scholarly journals Need Behavioural Orientation of Dynamos and Drones in Organizations: A Maruti Experience

2007 ◽  
Vol 32 (1) ◽  
pp. 45-54
Author(s):  
Anu Singh Lather ◽  
Shilpa Jain
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Work Performance ◽  
Work Motivation ◽  
Interpersonal Relationship ◽  
Secondary Data ◽  
Organizational Stress ◽  
Phase Iii ◽  
Edwards Personal Preference Schedule ◽  
The Difference

Research has recognized the important role of personality in developing and selecting employees and in determining behaviour at workplace. Personality is believed to affect decisionmaking, problem-solving, conflict management, and stress management. This stems from the assumption that role conflicts and organizational stress are also manifestations of the underlying turbulence of one�s personality predispositions. This paper reports the results of the threephase study conducted in Maruti Udyog Limited to understand the different behaviour patterns in workplace. In phase I, secondary data were collected through organizational stress and work motivation questionnaires, and job satisfaction and role conflict scales. In phase II, Dynamos and Drones were identified. Those scoring low on organizational stress, role conflict, and absenteeism and high scores on work motivation, work performance, and job satisfaction were grouped as Dynamos. On the other hand, those obtaining high scores on organizational stress, role conflict, and absenteeism and low scores on work motivation, work performance, and job satisfaction were categorized as Drones. In phase III, the Edwards' Personal Preference Schedule was administered to Dynamos and Drones to compare the need orientation of their behaviour. In order to examine the difference between the Dynamos and the Drones on various need orientation of their personality, t-test was conducted. The results reveal the following: The Dynamos are significantly higher on achievement, order, and autonomy compared to the Drones. Dynamos prefer to participate in friendly groups and form strong attachments. Dynamo's high score on endurance shows that they keep pursuing a job till it is complete. The drones are significantly higher on aggression and heterosexuality resulting in poor interpersonal relationship. There is no difference between the Dynamos and the Drones on deference, exhibition, interception, dominance, abasement, and change. In order to grow and be successful, an organization therefore needs a workforce consisting of more Dynamos. And, to be a dynamo, one should have the need personality orientation of order, endurance, and achievement which accounts for one's desire to give his best, to be successful, plan work, and stick to the job till the end. The author also stresses upon the need orientation of affiliation, succorance, and nurturance which together form the key ingredients for building interpersonally sensitive relationship.

scholarly journals ANALISA MOTIVASI KERJA PEGAWAI PT. ZTE INDONESIA

2020 ◽  
Vol 7 (1) ◽  
pp. 54
Author(s):  
Sapto Hadi Imambachri ◽  
Tiara Chandika
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Secondary Data ◽  
The United States ◽  
Likert Scale ◽  
High Tech ◽  
Attendance Rate ◽  
Employee Job Satisfaction ◽  
High Motivation

ABSTRAK-Penelitian yang berjudul Analisa Motivasi Kerja Pegawai PT ZTE Indonesia bertujuan untuk mengetahui  kepuasan kerja karyawan, kinerja dan hambatan- komunikasi yang terjadi pada  PT. ZTE Indonesia  setelah  PT ZTE Indonesia  terkena larangan selama tujuh tahun tanpa suplai komponen yang berteknologi tinggi seperti chipset Qualcomm oleh Amerika Serikat pada tahun 2018. Penelitian deskriptif kualitatif ini dilaksanakan dengan menggunakan kuesioner kepada 25 responden dan wawancara langsung terhadap pegawai PT ZTE Indonesia yang digunakan sebagai data primer serta menggunakan dokumen pendukung yang digunakan sebagai data sekunder. Kuesioner diberikan kepada responden dengan menggunakan skala likert  kemudian di Analisa berdasarkan jumlah responden yang memilih untuk elemen – elemen yang ada pada skala Likert tersebut , maka berdasarkan analisa yang penulis dapatkan bahwa kepuasan kerja adalah 91,2%,  komunikasi 90%, kinerja kerja 99,32% dan dikaitan dengan tingkat kehadiran karyawan 93,9% maka dapat disimpulkan bahwa karyawan PT.ZTE Indonesia mempunyai motivasi yang tinggi terhadap pekerjaan mereka. Meskipun demikian  ruang perbaikan masih harus diperhatikan, terutama yang berdasarkan pengisian kuesioner pada elemen Setuju= S , masih cukup banyak. Kata Kunci :   Motivasi Kerja, Kepuasan Kerja,  Kinerja, Hambatan ABSTRACT-The research entitled Analysis of Employee Work Motivation at PT ZTE Indonesia aims to determine employee job satisfaction, performance and communication barriers that occur at PT. ZTE Indonesia after PT ZTE Indonesia was banned for seven years without the supply of high-tech components such as Qualcomm chipsets by the United States in 2018. This descriptive qualitative research was carried out using a questionnaire to 25 respondents and direct interviews with PT ZTE Indonesia's employees that were used as data primary as well as using supporting documents that are used as secondary data. The questionnaire was given to respondents using a Likert scale and then analyzed based on the number of respondents who chose to elements - elements on the Likert scale, then based on the analysis that the authors get that job satisfaction is 91.2%, communication 90%, work performance 99, 32% and associated with an attendance rate of 93.9%, it can be concluded that the employees of PT. ZTE Indonesia have high motivation towards their work. Nevertheless, room for improvement still needs to be considered, especially those based on filling out the questionnaire on the Agree = S element, there are still quite a lot. Keywords: Work Motivation, Job Satisfaction, Performance, Obstacles  

Motivasi dan kepuasan kerja pegawai puskesmas BLUD dan non-BLUD Kabupaten Semarang

2018 ◽  
Vol 2 (3) ◽  
pp. 111
Author(s):  
Aswindar Adhi Gumilang ◽  
Tri Pitara Mahanggoro ◽  
Qurrotul Aini
Keyword(s):  
Public Health ◽  
Job Satisfaction ◽  
Financial Management ◽  
Work Motivation ◽  
P Value ◽  
The Public ◽  
The Status ◽  
The Difference ◽  
Demand For Health ◽  
Public Demand

The public demand for health service professionalism and transparent financial management made some Puskesmas in Semarang regency changed the status of public health center to BLUD. The implementation of Puskesmas BLUD and non-BLUD requires resources that it can work well in order to meet the expectations of the community. The aim of this study is to know the difference of work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD. Method of this research is a comparative descriptive with a quantitative approach. The object of this research are work motivation and job satisfaction of employees in Puskesmas BLUD and non-BLUD Semarang regency. This Research showed that Sig value. (P-value) work motivation variable was 0.019 smaller than α value (0.05). It showed that there was a difference of work motivation of employees in Puskemas BLUD and non-BLUD. Sig value (P-value) variable of job satisfaction was 0.020 smaller than α value (0.05). It showed that there was a difference of job satisfaction of BLUD and non-BLUD. The average of non-BLUD employees motivation were 76.59 smaller than the average of BLUD employees were 78.25. The average of job satisfaction of BLUD employees were 129.20 bigger than the average of non-BLUD employee were 124.26. Job satisfaction of employees in Puskesmas BLUD was higher than non-BLUD employees.

scholarly journals The Influence Of Work’s Motivation And Compensation Effects Towards Employee’s Satisfaction, And The Impact On The Work Performance At State Employees Civil Sub Company, Kebun Jeruk, West Jakarta

2012 ◽  
Vol 5 (1) ◽  
Author(s):  
Susan Novita Rotua Situmorang ◽  
Haryadi Sarjono
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Structural Equation ◽  
Work Performance ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Research Work ◽  
Civil Servants ◽  
State Employees ◽  
The Impact

Success in realizing the objectives company relies heavily on existing human resources in organizations in such company. To realize the objectives of the company, the company must consider factors that affect the performance of Civil Servants Work Motivation among others factors, Compensation, and Job Satisfaction. With the achievement of expected performance of Civil Servants Kebon Jeruk District Company can achieve its objectives. Kind research used is descriptive method, Pearson Correlation and Path Analysis is useful to know the response of employees on Work Motivation, Compensation for Job Satisfaction and Their Impacts on Civil Service Performance Kebon Jeruk District Company District Company where the employee population of 60 respondents. Provided the results of a calculation of the structural equation, Y = 0.579 X1 + 0.325 X2 + 0.644 ε1, where R2 = 0.585, sub-structure structural equation 2 ie, Z = 0.191 X1 + 0.239 X2 + 0.618 Y + 0.402 ε2 where R2 = 0.838 Conclusions and Recommendations of this research work motivation (X1) and Compensation (X2) jointly have a significant influence on job satisfaction (Y) equal to 58.8%. Work motivation (X1), Compensation (X2), and Job Satisfaction (Y) jointly have a significant influence on the performance of Civil Servants (Z) equal to 83.8%.

scholarly journals A PRELIMINARY STUDY OF JOB STRESS FACTORS ON JOB SATISFACTION AMONG GOVERNMENT EMPLOYEES IN MALAYSIA'S SOUTHERN REGION

2021 ◽  
Vol 18 (2) ◽  
Author(s):  
Nooradzlina Mohd Pauzi ◽  
◽  
Asma Shazwani Shari ◽  
Hadhifah Fadhlina Ismail ◽  
Azyanee Luqman ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Job Stress ◽  
Interpersonal Relationships ◽  
Interpersonal Relationship ◽  
Influential Factors ◽  
Southern Region ◽  
Stress Factors ◽  
Government Sector ◽  
The Government

Job stress has become a global problem in recent years, and it is rising year after year. The purpose of this research was to identify influential factors of job stress that affect job satisfaction among the employees in the government sector in the southern region of Malaysia. This research is important because it will help the company determine the best way to assist their workers in improving their job satisfaction. Job stress consists of three elements, namely workload, role conflict, and interpersonal relationships. The questionnaires were distributed to 108 respondents who were employees at Lembaga Kemajuan Johor Tenggara (KEJORA). Descriptive statistics, Cronbach alpha, and regression analysis were employed to analyse the result using the SPSS analysis. The findings revealed that a significant positive relationship exists between interpersonal relationship and job satisfaction whereas role conflict and workload does not influence job satisfaction. Finally, limitations and suggestions for this study are also highlighted.

scholarly journals The Effect of Work Motivation and Compensation on the Non-State Employees’ Work Performance with Work Satisfaction as Intervening Variables at the National Land Agency, the Regency of Bekasi

2021 ◽  
Vol 4 (2) ◽  
Author(s):  
Sri Marti Pramudena ◽  
◽  
Ahmad Badawi Saluy ◽  
Abdul Muhith
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Coefficient Of Determination ◽  
Job Motivation ◽  
Study Results ◽  
Quantitative Descriptive ◽  
State Employees ◽  
Intervening Variables ◽  
Descriptive Method

This study aimed to examine and analyze the effect of work motivation and compensation on the employees’ work performance with job satisfaction as an intervening variable conducted at the National Land Agency, the Regency of Bekasi. The research used a quantitative descriptive method with a sample of 103 respondents out of a population consisting of 140 employees. Meanwhile, the data analysis was conducted using the coefficient of determination and simultaneous coefficient. Based on the study results, it reveals that (i) job motivation partially has a positive and significant effect on job satisfaction, (ii) compensation partially has a positive and significant effect on job satisfaction, (iii) job motivation partially has a positive and significant effect on job satisfaction, performance, (iv) compensation partially have a positive and significant effect on work performance, (v) job satisfaction partially has a positive and significant effect on work performance, (vi) work motivation and compensation simultaneously have a positive and significant effect on job satisfaction, (vii) work motivation and compensation simultaneously have a positive and significant effect on work performance. The two independent variables, i.e., work motivation and compensation, have a partial effect and can also work together (simultaneously) and have a positive and significant effect which can be proven by all the results of the proven hypotheses.

scholarly journals Pengaruh Kualitas Pelayanan dan Motivasi Kerja terhadap Kinerja Melalui Kepuasan Kerja Pegawai Pada Kantor BPPRD Palangka Raya

2020 ◽  
Vol 1 (3) ◽  
pp. 179-186
Author(s):  
Reiny Irianti Poetri ◽  
Bambang Mantikei ◽  
Thresia Kristiana
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Path Analysis ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Service Staff ◽  
And Performance

Government agencies' service standards have been established based on MENPAN Decree No. 25/2004. Therefore it is necessary to review the giving of work motivation, so that job satisfaction and performance can be improved again. The purpose of this research is to measure and analyze the direct and indirect effects of service quality, work motiva-tion, on job satisfaction and performance and to measure and analyze the direct influence and indirect effect between job satisfactions on employee performance. The sample of the study consisted of 200 people taxpayers service staff Palangka Raya BPPRD Office. Research data in the form of primary and secondary data obtained through observation and questionnaires. Data were analyzed using path analysis, while the job satisfaction variable was an intervening varia-ble and performance was the dependent variable (the dependent variable). From the results of path analysis where the direct effect between service quality on job satisfaction and on performance has a significant effect, and work motiva-tion on job satisfaction is not significant. While the indirect effect (indirect effects) quality of service on performance through job satisfaction with a coefficient of 0.115 is greater than work motivation on performance through job satis-faction by 0.030, meaning that work motivation on performance through job satisfaction has a non-significant effect.

scholarly journals The Influence of Workload, Job Satisfaction and Work Motivation on Nurse Performance in Hospital Inpatient Installation

2020 ◽  
Vol 1 (2) ◽  
pp. 56-63
Author(s):  
Dian Rosyidawati ◽  
Noer Bahry Noor ◽  
Andi Zulkifli
Keyword(s):  
Job Satisfaction ◽  
Work Performance ◽  
Work Motivation ◽  
Poor Performance ◽  
Working Hours ◽  
Cross Sectional Study ◽  
Hospital Inpatient ◽  
City Hospital ◽  
Nursing Management ◽  
Cross Sectional

Work performance in quality and quantity achieved by an employee in carrying out his duties in accordance with the responsibilities assigned to him. This study aims to analyze the effect of workload, job satisfaction and work motivation on the performance of nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital. This type of research is a quantitative study using an observational study with a cross sectional study design. The sample in this study were nurses in the inpatient installation of dr. Tadjuddin Chalid Hospital and Makassar City Hospital, totaling 170 respondents. The results showed that there was an effect of workload on the performance of nurses, there was an effect of job satisfaction on the performance of nurses, there was an effect of work motivation on the performance of nurses at dr. Tadjuddin Chalid and Makassar City Hospital. It is suggested to the hospital management that the need for improvement in nursing management, especially the division of duties and working hours of nurses to reduce the workload of nurses so as not to cause work stress that can impact on the performance of nurses, to further increase the work satisfaction of nurses by continuing to carry out fair rewards and punishments sytem, ​​giving motivation, both material and non-material, for nurses who have good performance to be able to maintain their performance while still carrying out their duties based on the applicable rules. For nurses who have poor performance, they can improve their performance by paying more attention to work targets to be achieved for the advancement and image of the organization as well as the quality of services provided to patients.

scholarly journals Job Satisfaction and Work Motivation in Enhancing Generation Z’s Organizational Commitment

2020 ◽  
Vol 1 (5) ◽  
pp. 234-240
Author(s):  
Putri Rakhmatia Nabahani ◽  
Setyo Riyanto
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Research Method ◽  
Work Motivation ◽  
Secondary Data ◽  
Research Papers ◽  
Gen Y ◽  
Three Generations ◽  
Generation Z ◽  
Gen X

Generation Z is a generation with unique characteristics that makes them differ from their predecessor. With Generation Z entering the workplace, there are currently three generations (Gen X, Gen Y, and Gen Z) that must work together and coordinate within the company. However, Generation Z is known to be a “job hopper” generation. They like to switch between jobs for a certain reason. This behavior is surely associated with the concept of organizational commitment. Furthermore, both variables (motivation and satisfaction in work) presumed to have a great impact on organizational commitment. Therefore, the aim of this study is to observe on how to enhance Generation Z’s organizational commitment through job satisfaction and work motivation. This observation is to explain on what Generation Z expects and values the most in the workplace and how employers can meet those expectations. Research method used is desktop-based research which consists of secondary data collected from different research papers, journals, articles, and books.

scholarly journals PENGARUH MOTIVASI ISLAM DAN KEPUASAN KERJA TERHADAP KINERJA KARYAWAN LEMBAGA AMIL ZAKAT NASIONAL BAITUL MAAL HIDAYATULLAH SURABAYA

2020 ◽  
Vol 7 (1) ◽  
pp. 183
Author(s):  
Nur Shofa Barkhiyyah ◽  
Ari Prasetyo
Keyword(s):  
Job Satisfaction ◽  
Linear Regression ◽  
Research Method ◽  
Work Performance ◽  
Work Motivation ◽  
Work Satisfaction ◽  
Sampling Technique ◽  
Negative Influence ◽  
The Other ◽  
Analysis Technique

This study aims to analyze the influence partially and simultaneously whether the motivation variables of Islam and job satisfaction have a significant effect on Islamic work performance at the Baitul Maal Hidayatullah National Amil Zakat Institution in Surabaya. The research method used in this study is a quantitative approach. The process of data collection used was a questionnaire, with a saturated sampling technique with the criteria of all employees of the Baitul Maal Hidayatullah National Amil Zakat Institution Surabaya numbering 37 respondents. The analysis technique used in this study is the multiple linear regression. This study indicated that the motivation variable has a significant negative influence. It shows that motivation does not influence employee work performance. On the other hand, the second variable, the work satisfaction variable, has a significant positive. It means that work satisfaction influences employee work performance.Keywords: Islamic Work Motivation, Satisfaction, and Employee Work Performance

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