have benefited workers by addressing broader information frictions in the labor market. Vertical pay transparency policies reveal to workers pay differences across different levels of seniority. Empirical evidence suggests these policies can lead to more accurate and more optimistic beliefs about earnings potential, increasing employee motivation and productivity. Cross-firm pay transparency policies reveal wage differences across employers. These policies have encouraged workers to seek jobs at higher paying firms, negotiate higher pay, and sharpened wage competition between employers. We discuss the evidence on effects of pay transparency, and open questions.

Methodological approaches to sustainable deve-lopment management of enterprises in conditions of instability

This article examines methodological approaches to managing the sustainable development of enterprises under conditions of instability, highlighting the growing unpredictability of economic, social, and environmental factors impacting businesses. An integrated approach to management is characterized by considering the interconnections between economic, social, and environmental aspects of enterprise activities. This approach aims to mitigate adverse environmental and societal impacts while ensuring economic success. Its advantages include reducing negative factors, promoting stable development, and gaining reputational benefits. The risk-oriented approach identifies, assesses, and manages enterprise activity risks. This approach's strengths include flexibility and adaptability to changing external conditions, enhancing competitiveness, and preventing losses. The innovative approach emphasizes the development of new technologies, products, and processes. The managerial approach involves the active participation of management and staff in decision-making processes related to sustainable development. Essential aspects of this approach include employee engagement, conscious leadership, and fostering a corporate culture oriented toward sustainability. The benefits include increased employee motivation and involvement, support from leadership, and the development of a relevant corporate culture. An analysis of the potential for integrating these approaches reveals opportunities for achieving a balance between economic efficiency, social responsibility, and environmental sustainability. In conclusion, the proposed strategies consider all aspects of sustainable development and provide a comprehensive approach to managing enterprises under conditions of instability. These strategies aim to integrate economic, social, and environmental goals, proactive risk management, fostering innovation, engaging personnel, leveraging digital technologies, and developing strategic partnerships. Keywords: sustainable development, change management, social responsibility, economic sustainability, innovation, corporate social responsibility (CSR), global transformational processes, adaptation to changes.

The Effect of Financial Compensation in Increasing Employee Motivation and Performance (Case Study of Security Guards at Trunojoyo University, Madura)

This research aims to determine the effect of financial compensation in increasing employee motivation and performance, this was done as an effort to improve employee performance. In this research, descriptive qualitative methods were used using probability sampling and random sampling techniques. The research population consisted of all 150 Trunojoyo Madura University (UTM) security guards and 7 people were selected as samples with 3 people as key sources and the others as supporters. Research data was obtained by going directly to the field and interviewing selected sources. The data analysis used was interactive analysis and data triagulation. It was found that financial compensation has a direct effect on employee work motivation because the initial goal of a person's work is salary, financial compensation also has an effect on employee performance because it builds motivation

Upaya Meningkatkan Kinerja Karyawan Melalui Desain Pekerjaan dan Lingkungan Kerja dengan Kepuasan Kerja Sebagai Variabel Intervening

This study aims to investigate the relationship between job design, work environment, job satisfaction, and employee performance in an organization. These factors are considered to have an important role in creating optimal working conditions and encouraging employees to achieve high performance. The research method used is a survey with a quantitative approach. The respondents of this study were employees from several organizations in various industrial sectors. Data were collected through questionnaires adapted from instruments that have been tested for reliability. The results of data analysis showed a positive relationship between good job design and employee performance. This suggests that when job duties and responsibilities are clearly organized, employees have a better chance of achieving set performance goals. In addition, the results also show that a good work environment contributes positively to employee performance. Factors such as social support, adequate physical facilities, and a positive organizational culture can increase employee motivation and engagement, which in turn improves their performance. In conclusion, this study provides a more in-depth understanding of the relationship between job design, work environment, job satisfaction, and employee performance. This research is expected to provide guidance and recommendations for management practitioners to implement effective strategies to improve employee performance in their work environment.

Analisis Efektivitas Program Pendidikan dan Pelatihan dalam Meningkatkan Kinerja Pegawai Rekam Medis

There is an era 4.0 where information and communication technology is maximally utilized. Medical records and registration are written evidence of the service process that contains the patient’s clinical data during the diagnosis and treatment process. Medical record management in hospitals is to support the achievement of orderly administration in order to achieve hospital goals, namely improving the quality of health services in hospitals by conducting education and training programs for employees. The purpose of this study is to measure the extent to which the success of the program, the success of the program objectives, satisfaction with the program, the level of input and output produced and the achievement of overall goals need attention from the organizers of education and training (diklat). This research is a qualitative research using primary data and secondary data. Data collection techniques in this study were through observation and interviews. The selection of informants in this study was carried out using purposive sampling method. The results of this study as what has been conveyed by the three informants can be said that the implementation of the education and training program (diklat) in xyz hospital has not been able to meet its objectives, namely to increase employee motivation, employee productivity, and organizational performance.

Manajemen Perubahan Organisasi Sebagai Upaya Peningkatan Produktivitas Kerja di PT. Mayora Indah Tbk

Research Organizational change management is a process for managing changes carried out by an organization. Organizational change management can help organizations to increase work productivity by increasing employee skills and knowledge, employee training and development can increase employee abilities to carry out their duties and work better. This can increase employee work productivity because employees can complete their tasks and work more quickly and efficiently, increase employee motivation and commitment, employee motivation and commitment programs can increase employees' sense of belonging and pride in the company. This can increase employee motivation and commitment to work harder and produce better performance, improve the work environment, a comfortable and safe work environment can increase employee work productivity because employees can work more focused and efficiently. PT. Mayora Indah Tbk has implemented organizational change management effectively to increase the work productivity of its employees. These efforts have produced positive results. PT employee work productivity. Mayora Indah Tbk will increase by 20% in 2023. This is proven by an increase in added value per employee by 20%. Organizational change management as an effort to increase work productivity at PT. Mayora Indah Tbk: Stay focused on change goals, ensure support from leadership, effective communication, support from employees, evaluate success. By implementing these suggestions, PT. Mayora Indah Tbk can increase the effectiveness of organizational change management and achieve its goal of increasing employee work productivity.

НЕОБХІДНІСТЬ ТА ОСОБЛИВОСТІ ФОРМУВАННЯ ЛІДЕРСЬКИХ КОМПЕТЕНЦІЙ ПЕРСОНАЛУ ПІДПРИЄМСТВА

The article outlines the significance and importance of researching the features and stages of the formation of leadership competencies of the personnel of a modern enterprise in changing market conditions. It is noted that the Study of the peculiarities of the formation of leadership competencies of personnel is an important task in modern management of enterprises, because it helps to determine key aspects that contribute to the development of leadership qualities in personnel – the analysis of educational level, trainings, mentoring and other factors that affect the formation of leadership skills. All of these help build strong and effective teams, help develop leaders within the organization, and improve overall business success. The scientific interpretations of the essence of the "Leadership" category were analyzed, and a proper definition was formulated based on the results of the analysis. The need for the formation of leadership competencies of personnel is highlighted and the relevance of this process in modern conditions is substantiated. The main stages of the formation of leadership competencies of personnel are given and their general characteristics are given. Research results can be used to improve training and staff development programs. Understanding which methods most contribute to the development of leadership competencies allows you to create effective training strategies. Knowledge about the peculiarities of the formation of leadership qualities can be used in the selection of new personnel. This allows companies to find talented leaders or potential leaders and take these qualities into account when recruiting. Leadership qualities become especially important in the conditions of constant changes in the business environment. The study helps in the development of change management strategies aimed at developing the leadership potential of personnel to effectively solve new tasks. Understanding how leadership potential is developed can help increase employee motivation. Leaders who feel that their leadership qualities are developed and recognized are usually more effective and engaged in their work. Enterprises that actively study and develop the leadership competencies of their personnel can more easily adapt to changes in the business environment, be competitive and achieve strategic goals.

К ВОПРОСУ ОБ ЭФФЕКТИВНОСТИ ВНУТРЕННЕГО МАРКЕТИНГА В ОРГАНИЗАЦИЯХ СФЕРЫ УСЛУГ

The article is devoted to the study of the role of internal marketing as a key tool for human capital management in the context of growing competition in the service market. The article analyzes the existing tools for evaluating internal marketing, as well as the practice of its application in small and medium-sized businesses. The conducted qualitative research, based on semi-structured interviews with representatives of 21 organizations, allows us to identify the main indicators of the effectiveness of internal marketing, such as employee satisfaction and engagement, and the level of internal communication. The author offers an innovative evaluation model focusing on the needs of employees. Recommendations on the implementation of internal marketing tools are aimed at increasing employee motivation, improving the quality of customer service and achieving corporate goals.

Job Satisfaction Among Civil Servants in Uganda: The Challenges and Prospects of Tororo and Bulambuli Local Governments.

Job satisfaction among Ugandan government employees, especially in Tororo and Bulambuli Local Governments, is a significant subject owing to the consequences for employee well-being, productivity, and overall organizational success. Understanding the problems and opportunities faced by civil servants in these locations is critical for establishing ways to increase work satisfaction and, eventually, improve public service performance. In Uganda, Civil servant employees play an important role in implementing government policies and programs, hence work satisfaction is an important aspect in attaining efficient and effective service delivery. The paper adopted an explanatory approach to gain a better understanding and explore how and why job satisfaction has generally been proven as an important impetus for driving employees to better connect with their workplaces. The paper’s findings indicated that, while civil servants in both local governments enjoy a reasonable degree of job satisfaction, despite that they face major problems that impair their sense of fulfilments at work. These difficulties include severe workloads, insufficient salary, a lack of recognition, and little possibility for professional growth and development. Despite these difficulties, the study found some potential for job satisfaction among Local Government employees in Tororo and Bulambuli Local Governments. These include the development of new rules and initiatives to improve working conditions and increase employee recognition and motivation. The findings herein show that the main determinant factors of job satisfaction have modestly significant impacts on motivation and consequently the overall organizational performance in the civil service.

ГЕЙМИФИКАЦИЯ В УПРАВЛЕНИИ: АНАЛИЗ ЭФФЕКТИВНОСТИ ИСПОЛЬЗОВАНИЯ РАЗЛИЧНЫХ ПРИМЕРОВ

This article examines gamification as an innovative method of increasing employee motivation and engagement in management. The definition of gamification, its basic principles and connection with theories of motivation are given. Methods for using game elements in work processes are described, as well as examples of successful implementation of gamification. The limitations that organizations face when implementing gamified systems are analyzed. In conclusion, practical recommendations for the successful implementation of gamification are presented and prospects for further research in this area are indicated. The study confirms that gamification can significantly improve employee productivity and satisfaction when implemented correctly.

STUDY OF JOB SATISFACTION REGARDING UNIFICATION AND CHANGE OF FORM AT MUHAMMADIYAH UNIVERSITY LAMONGAN

A university is a higher education institution which provides educational services to students. Higher education is included in educational institutions that fall into the category of pure services, where the provision of services is supported by physical facilities and quality services. A university has an obligation to ensure all employees have high job satisfaction so that they become prosperous. This research was conducted at the Muhammadiyah University of Lamongan by giving questionnaires to 85 employees who had worked there from High Schools into its transformation into a university. The researchers carried out an analysis to find differences in the level of job satisfaction at Muhammadiyah University of Lamongan. The results of this study were submitted to the employee management of Muhammadiyah University of Lamongan to be used as a reference for increasing employee motivation through increasing job satisfaction and employee welfare. This research used a quantitative research approach to find out directly the level of job satisfaction in detail. Employee job satisfaction wee measured using Paul Spector's (2001) job satisfaction theory. The sampling technique used in this study was purposive sampling. Researchers compared the results of the questionnaire assessments before and after the unification and change so that the results obtained indicated that employees were satisfied before or after the change in the form of the institution. The results of this study stated that there was no difference in employee job satisfaction before and after the unification and change. After analyzing the data, it can be concluded that there is no significant difference between the job satisfaction of the employees before and after the unification and change in institution form University.

The Effect of Digital Leadership Style, Motivation, and Work Ability on Employee Performance After the Covid-19 Pandemic

The purpose of this study was to determine the effect of the principal's digital leadership style on performance, the Effect of personnel motivation on performance, and the Effect of personnel workability on performance as the Effect of the madrasa principal's charismatic leadership style, inspiration, and the ability of personnel to work simultaneously on the version of SMAN 1 Padang City employees after the Covid-19 pandemic. The method used is descriptive research with a quantitative approach. The data collection technique used a closed questionnaire in the form of a Google form, which was distributed to 26 employees of SMAN 1 Padang City. Based on the results of data analysis using the partial t-test and f-test simultaneously (multiple linear regression), it is known that after the COVID-19 pandemic at SMAN 1 Padang City, the school principal's charismatic leadership style positively affected employee performance with a score of 0,23. Personnel motivation does not affect employee performance with a score of 0,39; Employee workability positively affects employee performance with a score of 0,001; and the leadership style of digital school principals, motivation, and workability of employees jointly affect employee performance by 79.7%. This research has substantial implications in the post-pandemic educational context. Such substances may include the need to implement an adaptive digital leadership style, increased employee motivation, and development of employability as critical factors in improving the performance of educated employees. The information obtained from this study can help school principals and education management to more effectively manage human resources in the changing environment post-pandemic, create motivating working conditions, and improve the quality of education at SMA 1 Padang.

Developing employee motivation index: McClelland and Maqasid Shariah

Purpose Many scholars have primarily disregarded employee motivation in the context of Western and Islamic ideas. To better understand employee motivation, this paper aims to explore a novel approach of fusing McClelland’s needs theory (i.e. achievement, power and affiliation) with Maqasid Shariah. Design/methodology/approach This study adopts a theoretical research design. There will be a thorough literature study of McClelland’s theory, Maqasid Shariah, and employee motivation. Qualitative content analysis is used to examine and compile pertinent ideas. To give a thorough framework for comprehending employee motivation from both Western and Islamic ethical viewpoints, McClelland’s theory and Maqasid Shariah are integrated. Findings This paper has conceptualized the integration of Maqasid Shariah’s five requirements with McClelland’s need theory. It is suggested that Maqasid Shariah and McClelland’s need theory be combined to understand employee motivation. For employees, the integration of McClelland’s need theory and Maqasid Shariah entails developing a work environment that attends to their many needs, is consistent with Islamic principles, encourages justice and equity, supports both professional and personal development and promotes social responsibility. By combining McClelland’s need theory and Maqasid Shariah, 15 propositions are developed to explain employee motivation. The study offers a measurement index to explain employee motivation based on the two theories. Research limitations/implications The integration of McClelland’s theory of need and Maqasid Shariah offers expected positive implications. By considering the cultural and religious context in Islamic societies, researchers can adopt a more sensitive approach to studying motivation. This blend provides a holistic understanding of motivation, incorporating individual needs and broader ethical dimensions. Studies may explore the impact on prosocial behavior, organizational values, leadership practices and employee well-being. Understanding the alignment between personal motives and ethical principles can benefit organizations in diverse workplaces, emphasizing long-term sustainability and fostering employee engagement and commitment. Practical implications The integration of McClelland’s theory and Maqasid Shariah shows the potential implications to increase employee motivation. This study contributes significantly to Maqasid Shariah theory in business research by guiding ethical decision-making aligned with Islamic values, fostering inclusive workplaces and offering strategies for boosting employee morale. It emphasizes ethical practices, legal compliance and community engagement, while also encouraging sustainable business models that consider societal well-being and the environment. Originality/value This paper provides its unique value by being among the first to integrate McClelland’s theory and Maqasid Shariah and providing an innovative approach in developing a new measurement index in the context of employee motivation.

Methods and techniques to increase employee motivation

PurposeThe purpose of this article is to demonstrate the formation of the concept of “motivation,” as well as to share experiences and modern techniques of motivation for employees.Design/methodology/approachThis article includes the results of a survey of HR professionals using the Qwoted platform.FindingsMotivation plays a big role in the life of employees and the company. Motivated employees unknowingly become brand ambassadors and help increase the company’s brand awareness, thus helping the business to grow.Originality/valueTo the best of the authors’ knowledge, this article was first published in this journal.

The Importance of Creativity in Human Resource Management to Achieve Effective Administration

In an increasingly competitive and rapidly changing business era, human resource management has become a key element in corporate success. Effective administration requires human resources who are high-performing, innovative, and able to adapt to dynamic changes in the business environment. Creativity, as the ability to generate new ideas and innovative solutions, is an important factor in achieving this goal. This research aims to examine the importance of creativity in human resource management to achieve effective administration. It is an exploration of the literature that adopts a qualitative method, which means that it evaluates and interprets information and texts that come from a variety of different sources. The results of the study show that in human resource management, creativity is a key element that plays a role in achieving effective administration. Creativity helps organisations to adapt quickly, increase employee motivation, and create an innovative environment. Through the development of a culture that supports creativity and strategies that encourage the contribution of innovative ideas from employees, organisations can harness the full potential of their human resources.

Human Resource Management Practices and Employee Performance of Kenya Reinsurance Corporation, Nairobi City County, Kenya

Organizations are seeking to gain a competitive advantage via increased employee performance as the business environment becomes more volatile and unpredictable than ever before. To achieve this, businesses are increasingly focusing on human resources practices using more innovative techniques. The current study's objective was to determine how employee performance in Kenya's reinsurance business is impacted by HRM practices. The research explicitly examined the influence of selected practices on overall employee performance. The study utilized a descriptive research design with a case study of Reinsurance Cooperation. The target population was employees of Reinsurance industry in Kenya in Nairobi City County. The specific objectives of the study were to determine the effect of training and development, performance appraisal, reward and compensation, and employee empowerment on employee performance at Kenya Reinsurance Corporation. The study was underpinned Ability, Motivation, Opportunity Theory; Resource Based Theory; and Best Fit Theory. The target audience was all employees of the Reinsurance Corporation in Nairobi City County. The target population will be 149 employees and the study employed the target population census since some other departments had less responses. Both qualitative and quantitative data approaches will be utilized in the study's data collecting. Tables, graphs, and charts were employed to display the results of the data analysis and summary utilizing both descriptive and inferential statistics. The study found that training and development, performance appraisal, reward and compensation and employee empowerment had a positive significant influence on employee performance of Kenya Reinsurance Corporation, Nairobi City County, Kenya. The study concludes that training and development helps companies gain and retain top talent, increase job satisfaction and morale and improve productivity. Performance evaluation measures an employee’s contribution in terms of increased company revenue and job performance, compared to industry standards and employee return on investment. A rewarding compensation and benefits plan can attract loyal, motivated and engaged candidates and may reduce the turnover rate of people in a company and empowering employees through greater autonomy has been directly linked to increased employee motivation.

Kepemimpinan Transformatif Dan Budaya Kerja

Transformational leadership and work culture are two important elements in organizations that are interrelated and have a significant influence on organizational performance and success. The purpose of this research is to determine studies on transformative leadership and work culture. This research is a type of literature review research. The literature review shows that there is a positive relationship between transformational leadership and work culture. Transformational leaders can foster a positive work culture by encouraging innovation, collaboration and continuous learning. A positive work culture, in turn, can increase employee motivation and performance. This research provides information and explains that a transformative leadership and work culture that is able to understand and respect subordinates based on subordinates' needs and pay attention to the desire for achievement will have an impact on educational institutions, both schools and madrasa.

Relationship Between Organizational Ergonomics and Work Motivation in The Ministry of Religion Binjai

The work system applied to government agencies is influenced by several ergonomic aspects involved in the process. This includes interactions between workers and the work type, tools used, internal and external environmental conditions, and related organizations. The lack of application of organizational ergonomics to employees causes low work motivation among employees. This study aimed to determine the relationship between organizational ergonomics and the work motivation of employees at the Ministry of Religion Binjai. This study was quantitative with a cross-sectional approach. The population was all employees at the Office of the Ministry of Religion Binjai, totaling 62 people. The sampling technique was total sampling. Data was collected using a questionnaire and analyzed using the product-moment correlation test. The results showed that there was a relationship between vertical communication, and work motivation (p=0.020), there was a relationship between horizontal communication and work motivation (p=0.000), there was a relationship between training and work motivation (p=0.000), there was a relationship between teamwork and work motivation (p=0.000). The variable most related to the very strong category was teamwork, with a correlation coefficient (r) of 0.901. Employees should be more open and instill a sense of trust among employees towards the work being done, especially by establishing good communication so that good teamwork can be created to increase employee motivation.
 Keyword: Organizational Ergonomics, Work Motivation, Minister of Religion