Increase Employee Motivation Research Articles

STRATEGI MANAJEMEN SUMBER DAYA MANUSIA DALAM PENINGKATAN MOTIVASI KERJA KARYAWAN PADA PT GARUDA KARYA MANDIRI

This study aims to find out what strategies are carried out by the company in this case the human resource management department to increase work motivation at PT Garuda Karya Mandiri. The findings of this study are expected to be able to find out the strategies and steps taken by the company's human resource management to increase work motivation for employees in running the company's organizational wheels. Where we know that in the era of free competition that is so tight today, work motivation that remains high and well maintained will have an impact on achieving optimization of company performance. If this is realized in a company, it can be said that the company will be able to continue to grow, compete and survive very well. In an effort to always maintain employee work motivation so that it is always optimal, a certain strategy is needed by the company's human resource management to make the right steps in increasing employee motivation in the company. The method used in this study is a qualitative method using the motivational theory of Abraham Maslow in seeing and explaining the human need to live. The results of this study found that there were at least three main strategies carried out by the Human Resources Management of PT Garuda Karya Mandiri in increasing employee motivation, namely (1) Compensation Stability Strategy, (2) Firmness Strategy in the Application of Rewards and Punishments, (3) Clarity of Planning Strategy Career path.

The effects of big data analytics and workplace pressures on productivity

This study set out to find out on how big data analytics, workload, work wages, and organizational structure pressures affect employee job performance and overall business performance in the Jordan banking sector in the context of that country's banking sector. 292 samples from the research study were collected, analyzed, and debated to test the study's hypotheses. Employee and company success were found to be affected by workload, compensation, and organizational structure. Workload was reflected by job completion rate, average daily issues, and work completion time, while big data was reflected by external and internal, unique application, indexing, and source correctness. Work compensation, including employee compensation, employee experience and skill, and employee incentives and rewards, is the third primary factor. Communities of practice, group work, and physical infrastructure make up the fourth and last important factor, the organization's structure. The study finds that when dealing with large amounts of data, reducing the workload can improve employee performance, increasing employee motivation through higher wages and bonuses can improve performance, and having an organizational structure that promotes teamwork and work teams can improve employees' abilities to solve problems and improve work performance, which in turn affects overall productivity. This study contributes fresh information to an emerging field that requires more investigation to fully understand the interplay between big data, workload, work wages, and organizational structure pressures. The topic of this study, the Jordan banking sector, is both innovative and highly relevant because it may help financial institutions enhance their operations and provide superior customer service.

Analyzing the Role of Total Rewards and Compensation in Increasing Employee Motivation

Analyzing the Role of Total Rewards and Compensation in Increasing Employee Motivation

PENGARUH LINGKUNNGAN KERJA DAN KOMPENSASI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI SEBAGAI VARIABEL INTERVENING STUDI PADA CV. KEMBANG JOYO SAPUTRA

The study was titled "The Effect of the Work Environment and Compensation on Employee Performance Through Motivation as Intervening Variables (Study on CV. Kembang Joyo Saputra), the research formulation is "Directed at the performance of CV employees. Joyo Saputra's flowers have decreased." This study was agreed to test and analyze the partial influence of the Work Environment, Communication, and Motivation on cv employee performance. Kembang Joyo Saputra and To test and analyze the partial influence of the Work Environment and Compensation on CV Employee Motivation. Joyo Saputra Flowers. The research methodology is a type of research using quantitative, using a sample method saturated with population and sample of 76 employee reponden, methods of taking data with questionnaires, and using validity tests, realibitias tests, classical assumption tests, multiple regressions, t tests, and determination tests, using path analysis that is with partial indirect influence between the Work Environment and Comceptnation on Employee Performance through Motivation with tools Sobel Test Calculator analysis.The results of the study, namely the Work Environment has a positive and significant influence on employee performance on the CV. Kembang Joyo Saputra, amounting to t count (2,542) and significant 0.012, Compensation affects and significantly affects Employee Performance on CV. Joyo Saputra flowers amounted to t count (2,691) and significant (0.008). Motivation has a positive and significant effect on employee performance on the CV. Joyo Saputra flowers with a calculated value of (2,269) and a signfikan of 0.025. The Work Environment has a positive and significant influence on Employee Motivation on the CV. Joyo Saputra flowers with a calculated value of 6,365 and a significant amount of 0.000. Compensation has a positive and significant influence on employee motivation on the CV. Joyo Saputra flowers with a calculated value of 2.742 and a significant amount of 0.0046. Motivation is able to mediate the relationship of the Work Environment to Employee Performance by 2,130 and significantly by 0.016. Motivation was able to mediate the compensation relationship to Employee Performance of 2,221 and significantly by 0.013.Conclusion that there is a partial positive and significant influence between work environment, motivation, and motivation on employee performance, there is a partial positive and significant influence between the Work Environment and Compensation on employee work motivation, and there is an indirect influence between the Work Environment on Employee Performance through Motivation and there is an indirect influence between Compensation on Employee Performance through Motivation. In improving the work environment, there needs to be an improvement of new, modern, and sophisticated tools, a comfortable and safe workspace, the addition of compensation both directly and indirectly to increase employee motivation.

The Role of Bureaucratic Behavior on Increasing The Effectiveness of Educational Policies : Perspective of Robbin's Theory Development

The concern for the implementation of national education is the decline in the competitiveness of national education. Although the Human Development Index has increased nationally, when compared to ASEAN countries and globally. According to the Central Statistics Agency (BPS) in 2020, Indonesia is ranked 6th in ASEAN and 111th out of 186 countries (UNDP, 2019). Indonesian education is in a position below Singapore, Brunei Darussalam, Malaysia, Thailand and the Philippines. Therefore, the purpose of this research is to examine the role of bureaucratic behavior on the effectiveness of policies to expand access to education evenly in the perspective of Robbins' theory development. The research method is a case approach with qualitative analysis using semi-structured interviews, focus group discussions (FGD) and documentary reviews as data collection instruments. Altogether, 45 in-depth interviews.
 .The results show that behavioral analysis at the individual, group and organizational levels as stated by Robbins (2010) has implications for increasing effectiveness through increasing employee motivation, job satisfaction, cooperation, public involvement in the education sector. However, it cannot describe how to deal with paternalism, behavioral deviations, bureaucratic swelling and so on, in a concrete way. As the findings of the study, it was determined "Patterns of behavioral relationships" as a novelty of organizational behavior analysis with implications for improving behavioral tendencies as a driving and inhibiting factor for the success of the expansion and equity of education. Behavioral relationship patterns can also moderate behavioral elements in increasing effectiveness.

The Effect Of Leadership And Organizational Culture On Employee Performance With Employee Motivation As Variable Intervening At Pt.Telekomunikasi Indonesia (Telkom) In Batam

PT. Telekomunikasi Indonesia Tbk, known as PT. Telkom is a State-Owned Enterprise which is engaged in providing technology, information and communication (ICT) services and the largest and most comprehensive telecommunications network in Indonesia. The business performance carried out by PT Telkom always increases, which comes from the Digital Business Telkomsel and the Indihome Brand, which even though in the midst of a pandemic like this, their income is still increasing and always growing. This study uses a type of quantitative research, namely the distribution of detailed and continuous questionnaires on a particular object within a predetermined period of time which includes the environment, where this method can identify the reality of an event as a variable that is influenced by the dependent variable and conduct an investigation of the variable. Based on the results of the author's survey at PT. Telekomunikasi Indonesia in Batam shows that leadership has an important role in the organization so that individuals carry out activities as expected by the organization. Organizational culture at PT. Telkom is able to have a direct impact on employee performance. In addition, the organizational culture at PT. Telkom is also able to increase employee motivation. Organizational culture at PT. Telkom can increase employee productivity and performance

The Role of Motivation, Satisfaction, Discipline, and Environment on Perumdam Tirta Kencana Employees’ Performance

Today, the ability of a corporation to continually maintain and improve the quality of client service is largely dependent on staff performance. Companies with high-performing personnel can assist in maintaining customer satisfaction. Perumdam Tirta Kencana Region III Samarinda City is in severe need of outstanding staff performance to enhance community services and boost enterprise output. The purpose of this study was to determine the impact of motivation, job satisfaction, discipline, and environment on the performance of Perumdam Tirta Kencana Region III Samarinda City personnel. The data analyzed originated from 56 employee questionnaires. Utilizing the technique of saturated sample for data collection (population). Data analysis with Partial Least Square Structural Equation Modeling (PLS-SEM) through SmartPLS version 3.2.9. The results indicated that motivation, job satisfaction, and discipline had a favorable impact on employee performance. The environment has no major effect on employee performance, though. Increased employee motivation, job satisfaction, and work discipline will result in enhanced performance.

Pengaruh Motivasi Dan Pengembangan Karir Terhadap Kinerja Karyawan

Researchers researched to determine the effect of Motivation and Career Development on Employee Performance of a financial service company in the Bandung area. Moreover, this research analyzes the factor that has the most dominant influence between Motivation and Career Development on Employee Performance of a financial service company in the Bandung area; as many as 50 employees are the object of research using a questionnaire.
 Based on path analysis research, the variables of Motivation and Career Development on Employee Performance of a financial service company in the Bandung area are declared valid. Therefore, the conclusions and considerations related to the research results pay attention to Motivation and Career Development to Improve Employee Performance.
 The results of the study show that motivation (X1) has a significant effect on employee performance (Y). then Career Development (X2) significantly influences Employee Performance (Y). Therefore, motivation (X1) and Career Development (X2) have a significant effect on Employee Performance (Y).
 In increasing employee motivation, companies should pay more attention to employee needs and career development because it impacts employee morale by improving the policy system and paying attention to cost-effectiveness. Furthermore, when employees experience career development, it certainly makes them feel they have adequate abilities to complete their work tasks in the company. These factors affect employee motivation to be more advanced and can help improve employee performance even better.

Employee motivation mediate the effect of work-family conflict on employee performance

This study aims to determine the effect of work-family conflict on employee performance, the effect of work-family conflict on employee motivation, the effect of motivation on employee performance, and the role of motivation in mediating the effect of work-family conflict on employee performance. The research was conducted at PT. BPR Sukawati Pancakanti with a sample of 83 people. Determination of the sample using saturated sampling. Data were analyzed using Structural Equation Modeling (SEM) with Partial Least Square (PLS) approach. The results show that work-family conflict has a negative and significant effect on employee performance, work-family conflict has a negative and significant effect on motivation, motivation has a positive and significant effect on employee performance, motivation is able to mediate competitively (competitive partial mediation). on the indirect effect of work-family conflict on employee performance. These results illustrate that to improve employee performance, the leadership of BPR Kanti must reduce work-family conflict, because low work-family conflict will be able to increase employee motivation in their work so that employee performance will increase both in quantity, quality, punctuality, attendance. employees, and employee cooperation.

The Role of Tourism Awareness Groups (Pokdarwis) in Improving Employee Work Motivation and Community Knowledge as a Strategy for Development of Malang Lon Beach Tourism During the Covid-19 Pandemic (Case Study on Lon Beach Malang Sokobanah Sampang)

The tourism awareness group is one of the drivers and initiators of development to increase independence and community participation in realizing Lon Malang beach tourism in Sokobanah Sampang as a tourist destination, and is supported by the motivation needed by the community to maintain and preserve in the context of developing Lon Malang Beach. This study aims to find out: (1) To find out the role of Pokdarwis in increasing employee motivation on Lon Malang beach tourism during the Covid-19 pandemic, (2) To find out the strategy for developing Lon Malang beach tourism during the Covid-19 19 pandemic. This study uses a qualitative descriptive method, with 10 informants as resource persons consisting of 1 Pokdarwis chairman, 1 secretary, 1 treasurer, 1 security and order section, 1 tourist attraction section, 1 public relations section, 1 business development section, 1 equipment, 1 local community and 1 visitor/tourist. The sampling technique used is purposive sampling, which is based on certain criteria and considerations. The author obtained data from documents and oral statements from Pokdarwis members, local communities and visiting tourists. The results of this study indicate that: (1) Pokdarwis plays an important role in increasing employee motivation on Lon Malang beach tourism during the Covid-19 pandemic (2) One of the strategies in developing Lon Malang tourism during the Covid-19 pandemic is adding photo spots and interesting games.

Effects of Retirement Benefits on Organisational Performance in Kenya: A Case of Makueni County

Employees form the human capital factor in all organizations and symbolizes all human abilities irrespective of the inherent or learnt qualities, whose worth could be improved by suitable development investments. Organizations therefore need to ensure that they offer compensation and welfare packages that increase employee motivation. The motivation of employees increases when their needs which leads to increased productivity and efficiency in delivery of service. Achieving optimal performance in public service remain a challenge in Kenya. The study sought to evaluate the effect of retirement benefits on the performance of Makueni County Public Service. The social exchange theory guided the study. Out of the 3679 employees, proportionate stratified random sampling was used to identify 376 respondents and a semi-structured questionnaire was used to collect the primary data. Descriptive research design was used while descriptive statistics, specifically the mean and the standard deviation was used to analyse the data while inferential statistics was done by use of a regression model. The regression analysis showed that 45.3% of the organizational performance is was explained by availability of retirement benefits. The study concludes that retirement benefits have a positive significance correlation on organizational performance and the availability of these benefits boosts employees’ satisfaction and consequently their performance and that of the organization in general. The study recommends that County Government of Makueni should ensure an equitable provision of retirement benefits; train staff on the available retirement benefits and provide staff with options to choose from. The study recommends that the human resource directorate should conduct sessions with employees to identify the gaps in the staff retirement benefits and action on the recommendations. Keywords: Retirement Benefits, Organizational Performance, County Government of Makueni

Analisis Kinerja Pegawai pada Dinas Pemberdayaan Masyarakat dan Desa Kabupaten Karawang

This research aims to find out the performance assessment system, as well as related factors in improving the performance of employees in the Community Empowerment Office and Karawang Regency Village. This study uses descriptive methods with data collection techniques in the form of interviews and observations. The results of this study are in conducting data on employee performance, the Community Empowerment Office and Karawang Regency Village using a system called PARE (Performance Agreetment Report by Electronic). As for improving performance, a leader with employees must have a good communication relationship, so that it can increase employee motivation and morale, and can foster work discipline.

Investigation of the Effect of Perceived Organizational Support on Organizational Alienation and Trust in Managers: An Application in Rize

Several studies have been carried out on the outcomes of organizational support (O.S.) perceptions related to employees working in hotel businesses. However, the relationship between organizational support (O.S.) and trust in manager and organizational alienation (O.A.) has been taken for granted. In this study, the perceived O.S. was explored as a predictor of trust in manager and O.A. Within this context, this study aims to figure out how employees’ perceptions of O.S. influence O.A. and trust in manager. Accordingly, data were obtained from 329 hotel employees operating in Rize through questionnaires. The analyses were performed using Structural Equation Modelling (SEM), which confirms using partial least square (PLS). According to the findings, O.S. is adversely connected to O.A., whereas O.S. is significantly correlated to the trust in managers. The results of this study may assist hotel managers to increase employee motivation and productivity and it may help researchers further investigating organizational support as well.

Iterative Design and Integration of a Microlearning Mobile App for Performance Improvement and Support for NATO Employees.

This case study details microlearning content development, testing, and implementation of the NATO Headquarters Supreme Allied Command Transformation (HQ SACT) e-Learning Networking App (NeNA) conducted by an AECT microlearning consulting team. NeNA was designed to provide microlearning “just-in-time” content, to create socialization (affinity spaces), channel organizational content, and increase employee motivation. The purpose of the AECT and HQ SACT partnership was to test the NeNA app as a viable way to develop and deliver microlearning content that personalizes self-directed learning, reduces cognitive load, meets the changing needs of the younger workforce, and captures implicit knowledge of employees prior to the end of their military duties. Primary lessons learned surrounded the importance of practitioner awareness of organizational and contextual challenges, including usability of solutions and essential steps to onboarding (training and integration), when adopting mobile learning solutions to provide performance support and improvement to employees.

Pengaruh Penerapan Employee Stock Option Plan (Esop) Terhadap Kinerja Perusahaan Dan Nilai Perusahaan Dengan Profitabilitas Sebagai Variabel Moderasi

The Employee Stock Option Plan (ESOP) is a share ownership program implemented in the company, this ESOP program aims to serve as a reward for employees who have good performance where the criteria for receiving this ESOP have been determined by each company, United States of America. is the first country to implement this ESOP program, with various benefits for employees through this share ownership program, the ESOP itself began to be implemented by certain companies in Indonesia regulated by PSAK No. 53 which according to PSAK, payments by companies to employees are not only in the form of monetary value but can be in the form of share options that can be used as opportunities by companies that aim to increase employee motivation, performance and loyalty to the company which will ultimately have an impact on the value of the company itself. In Indonesia, company management has its own rules in the process of implementing the ESOP, one of which is to use the vesting method, this method contains that every employee who receives the option right is prohibited from selling his shares unless requested by the company or an employee has retired. From the results of statistical tests whether the variable current ratio (X1) and Price Book Value (X2) have an effect if the company carries out the ESOP program but the results show that if a company implements the ESOP, it has no effect on the current ratio or price book value, but the existence of ESOP can strengthen these ratios. Variable current ratio, price book value and return on assets have an effect on the ESOP only 33%.

Employee Relations Strategy in Increasing The Work Motivation of Employees of PT. Esaputlii Prakarsa Utama Barru Regency

This study aims to determine the development of an industrial relations strategy program as an effort to increase employee motivation and to determine the condition of the organizational communication climate that exists between management and employees at PT. Main Initiative Esaputlii. This study used descriptive qualitative method. The results showed that PT. Esaputlii Prakarsa Utama has succeeded in carrying out the industrial relations program because it has received a fairly good response from employees as well as employees who are quite satisfactory through programs, special events programs, award programs, and internal communication media programs. Likewise with the organizational communication climate applied by PT. Esaputlii Prakarsa Utama with behavior that shows to the core, warm but still responsible.

Increasing Employee Motivation to Lead Through an Understanding of Communication Apprehension

This study expanded on current theoretical understanding of motivation to lead by testing a model that includes communication apprehension as a key predictor of motivation to lead. The hypotheses were tested with hierarchical multiple regression applied to cross-sectional data collected from 170 retail employees at stores on the east coast of the United States. The results revealed a strong, negative relationship between communication apprehension and affective-identity, social-normative, and noncalculative motivation to lead. Communication apprehension was a stronger predictor of motivation to lead than other individual difference variables. The results also revealed that although communication apprehension is significantly negatively related to all dimensions of motivation to lead, it accounts for more variance in the affective-identity dimension than the social-normative and noncalculative dimensions. Theoretical and practical implications for communication and leadership development are presented and suggestions for future research are discussed.

PENGARUH KESEJAHTERAAN TERHADAP MOTIVASI KERJA KARYAWAN PADA PT. BERDIKARI KARUNIA ABADI

PT. Berdikari Karunia Abadi is a consulting and contractor service company that implements welfare programs to increase employee motivation in running its business. The welfare program includes the economy, facilities, and services. This type of research is descriptive qualitative using multiple linear regression analysis which is processed with the help of the SPSS application program. Population 376 employees; sampling by Quota Sampling, the number of samples is 79 respondents. The conclusions of this study: (1) there is a positive but not significant effect of the welfare program which is facility on employees' work motivation as indicated by the value of 2 0.046, t value 0.041, and sig. 0.653. (2) there is a positive but not significant effect of economic welfare programs on employee work motivation as indicated by the value of 1 0.083, t value 0.082 and sig. 0.443. (3) there is a positive influence of economic welfare programs, facility welfare programs, and service welfare programs together on employee work motivation as indicated by the F value of 10,231, the value of sig. 0.000 and the value of R2 is 0.296. This means that 29.6% of employee morale is influenced by economic welfare programs, facilities welfare programs, and service welfare programs, while 71.0% is influenced by other factors not examined in this study. (4) there is a positive influence of service-based welfare programs on employee work motivation as indicated by the value of 3 0.480, t value 0.450 and sig. 0.000.

MANAJEMEN PENINGKATAN MOTIVASI KERJA TERHADAP ADAPTASI BUDAYA KERJA SELAMA MASA BEKERJA DARI RUMAH (WORK FROM HOME) PADA PERUSAHAAN PT. GEMILANG RIZKY MEDIKA

This study aims to determine the causes of employees losing their work motivation, signs of employees experiencing a decrease in work motivation, the obstacles of leaders in increasing employee motivation during WFH, and looking for strategic recommendations that can be given to company leaders in increasing employee motivation at PT. Gemilang Rizky Medika when there was a change in organizational culture. This study uses a qualitative approach. The data was obtained by interviewing the owner of the company. The results of this study indicate that the cause of employees of PT Gemilang Rizky Medika losing work motivation when organizational culture changes occur, among others, being unfamiliar with the work system at home, lack of work facilities at home and lack of coordination between teams. The forms of motivation given by the leadership of PT Gemilang Rizky Medika to employees during WFH include: 1) communication between leaders and subordinates must run well; 2) awarding employees; 3) work flexibility that is not too tight and 4) providing supervision and punishment to employees.

Pengaruh Rotasi Pekerjaan dan Pengembangan Karir terhadap Motivasi Karyawan (Studi Kasus Pada Bank Panin Cabang Makassar)

This study aims to test whether job rotation and career development can increase employee motivation at Panin Bank Makassar Branch. This type of research is a research using a quantitative approach. The sample used in this study totaling 71 employees using a simple random technique. Data collection method which is used is by distributing questionnaires. Data processing using multiple linear regression analysis with the help of SPSS 22 software for windows. The results of this study indicate that partially Job Rotation has no effect on Employee Motivation, Career Development has a positive and significant effect on Motivation Employees and simultaneous testing shows that, Job Rotation and Development Career positive and significant influence on Employee Motivation.