CD Tesis

Motivasi Kerja Pegawai Pada Badan Kepegawaian Daerah Kabupaten Rokan Hilir

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This study was about to answer the question: (1) How does the motivation of employees working in the environment of the Regional Employment Board of Rokan Hilir?, (2) How to improve the motivation of employees working strategy in the environment of the Regional Employment Board of Rokan Hilir?. Appraisal method using two approaches, quantitative and qualitative. Results of the study found that the motivation of employees working in Rokan Hilir BKD environment unfavorable category (medium) with the amount of 57.14%. These results indicate that there was a significant relationship between civil servants and the honoree with work motivation of employees within BKD Rokan Hilir. The results showed that those who work as honorary more motivated to work dibandingakan civil servants. This is a new phenomenon that willingness to work were already civil servants have the drive and the job expectations of stagnation. Due to their orientation have been met and the challenges of working limited. Thus it is obvious that the categories of civil servants and honorary jobs between different. The strategy should be made to raise employee motivation should be taken as follows: (1) Compensation Form of Money. So efforts to provide welfare money that is made by the district Rokan Hilir should be clear and precise time is also right on target with tough sanctions and does not discriminate status. (2) Direction and Control, in the form of a clear need to get reliable performance and coordinated. The best path to be followed is to improve the quality of supervision by the selection and better research, and planning for directing and controlling process again in order to be used sparingly, selectively, and in a fun way, so that the goal can be realized motivated employees. In this context the role of leader must be large to provide direction and control of the employees so that they are clearly in the work and tupoksinya. There is no overlapping and unencumbered on one employee or a specific part. (3) Determination of the Effective Work Pattern. Failure to improve employee productivity in institutions included in BKD Rokan Hilir. So in this context the role of leadership to motivate employees through referrals, examples, role models and clear guidance. Leaders as parents provide guidance to the employees. (4) Incentive non-material, the form of decorations or medals, awarding a plaque of appreciation, giving praise oral or written, formally (in public), or in person, thank you formally or informally, giving promotion (promotion or job title) , granting the right to use anything attribute positions, giving special fixture in the workspace (eg desk, ac, fans, computers, etc.), the provision of health insurance is a small thing but from the interview turned out to employees less to get things like this. (5) Motivation Indirect, besides providing motivation already described above, then there are other things that need to be explained by the leaders of such institutions sebuang this BKD. It is also important to conduct indirect motivation. Motivation is a wide range of activities in the institutions that implicitly leads to "internal inciting motives" as well as the satisfaction of the needs of individuals in institutions.

Key word: Motivation and employees

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Ketersediaan

Informasi Detail

Judul Seri

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No. Panggil

10 09.217 (0018)

Penerbit

Pekanbaru : UNIVERSITAS RIAU – PASCASARJANA - SOSIOLOGI., 2017

Deskripsi Fisik

xviii, 103 hlm.;ill.;29 cm

Bahasa

Indonesia

ISBN/ISSN

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Klasifikasi

10 09.217 (0018)

Tipe Isi

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Tipe Media

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Tipe Pembawa

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Edisi

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Subjek

PASCASARJANA (MAGISTER) SOSIOLOGI

Info Detail Spesifik

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Pernyataan Tanggungjawab

Delsa

Versi lain/terkait

Lampiran Berkas

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