The highest score for the indicator of motivation is the desire to live and the lowest is the desire for position. Recognition 1 Desire for recognition 2 Desire for recognition 3 Desire for recognition 4 Desire for recognition 5.
Background of Study
Using the right leadership style influences the working environment in an organization. The employees will have a strong motivation towards their organization and it will improve their work performance.
Company Profile Siwah Hotel Banda Aceh
The highest quarterly growth of III-2011 in the financial sector, rental and services company of 2.46% while the lowest growth in the mining sector and the excavation of 0.91%. Tanke statement "the ability to motivate is a critical building block in the development process" a good leader must be able to maintain employee motivation.
Problem Identified
As a newcomer in this industry, the management of Siwah Hotel should be able to formulate the beginning to face this competitive competition. A leader needs subordinates who are willing to give their best performance to support the existence of Siwah Hotel.
Statement of Problem
A newcomer in the industry should have a strong leader to formulate the company's vision and mission to meet other organizations that have already existed in the market for a long time. To reach a good level of employee motivation, a manager should increase the motivation of the employee by understanding what factors relate to motivation.
Research Objective
Based on Table 4.41 with the indicator “Management offers great opportunities for potential employees to gain a higher position of power in the management structure”. Based on Table 4.45 with the indicator “The leader always has a program to strengthen the relationship between employees”.
Significance of study
The academic community
The organization
The researcher
Theoritical framework
Scope and limitation of the study
Definition of Term
Understanding of Leadership
- Four Factors of Leadership
- Characteristics to be Good Leader
- Leadership Theories
- Contingency Theories
- Situational Theories
- Participative Theories
- Relationship Theories
- Lewin’s Theory of Leadership
- Authoritarian Leadership (autocratic)
- Characteristics of Authoritarian Leadership
- Benefits of Authoritarian Leadership
- Weakness of Authoritarian Leadership
- Participative Leadership
- Characteristics of Participative Leadership
- Benefits of Participative Leadership
- Weakness of Participative Leadership
- Delegative Leadership (Leissez-faire)
- Characteristics of Delegative Leadership
- Benefits of Delegative Leadership
- Weakness of Delegative Leadership
A leader with this style of leadership will tell what the leader wants done and how they did the task without any advice from other people. This style will be effective when time is limited, the leader has gathered all the information of the problem, and the subordinates are highly motivated. By applying this style of leadership, the leader will receive good respect from their subordinates.
A leader encouraged the group member to give any ideas, although the final decision will be made by the leader. In this situation, the project may fail and not be able to meet the deadlines when the group member does not get enough direction and guidance from the leader.
Understanding of Motivation
- Intrinsic Factor of Motivation
- Extrinsic Factor of Motivation
- Motivation Theories
- Hierachy of Needs Theories
- Herzberg’s Two-Factor Theory
- Theory X and Theory Y
- Expectancy Theories
- The Relationship between Leadership Style and Motivation
The employees have a motivation to make a contribution through something that the employee's needs come from other people. The key to this theory is an employee's goals and the correlation between employee's effort and employee's performance, between rewards and performance, and the last is between the rewards and employee's goal satisfaction. To motivate the subordinates, leaders must reinforce employee's perception of their effort as both possible and worthwhile, clarify expectations of employee's performance, reward for performance, the leader's make sure that the reward is attractive to employees.
A leader encourages his team member to contribute, and the leader is always available to listen to any input from his subordinates. Employees feel that their manager highly values them and the manager creates a competitive work environment.
Research Design
Research Instrument
27 motivation: The desire to live, the desire for position, the desire for power, the desire for recognition.
Operationalization of the Variables
Scaling
Sampling Design
Validity and Realibility
Validity
Si2 : Response variance of respondents to instruments for i Sx2 : Response variance of respondents to the entire instrument.
Realibility
The low reliability of our instruments is one of the reasons why many of the relationships we find in educational research are low.”
Statistic Descriptive method
Validity Test
The validity of test performance using SPSS software by comparing the corrected item-total correlation of each question with the r table. The result of the validity check of SPSS and the corrected item-total correlation equation shows that r table above from each question of the questionnaires is greater than r table, so we can conclude that all the questions in the leadership style questionnaires are valid. So we can say that all questions can be defined as a variable of leadership style in Siwah Hotel Banda Aceh.
37 From the result of the validity check of SPSS and the corrected item-total correlation, compare the r table above, it can be seen that each question of the questionnaire is greater than the r table, we can conclude that all questions in the motivation questionnaires are valid. So we can say that all the questions in the questionnaires can be defined as a variable of motivation in Siwah Hotel Banda Aceh.
Realibility Test
Respondent Characteristic
38 The first questionnaires are based on the gender of the correspondents, the age of the correspondents, the education level of the respondents and the period that the respondents worked in Siwah Hotel Banda Aceh. It is clear that most of the gender characteristics in Siwah Hotel Banda Aceh are male. 39 Based on the above age characteristic, it can be seen that the largest age characteristic in Siwah Hotel Banda Aceh is 26-30 years.
Based on the level of education of the respondents mentioned above, it can be seen that the highest level of education of the employees at the Siwah Academy Hotel was D1/D2/D3. Based on the above period of employment, it can be seen that the longest period of employment at the Siwah Hotel was 1-2 years.
Leadership Style Variable(X)
Sub variable Autrocratic Style (X 1 )
Based on table 4.8 with the indicator "Manager does not care about any input from employees". Respondents who answered strongly agreed were 6 respondents (12%). Respondents who answered agree were 12 respondents (24%), 4 respondents answered neutral (8%), 21 respondents answered disagree (42%). Respondents who answered strongly agree were 11 respondents (22%), 27 respondents who answered agree (54%), 5 respondents who answered neutral (10%).
Based on table 4.11 with the indicator "The manager has complete control over the working environment of the employees". There were 20 respondents who answered that they completely agree (40%). Based on table 4.12 with the indicator "The manager always dictates the work activities of the employee". There were 5 respondents (10%) who answered that they completely agree.
Sub Variable Democratic Style (X 2 )
Based on Table 4.14 with the indicator "Leader does not limit the scope of employment". Respondents who answered strongly agree were 14 respondents (28%). The researcher assumes that this statement has a good score because the leader will make the subordinates feel free when doing their work. The researcher accepted for this statement has a good score because the leader would create good communication between leader and subordinates, there are 4 factors of leadership according to U.S.
The researcher takes an assumption that this statement has a very good score because if the manager gives power to the employee, it will make them lose their confidence in their workplace. The researcher assumes that this statement has a very good score because the manager will treat their subordinates fairly.
Variable Sub Leizess Faire Style (X 3 )
The researcher concludes that this statement has a moderate score because the manager sometimes trusts the employee. The manager believes that even the manager does not supervise the daily activities, the employee will perform well. The researcher assumes that this statement has a good score because the manager trusts the employee and makes the employee feel more comfortable working with their peace.
The researcher assumes for this statement has a moderate score because even the manager let the employee work freely, the employee still needs guidance from the employee in some problems. The researcher assumes that in some situations the manager trusts the employee, but in some cases the employee still needs guidance from the manager.
Motivation Variable (Y)
The Desire to live (Y 1 )
Based on Table 4.28 with the indicator "Leader guarantees every employee gets a monthly salary on time with the actual amount". Based on Table 4.29 with the indicator "Intensive or bonus will increase my motivation to work better". The research takes an assumption for this statement has very good classification because the employee agrees that bonus will increase their motivation to work.
Based on Table 4.32 with the indicator of the overall respondent's perception of The Desire To Live (Y1) Respondents who answered strongly agreed were 147 respondents (58.8%). The desire to live has a very good score because this factor is the employee's basic need to fulfill needs and wants.
The Desire For Position (Y 2 )
The researcher assumed that this statement has a good classification because providing job security will increase the sense of security for the employee. The researcher assumed that this statement has a good classification because an employee's promotion will increase the employee's motivation. Based on Table 4.36 with the indicator “Management provides training in various positions to improve my skills”.
The researcher assumes that this statement has a good score because the employee will be satisfied if his contribution has a positive impact on the company. Based on Table 4.38 with the indicator of the respondent's total perception for The Desire for Position (Y2). Respondents who strongly agreed were 75 respondents (30%).
The Desire For Power (Y 3 )
The researcher accepted for this statement has very good classification because employee needs a good respect from their social. The researcher takes an assumption for this statement has a very good classification because by giving a chance for potential employee to reach a higher position in the company, the motivate will increase to give the best performance to the higher to get position. Based on Table 4.42 with the indicator "Coworkers always give positive influence to increase my work performance".
The researcher concludes that this statement has a very good classification, as it will increase the employee's connection by influencing the co-worker with positive energy. The researcher assumes that this statement has a very good result, because by giving the employee the opportunity to make decisions, he will increase his problem-solving skills.
The Desire For Recognition (Y 4 )
Based on table 4.46 with the indicator "My leader always interacts well with their subordinates". Based on table 4.47 with the indicator "My social life gives me a lot of respect since I joined my company". Based on Table 4.50 with the indicator of the respondents' total perception of Desire for Recognition (Y4) Respondents who answered completely agree were 119 respondents (47.6%).
This indicator will create a positive environment in the workplace that is aspects of the external factor of motivation. Desire for recognition is the dominant factor for employee motivation in Siwah Hotel Banda Aceh with the mean score being 4.55 which is the highest mean score among the other three motivational factors.
Conclusion
Recommendation
According to Table 4.51, we can see that the desire for the position has the lowest rating among other motivation factors. The manager should increase the value of the desire for the position to make the work environment better. According to Table 4.36, the values of the question “Management provides training in various positions to improve my skills” have the lowest mean score among other aspects.
The leader of Siwah Hotel Banda Aceh should organize various trainings for the employees to increase their skills. Having employees who have different skills makes the operation of the hotel more optimal.
