scholarly journals Work Motivation of Employees in the Palu City Religious Court Office, Central Sulawesi Province

2019 ◽  
Vol 3 (2) ◽  
pp. 157
Author(s):  
Abu Rizal Bakri ◽  
Mustainah Mustainah ◽  
Shadiq Shadiq
Keyword(s):  
Interpersonal Relations ◽  
Work Motivation ◽  
Basic Research ◽  
Frederick Herzberg ◽  
Work Effectiveness ◽  
Security Research ◽  
Company Policy ◽  
Maximum Work ◽  
Level Of Motivation ◽  
Central Sulawesi

Employees are one of the components that determine and play an important role in the achievement of an work effectiveness in an organization. The purpose of this study is to determine the work motivation of employees at the Religious Court Office in Palu, Central Sulawesi Province, the type of research used is descriptive. While the basic research is qualitative. The number of informants in this study were 5 (five) people. Data collection techniques carried out in 3 (three) ways, namely observation, interviews and documentation. This study uses the theory of Frederick Herzberg, where there are 11 (eleven) aspects studied, namely achievement, appreciation, responsibility, opportunities for advancement, work itself, physical working conditions, interpersonal relations, company policy and administration, supervision, salary, and job security. Research conducted by researchers, obtained the conclusion that the work motivation contained in each employee is good enough, but from every aspect there is not everything can work well in every employee of the Palu City Religious Court, thus affecting the level of motivation in each employee existing and resulting in less than the maximum work activities.

scholarly journals Analysis of factors influencing Work Motivation

2016 ◽  
Vol 7 (1) ◽  
pp. 35
Author(s):  
Muhammad Immanullah
Keyword(s):  
Self Efficacy ◽  
Work Motivation ◽  
Simple Random Sampling ◽  
Primary Data ◽  
Paradigm Change ◽  
Extrinsic Reward ◽  
Organization Management ◽  
Mediating Variables ◽  
Maximum Work ◽  
Job Specification

The objective of this research is to understand if there is influence from mission valence, extrinsic reward toward job difficulty, and job specificity to the mediating variables of job importance and self efficacy in order to increase work motivation on employees of PT Margacipta Wirasentosa in Tangerang, Banten. The research used primary data, simple random sampling in data collection, and multiple regression data analysis method. The result shows that mission valence, extrinsic reward toward job difficulty, and job specificity to the mediating variables of job importance and self efficacy significantly influence work motivation on employees of PT Margacipta Wirasentosa in Tangerang, Banten. Mission socialization is important in order to increase employees work motivation to achieve organization goal. Paradigm change on how job importance is perceived, not only from materials but also rewards, is a must. In order to achieve maximum work result, organization management and eployees must do self-introspection, and understand their capability and skill. In order to force down the gap between employee's capability, skill, and job specification, an excellent job design is a must.

Intelligent Computing on the Basis of Cognitive and Event Modeling, and Its Application in Energy Security Research

2017 ◽  
pp. 780-787 ◽  
Author(s):  
L. V. Massel ◽  
V. L. Arshinsky ◽  
A. G. Massel
Keyword(s):  
Expert System ◽  
Energy Security ◽  
Basic Research ◽  
Knowledge Space ◽  
Intelligent Computing ◽  
Event Modeling ◽  
Security Research ◽  
Graphical Environment ◽  
Level Information ◽  
Event Models

The paper considers the issues of implementation and application of intelligent computing on the basis of cognitive and event modeling in research on energy security. The authors suggest a two-level information technology for the research. The first level suggests a situation analysis using the intelligent computing techniques. The analysis results are then used to choose rational variants of energy development in Russia (or its regions). At the second level these variants are computed with the multi-agent software INTEC-M. Transition from the first to the second level is automated by the tools of deductive program synthesis, that are based on declarative descriptions, i.e. formulae of restricted predicate calculus, and representation of input data by XML files. Cognitive and event modeling is considered in more detail. The examples of cognitive and event models are presented. The structure of a knowledge space is developed to support the intelligent computations. The knowledge space includes ontological models, databases of cognitive and event models, and the database on the cases of energy emergency situations. The authors developed the CogMap and EventMap tools to support cognitive and event modeling on the basis of common graphical environment GirModeling, and the expert system “Emergency”. The tools and expert system that support the knowledge base on energy emergencies are integrated within the intelligent IT environment. The research presented in the paper was partially supported by the grant of Presidium of RAS No. 2.2-2012 and grants of Russian Foundation of Basic Research No. 10-07-00264, No. 11-07-00192, No. 11-07-00245, and No. 12-07-00359.

Intelligent Computing on the Basis of Cognitive and Event Modeling, and Its Application in Energy Security Research

2014 ◽  
Vol 3 (1) ◽  
pp. 83-91 ◽  
Author(s):  
L. V. Massel ◽  
V. L. Arshinsky ◽  
A. G. Massel
Keyword(s):  
Expert System ◽  
Energy Security ◽  
Basic Research ◽  
Knowledge Space ◽  
Intelligent Computing ◽  
Emergency Situations ◽  
Event Modeling ◽  
Security Research ◽  
Graphical Environment ◽  
Event Models

The paper considers the issues of implementation and application of intelligent computing on the basis of cognitive and event modeling in research on energy security. The authors suggest a two-level information technology for the research. The first level suggests a situation analysis using the intelligent computing techniques. The analysis results are then used to choose rational variants of energy development in Russia (or its regions). At the second level these variants are computed with the multi-agent software INTEC-M. Transition from the first to the second level is automated by the tools of deductive program synthesis, that are based on declarative descriptions, i.e. formulae of restricted predicate calculus, and representation of input data by XML files. Cognitive and event modeling is considered in more detail. The examples of cognitive and event models are presented. The structure of a knowledge space is developed to support the intelligent computations. The knowledge space includes ontological models, databases of cognitive and event models, and the database on the cases of energy emergency situations. The authors developed the CogMap and EventMap tools to support cognitive and event modeling on the basis of common graphical environment GirModeling, and the expert system “Emergency”. The tools and expert system that support the knowledge base on energy emergencies are integrated within the intelligent IT environment. The research presented in the paper was partially supported by the grant of Presidium of RAS No. 2.2-2012 and grants of Russian Foundation of Basic Research No. 10-07-00264, No. 11-07-00192, No. 11-07-00245, and No. 12-07-00359.

scholarly journals PENGARUH KEPEMIMPINAN TRANSFORMASIONAL TERHADAP MOTIVASI KERJA DAN KINERJA KARYAWAN

2019 ◽  
Vol 8 (6) ◽  
pp. 3618
Author(s):  
Komang Andi Praditya Maha Putra ◽  
I Gde Adnyana Sudibya
Keyword(s):  
Transformational Leadership ◽  
Path Analysis ◽  
Leadership Style ◽  
Work Motivation ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Organizational Goals ◽  
Individual Needs ◽  
Transformational Leadership Style ◽  
Level Of Motivation

This research was conducted at the Spazzio Kuta Bali hotel using saturated samples of 35 employees. Furthermore, the collected data was analyzed using descriptive analysis and path analysis. The results of this study conclude that transformational leadership has a positive and significant effect on employee work motivation, where the better the application of transformational leadership is ensured also the higher the level of motivation of work held by employees. Transformational leadership has a positive and significant effect on employee performance, where if transformational leadership goes well and effectively it can have an effect on improving employee performance. Work motivation has a positive and significant effect on employee performance, where if the higher the work motivation of the employee, the higher the level of employee performance. Work motivation is positively and significantly able to mediate transformational leadership style towards employee performance, that is if the applied leadership style can precisely direct organizational goals with individual needs, the higher the motivation of the subordinates which will further improve their performance. Keywords: transformational leadership, work motivation, employee performance

PENGARUH KOMITMEN TUGAS PIMPINAN PERUSAHAAN DAN BUDAYA ORGANISASI KARYAWAN TERHADAP EFEKTIVITAS KERJA KARYAWAN PADA CV TRIKARSA UTAMA

2020 ◽  
Vol 2 (1) ◽  
pp. 41-66
Author(s):  
Agung Prasetyo
Keyword(s):  
Organizational Culture ◽  
Random Sampling ◽  
Research Method ◽  
Work Motivation ◽  
Regression Coefficient ◽  
Sampling Technique ◽  
Positive Influence ◽  
Survey Method ◽  
Corporate Leadership ◽  
Work Effectiveness

ABSTRACT   This study aims to reveal the influence of the Commitment of Corporate Leadership (X1) and organizational culture (X2) to the effectiveness of employee work (Y). The research method used was a survey method. The sampling technique uses stratified random sampling. The research sample amounted to 48 respondents. The trial results of the research instruments show that the reliability of the Likert scale instrument of organizational culture is 0.917, work motivation is 0.792, and work effectiveness is 0.854. Analysis of the data used is regression analysis. The conclusion of the research results revealed: (1) There is an influence of the Commitment of the Leadership of the Company to the effectiveness of the work of employees. From the analysis results obtained a regression coefficient of 3,336 means that the influence of the Commitment of the Leadership of the Company amounted to 33.36%. (2) There is a positive influence of organizational culture on work effectiveness. From the analysis results obtained a correlation coefficient of 3742 means that there is a positive influence of organizational culture on work effectiveness by 37.42%. (3) There is a positive influence of the Commitment of the Company's Leadership Tasks and organizational culture together on work effectiveness. From the results of the analysis obtained a regression value of 14.58 means that there is a positive influence on the Commitment of the Leadership of the Company and organizational culture together on work effectiveness is 14.58%. Keywords: leadership commitment, organizational culture, work effectiveness, employees

The Role of Various Types of Stimulation in the Work Motivation of the Doctor

2019 ◽  
Vol 8 (3) ◽  
pp. 39-43
Author(s):  
Л. Москвичева ◽  
L. Moskvicheva
Keyword(s):  
Performance Indicators ◽  
Work Motivation ◽  
Quality Of Services ◽  
Professional Activity ◽  
Monetary Incentives ◽  
Effi Ciency ◽  
The Individual ◽  
Level Of Motivation

The eff ectiveness and effi ciency of any type of professional activity largely depends on the level of motivation of the staff . Currently, a signifi cant number of mechanisms to stimulate the labor activity of employees of organizations, as well as the levels of their importance to the individual in various constitutional working conditions are described. Of particular importance is the quality of services provided in the “helping” areas of activity, which include health care. However, the range of methods used to stimulate and motivate in this area is reduced only to the use of material monetary incentives, often not related to the direct performance indicators of specialists, which levels the motivational component of these activities. Taking into account the fact that doctors, as well as representatives of any other professions, have absolutely diff erent dominant motives of labor activity, in medical organizations it is necessary to apply a diff erentiated approach to motivating and stimulating activities, including various types of material non-monetary and non-fi nancial stimulation, the result of which will be an increase in the quality and availability of medical services provided to the population.

Assessing work motivation for academic librarians in Oman

2014 ◽  
Vol 35 (3) ◽  
pp. 199-212 ◽  
Author(s):  
Ali Al-Aufi ◽  
Khulood Ahmed Al-Kalbani
Keyword(s):  
Academic Libraries ◽  
Public Libraries ◽  
Work Motivation ◽  
Academic Librarians ◽  
Content Type ◽  
The Status ◽  
Motivation Level ◽  
Motivational Needs ◽  
Upper Level ◽  
Level Of Motivation

Purpose – This study aims to identify and assess the status and level of motivation of employees working in the Omani academic libraries at Muscat Governorate according to Maslow's hierarchy of needs. Design/methodology/approach – A quantitative approach containing a questionnaire survey was used for collecting data from 111 librarians and library employees in 29 identified academic libraries. Findings – Findings pointed out that the motivation level was modest with varied attitudes for individual motivational needs. The need for security was indicated as the least motivating with an average mean score below agreement. Their lower-order motivational needs are apparently satisfied except for security needs which indicated a level below satisfaction. On the other hand, the upper-level needs of self-esteem were not adequately satisfied. Research limitations/implications – Motivation has the potential to satisfy the five essential needs that Maslow built up in hierarchy. However, library managers are also responsible to determine every individual behavior of employees and accordingly adopt the proper motivational strategy. The study recommends developing and implementing local standards for a motivational system appropriate for all academic libraries in Oman, taking into consideration the respondents' needs for security. The study also recommends conducting further studies on work motivation in other library settings such as learning resource centers and public libraries. Originality/value – The study helps assess the status of motivation in the academic libraries of a developing country. It also helps describe and explain motivation from the perspectives of librarians and other employees. The literature in the region does not indicate similar studies that addressed the issue of motivation in the academic libraries or other library settings. This study, however, is the first to deal with motivation in academic libraries in Oman.

scholarly journals Does Interpersonal Relations and Work Incentives Affect Work Motivation and Organizational Commitments?

2020 ◽  
Vol 18 (2) ◽  
pp. 70-82
Author(s):  
Muhammad Ramaditya ◽  
Lisa Rosa Liana ◽  
Ridwan Maronrong
Keyword(s):  
Organizational Commitment ◽  
Interpersonal Relationships ◽  
Interpersonal Relations ◽  
Work Motivation ◽  
Human Resources Management ◽  
Management Strategies ◽  
Work Incentives ◽  
Analysis Method ◽  
Resources Management ◽  
Operational Improvement

This study aims to determine the effect of interpersonal relationships and work incentives on work motivation and organizational commitment of PT. Technology Karya Mandiri. The research sample was total all employees of 70 respondents. The method of collecting data through a questionnaire and used path analysis method using SmartPLS 3.0. Based on the results of the study, work motivation and organizational commitment has a positive and significant effect on interpersonal relationships. Work motivation and organizational commitment has a positive and significant effect on work incentives. Moreover, Organizational commitment has a positive and significant effect on work motivation. Work motivation has a negative and not significant effect on interpersonal relationships through organizational commitment. Work motivation has a negative and not significant effect on work incentives through organizational commitment. This study gives implications to provide a knowledge and optimization of human resource management strategies. The enhancement of motivation and commitment can be well received by his subordinates and other continuous efforts are made to improve both operational improvement and continuous improvement to create a highly dedicated human resources management.

scholarly journals HUBUNGAN MOTIVASI KERJA PEGAWAI DENGAN PRODUKTIVITAS KERJA PEGAWAI KANTOR CAMAT TIGABINANGA KABUPATEN KARO

2021 ◽  
Vol 29 (2) ◽  
pp. 258
Author(s):  
Novalina Kartika Sari Br Karo ◽  
Marlon Sihombing ◽  
Simson Ginting
Keyword(s):  
Hypothesis Testing ◽  
Extrinsic Motivation ◽  
Partial Correlation ◽  
Work Motivation ◽  
Work Productivity ◽  
Test Results ◽  
Real Relationship ◽  
Close Relationship ◽  
Level Of Motivation ◽  
The Relationship

The theory used in the motivation variable is Herzberg's Motivation Theory in which motivation is divided into two, namely intrinsic and extrinsic motivation, then Maslow's Hierarchy of Needs Theory. One of the data collection techniques used in this research is through questionnaires and literature review of the object under study. From the results of hypothesis testing with a simple correlation (bivariate) that has been done, it shows that: There is a strong and real positive relationship between Employee Work Motivation (X) and Work Productivity (Y). This shows that the higher the level of work motivation, the better the performance will be. The partial correlation hypothesis testing shows that: There is a positive and real relationship between Work Motivation (X) and Work Productivity (Y), which indicates that the higher the level of Work Motivation, the better the productivity. The correlation value between X and Y is 0.714, indicating that there is a close relationship between Work Motivation and Work Productivity. Hypothesis testing to see the relationship between the level of motivation and productivity is tested simultaneously. The test results show that there is a close and real relationship between the level of work motivation and work productivity, which is equal to 0.714

scholarly journals System arrangement of labor motivation and methodological approaches to the comprehensive assessment during the stage of innovative changes

2021 ◽  
pp. 33-40
Author(s):  
Oleksandr P. Kirdan ◽  
Olena A. Harnyk ◽  
Anatolii L. Berzhanir
Keyword(s):  
Work Motivation ◽  
Comprehensive Evaluation ◽  
Objective Evaluation ◽  
Developed Countries ◽  
Innovative Development ◽  
Theoretical Methods ◽  
Economic Mechanism ◽  
Innovative Model ◽  
Methodological Approaches ◽  
Level Of Motivation

Purpose of the research. The purpose of the article is to substantiate the basic theoretical provisions of the formation of labor motivation and methodological approaches to its complex assessment at the stage of innovative changes in the economy. Methodology. In the course of the research general theoretical methods were used: dialectical for knowledge of economic processes; systematic and institutional approaches for the implementation of theoretical generalizations and conclusions in determining the components of the system of labor motivation and factors of its development, to assess the experience of developed countries in the construction of a system of labor motivation in the conditions of an innovative model of the economy. Results. The essence and peculiarities of formation of the mechanism of labor motivation in the conditions of innovative development are investigated in the article. The system of methods, which application will increase the level of motivation of employees, is distinguished. The necessity of objective evaluation of the effectiveness of methods of work motivation and the system of work motivation using quantitative and qualitative indicators is proved. Practical meaning. The proposed methodology of comprehensive evaluation of the system of labor motivation can be used in the formation and improvement of the system of labor motivation, taking into account the peculiarities of innovative development of the economy and the innovative direction of the activities of economic entities. Prospects for further research. The prospect of further research should be to improve the socio-economic mechanism of labor motivation in the conditions of formation of an innovative model of economy.

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