Develop a Human Resource Management Strategy

Oct 13, 2025 by sorusgentrification.com 80 views

The Influence of Motivation in Efforts to Improve Employee Work Performance at PT Bank Rakyat Indonesia (Persero) Tbk North Sumatra Regional Office

Introduction

In today's competitive business landscape, employee motivation plays a crucial role in driving work performance and achieving organizational goals. PT Bank Rakyat Indonesia (Persero) Tbk, one of the largest banks in Indonesia, has been striving to improve employee work performance at its North Sumatra Regional Office. This study aims to examine the influence of various types of motivational needs on employee work performance at this regional office. By understanding the factors that drive employee motivation, the bank can develop effective strategies to improve work performance and achieve its goals.

The Importance of Motivation in Employee Work Performance

Motivation is a critical factor in determining employee work performance. It is the driving force that encourages employees to strive for excellence and achieve their goals. When employees are motivated, they are more likely to be engaged, productive, and committed to their work. On the other hand, a lack of motivation can lead to decreased productivity, absenteeism, and turnover. Therefore, it is essential for organizations to understand the factors that influence employee motivation and develop strategies to enhance it.

Theoretical Framework

This study is based on the theory of motivation, which proposes that motivation is a function of the interaction between the individual and the environment. The theory suggests that motivation is influenced by various factors, including the need for achievement, the need for power, and the need for affiliation. The need for achievement refers to the desire to achieve success and recognition. The need for power refers to the desire to influence and control others. The need for affiliation refers to the desire to belong and be part of a group.

Methodology

This study used a quantitative approach to examine the influence of motivational needs on employee work performance. The sample consisted of 55 employees from the North Sumatra Regional Office of PT Bank Rakyat Indonesia (Persero) Tbk. The data were collected using a survey questionnaire that measured the level of motivation and work performance of the employees. The results were analyzed using statistical methods to determine the relationship between motivational needs and work performance.

Results

The results of this study show that the need for achievement has an insignificant negative influence on work performance. This means that, in the context of this company, the higher the achievement needs, not necessarily directly proportional to the improvement of work performance. One possible explanation is that employees may not feel the equivalent appreciation for the efforts they make, thus making them feel less motivated.

Conversely, the need for power shows positive and significant influence on employee work performance. Employees who have ruling needs tend to be more active in taking initiatives and trying to influence the decisions that exist in their work environment. They feel eager to achieve more position or influence in the organization, which in turn improves their performance. This indicates that the company needs to provide an opportunity for employees to take an active role in decision making and give them space to show leadership abilities.

Then, the variable affiliation needs also show positive and significant effects on work performance. Employees who have high affiliate needs tend to be better in collaborating with the team and building good relations with colleagues. The work environment that supports good collaboration and communication can be an important factor in improving work performance. Therefore, companies need to create a working atmosphere that strengthens social interaction among employees.

Conclusion

From the results of this study, it can be concluded that the need for power is a variable with the most dominant influence on work performance at PT Bank Rakyat Indonesia (Persero) Tbk of the North Sumatra Regional Office. Therefore, the Human Resource Management Strategy focused on meeting the needs of the power and affiliation of employees can be an effective step to improve overall performance. By optimizing this motivation, it is hoped that there will be an increase in the productivity and quality of employee work, which ultimately contributes to the achievement of company goals.

Implications

This study has several implications for organizations, particularly PT Bank Rakyat Indonesia (Persero) Tbk. Firstly, it highlights the importance of understanding the motivational needs of employees and developing strategies to meet them. Secondly, it suggests that the need for power is a critical factor in driving work performance, and organizations should provide opportunities for employees to take an active role in decision making and leadership. Finally, it emphasizes the need for a work environment that supports good collaboration and communication among employees.

Recommendations

Based on the findings of this study, the following recommendations are made:

Develop a Human Resource Management Strategy that focuses on meeting the needs of the power and affiliation of employees.
Provide opportunities for employees to take an active role in decision making and leadership.
Create a work environment that supports good collaboration and communication among employees.
Recognize and reward employees for their efforts and achievements.
Conduct regular feedback and evaluation to ensure that employees are motivated and engaged.

By implementing these recommendations, PT Bank Rakyat Indonesia (Persero) Tbk can improve employee work performance, increase productivity and quality, and ultimately achieve its goals.
Frequently Asked Questions (FAQs) about the Influence of Motivation on Employee Work Performance

Q: What is the main objective of this study?

A: The main objective of this study is to examine the influence of various types of motivational needs on employee work performance at PT Bank Rakyat Indonesia (Persero) Tbk of the North Sumatra Regional Office.

Q: What are the different types of motivational needs that were studied?

A: The study examined three types of motivational needs: the need for achievement, the need for power, and the need for affiliation.

Q: What is the need for achievement, and how does it relate to work performance?

A: The need for achievement refers to the desire to achieve success and recognition. The study found that the need for achievement has an insignificant negative influence on work performance, meaning that higher achievement needs do not necessarily lead to improved work performance.

Q: What is the need for power, and how does it relate to work performance?

A: The need for power refers to the desire to influence and control others. The study found that the need for power has a positive and significant influence on work performance, meaning that employees with a high need for power tend to be more active in taking initiatives and trying to influence decisions.

Q: What is the need for affiliation, and how does it relate to work performance?

A: The need for affiliation refers to the desire to belong and be part of a group. The study found that the need for affiliation has a positive and significant influence on work performance, meaning that employees with a high need for affiliation tend to be better at collaborating with their team and building good relations with colleagues.

Q: What are the implications of this study for organizations?

A: The study highlights the importance of understanding the motivational needs of employees and developing strategies to meet them. It also suggests that organizations should provide opportunities for employees to take an active role in decision making and leadership, and create a work environment that supports good collaboration and communication among employees.

Q: What are the recommendations for organizations based on this study?

A: The study recommends that organizations develop a Human Resource Management Strategy that focuses on meeting the needs of the power and affiliation of employees, provide opportunities for employees to take an active role in decision making and leadership, create a work environment that supports good collaboration and communication among employees, recognize and reward employees for their efforts and achievements, and conduct regular feedback and evaluation to ensure that employees are motivated and engaged.

Q: How can organizations measure the effectiveness of their motivational strategies?

A: Organizations can measure the effectiveness of their motivational strategies by tracking employee engagement, productivity, and job satisfaction, as well as conducting regular feedback and evaluation to ensure that employees are motivated and engaged.

Q: What are the benefits of implementing a motivational strategy in an organization?

A: The benefits of implementing a motivational strategy in an organization include improved employee engagement, productivity, and job satisfaction, as well as increased employee retention and reduced turnover.

Q: How can organizations create a work environment that supports good collaboration and communication among employees?

A: Organizations can create a work environment that supports good collaboration and communication among employees by providing opportunities for employees to work together on projects, encouraging open communication and feedback, and recognizing and rewarding employees for their contributions to team efforts.

Q: What is the role of leadership in motivating employees?

A: Leadership plays a critical role in motivating employees by setting a positive example, providing opportunities for employees to take an active role in decision making and leadership, and recognizing and rewarding employees for their efforts and achievements.

Q: How can organizations recognize and reward employees for their efforts and achievements?

A: Organizations can recognize and reward employees for their efforts and achievements by providing bonuses, promotions, and other forms of recognition and reward, as well as by providing opportunities for employees to take on new challenges and responsibilities.