Definition and The Importance of Motivation.
Motivation
is an inspiration that helps to use the employees’ knowledge and skill for the
growth and development of the organization. It is an act of persuading the
people who work in the organization. It is defines as the psychological process
that held to increase the will to do work. It is the process of inspiring
people from which the people can use their ability. It is an important function
of management. The employees who are engaged in the organization must be
motivated. Without motivation, their ability and skill can’t be used properly.
Every employee has the capacity to do work. It is the process that helps the
employee to explore their talent.
Importance of motivation :
a. Proper utilization
of production factor:
Motivation
is the mechanism which is used to stimulate the employees. Stimulated employees
are ready to use the production factor properly and efficiently. So it results
in increase in production and productivity.
b. Willingness and
interest creation:
Motivation
stimulates the employees in an organization. It influences the willingness of
employees to work hard and help to present better performance. It is a process
that acts according to desire of employees and increases the willingness and
interest of employees to do work.
c. High
productivity:
When
the employees are fully motivated there is better performance. It results high
production and productivity increment.
d. Organizational
goals:
The
machine, equipment, money cannot be effectively used when the employees are not
motivated to do the work in an organization to the maximum extent .so it helps
to achieve the organizational goals.
e. Readiness for
change:
Changes
are required in every organization. Such changes may be in technology,
environment etc. when the changes are introduced in the organization there is
tendency to resist them by the employee or hesitate to accept the change.
Motivated employees are already made ready to accept the change.
f. Efficiency in
work:
Motivated
employees perform their duties according to the goals of the organizations.
They perform work efficiently and timely and increase the efficiency
g. Reduce
absenteeism:
Motivated
employees don’t want to be absent frequently. In other words, Motivated
employees stay in the organization more and non-motivated employees are
careless for the organizational goals.
h. Employees’
satisfaction:
Employee’s
satisfaction is an important aspect for the managerial point of view. Employees
may be motivated by fulfilling their needs and giving satisfaction in their
work. In short Motivated employees are always satisfied.
i.
Less
disputes and strikes:
Disputes
and strikes are harmful for organizational activities. When the employees are
not motivates they are dissatisfies which creates disputes in the organization.
f. Better human
relation:
all
employees must be treated as human beings by the organization. Motivation I
mainly related to behave the human beings.
4.2 The
Process of Motivation's Accure.
Not
all people fulfill same theory. I greatly distribute it, and there are two
Motivation Theories. People who want to put up motivation should consider which
is better for them. One is contents theory. It’s point is that what makes
people motivated (WHAT). The other is process theory. It’s point is that how
people motivated (HOW).
·
Contents Theory
The
members feel sense of accomplishment with work. Moreover, they find the work
that they can show their ability in challenging. They can develop their ability
and grow up through the work. Finally, they can get rewards for their work.
· Process
Theory
Members
make the goal, which is not impossible for their ability but possible with
their efforts. We prepare rewards for the results member achieved, but the
rewords are not only money but evaluation from others. It is important that
member recognize they can get rewards for their achievements. Employer know
that what kind of rewards employee like, and prepare that.
4.3 Factors
that Affecting The Motivation
Employees need to have high work motivation in carrying out tasks to
achieve the goals set. Work motivation is a motivating factor for employees to
work better and it is influenced by several factors. Saydam in Kadarisman (2012: 296) mentions that the motivation of one's work
is influenced by several factors, namely internal factors derived from
psychological processes in a person, and external factors derived from outside
the environment (environment factors).
·
Internal factors
a)
Personal
Maturity
People who are selfish and habitually will usually be less sensitive in
accepting the motivation given so it is rather difficult to be able to work
together in making motivation work. Therefore the habits that he brought since
childhood, the value embraced, the innate attitude of a person greatly affect
his motivation.
b)
Education Level
An employee who has a higher level of education will usually be more
motivated because it already has a broader insight than employees who lower
levels of education, and vice versa if the level of education it has not used maximally
or unappreciated and make the
employee has low motivation in work.
c)
Desire and
Personal Hope
Someone wants to work hard if there is a personal expectation that will be
realized into reality.
d)
Needs
The need is usually equal to the motivation, the greater the need for
someone to be fulfilled the greater the motivation that the employee has to
work hard.
e)
Fatigue and
boredom
Fatigue and boredom factors affect passion and morale which in turn will
also affect the motivation of work.
f)
Job
satisfaction
Job satisfaction has a very strong correlation to the high and low
motivation of employee's work.
Employees who are satisfied with their work will be highly motivated to their
work.
·
External
Factors
a)
Conditions
Work environment
The work environment includes workplace, facilities and
work aids, cleanliness, lighting, tranquility, as well as working relationships
between the people in the place. Work environment on the overall facilities and
infrastructure that exist around the employees who are doing
work that may affect the execution of the work itself.
b)
Adequate
compensation
Adequate compensation is the most powerful motivational
tool for companies to encourage employees to work well. Low wages will not
motivate workers.
c)
Good
Supervision
A supervisor builds positive relationships and helps
employee motivation by being fair and non-discriminatory, enabling work
flexibility and balance of work giving employee feedback that recognizes
employee efforts and performance and supports career planning and development
for employees.
d)
There
is a Career Guarantee
Employees pursue careers to meet the needs of individuals
in depth. Someone will try to work hard with
sacrificing what is in it for the company if the person
feels there is a clear career guarantee in doing the job. This can be realized
if the company can provide career guarantees for the future, whether in the
form of promotion of position, rank, and guarantee of providing opportunities
and placements to be able to develop the existing potential in the employee.
e)
Status
and Responsibility
Status or position in a particular position is the desire
and expectation of each employee in the work. Employees not only expect
compensation only, but when they expect to have the opportunity to occupy
positions in the company or agency where they work. A person in office will
feel entrusted, given greater responsibility and authority to carry out his or
her activities.
f)
Flexible
Rules
Another factor known to affect motivation is based on the
relationships that employees have in the organization. If the policies within
the organization are perceived to be rigid by employees, it will likely lead to
lower motivation.
4.4 Motivation's
Theories
a.
The Maslow Theory
Maslow
said that motivation is the work impulse that arises in a
person to meet his needs. Maslow classifies the five levels of human needs,
namely:
· Physiological Needs
· The need for security
· Social needs or affiliations
· Needs that reflect self-esteem
· Self actualization needs
b.
Herzberg's Theory (Theory of Two Factors)
Herzberg in Hasibuan (2004: 228-229) states that people
in carrying out their work are influenced by two factors so that the theory
developed is known as "Model Two Factor" of motivation, namely
motivational factors and hygiene or maintenance factors. According to this
theory is meant motivational factors are things that encourage achievement that
is intrinsic, which means sourced in a person. While, the meaning of hygiene or maintenance factors are factors
that comes from outside the self that helped determine the behavior someone in their life. The motivational factors are:
·
Achievement
·
Recognition
·
The
work itself
·
Responsibility
·
Development
of individual potential
While, hygiene or maintenance factors include:
·
Salary
or wages
·
Working
Condition
·
Company
policy and administration
·
Interpersonal
relations
·
Quality
of supervision (Quality supervisor)
c. Victor H. Vroom Theory (Theory of Hope)
According to this theory, motivation is the result of an outcome of someone's wants to reach and the estimate is concerned that its action will lead to its desired outcome. That is, if someonen desperate for something, and the way seems to be open to acquire it, the person will try to get it. There are 3 important concepts related to this theory as quoted by Hasibuan (2004: 234-235), namely:
· Value
· Instrumental
· Expectancy
d. Theory of Justice
This theory lies in the view that humans are driven to eliminate the gap between the efforts made for the benefit of the organization in return for the benefits. In cultivating a certain perception, an employee usually uses four things as a comparison (Siagian, 2012: 175-177), namely:
· His expectation of the amount of remuneration he deems eligible to be accepted on the basis of personal qualifications, such as his education, skills, nature of work and experience;
· The remuneration received by another person in the organization of which the qualification and nature of the work is relatively the same as that of the person concerned;
· Remuneration received by other employees in other organizations in the same region and conduct similar activities;
· Applicable legislation regarding the amount and type of remuneration that employees are entitled to.
e. Goal Setting Theory
The view of this theory is that of desire and purpose the individual is the main determinant of behavior. Further disclosed the stronger the goal will result in a high level of performance if this goal is accepted by the individual. The goal setting model emphasizes that a goal often serves as a motivator. Every goal must be clear, meaningful and challenging.
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