1

DEVELOPMENT OF HUMAN RESOURCES THROUGH

WORK MOTIVATION

Atina Harin Hayuni

(19.0101.0138)

Abstract. One of the most important factor that can’t be separated from an
organization is human resources. The development of a company is determined by
human resources. The fact, human resources is required in an organization as a
thinker, planner, and mobilizer to achieve the goals of the organization.
Therefore, quality of human resources need to developed with provide work
motivation for human resources. By giving work motivation by the leader for the
employee, expected to be able to increase employee productivity so that the
effective and efficient or maximum level in realizing the goals of the organization
in the company, an employee and also the public can be achieved.

A. INTRODUCTION

In facing the modern era with development of technology that very

advanced this time, the role of human resources very required for produce
productivity the quality goods or services can be in the form of material or
product goods in the form of services. How the efforts of employee productivity
performance can be improved so that able to affect the efficiency and
effectiveness of an organization is the center of attention this time. The main
factor that give emphasis from the analysis how to increase employee productivity
is employee performance motivation.

The employee has something important about attitude, behavior, and

habits that grow and develop in environment and experiences that obtained from
their workplace. The goals of an organization will difficult to reach if the
 2

employees don’t want to explore the potentials that is within them to work as
much as possible. Therefore, the organization giving work motivation for the
employees intended so the employees can work with as much as possible so that
providing the best achievements for an organization.

Every leader has a duty to motivate and encourage every employee to

achievers because every employees play a role in improve management functions
from the organization. Thrust is the effective way to determine the employee
achievement. Someone abilities formed by the experience, education, personal
characteristics, etc. While the thrust be influenced by internal factors, which come
from within a person, and external factors which things that come from outside or
surrounding environment.

The leader must afford to know or understand the external factors of every
employee with motivating, influence, communicate, directing with employees,
and with choose facilities and tools that are suitable for the employee so that can
influence the effectiveness of a leader. Therefore, a leader is the important part. A
leader is required to be able to direct and influence the employees to reach the
goals of the organization. An organization is the place for achievement of goals
that have been agreed upon together between some people that joined and bound
together by an arrangement of relations between superiors and subordinates.

Structure organization place employees in an arrangement of levels in an

organization so that relations between employees be regulated rationally. A
relationship between leaders with employee, humans can research and observe the
thrust which raises employee always looking for satisfaction which is not
balanced with its role in achievement goals of an organization and always act
actively. In essence, the thrust for some employees are different from time to time.
Therefore, none of the motivation theories formed by experts become a universal
boss that is generally acceptable.
 3

B. DISCUSSION
1. Definition of Motivation

Relating to the understanding of work motivation of human resources

employee, the following will explained regarding the theory, concept, and the
definition of work motivation of experts. Hersey, et al. (1996:16) stated: “the
motivation of people depends on the strength of their motives. Motives are
sometimes define as needs, wants, or impulse within the individual”.
Therefore, in my mind, discuss the understanding of motivation can’t be
separated from the driving factors why human want to behave, to do, and to
act. The driving factor often be identified with needs and wants. Every
employee certainly have needs and wants which different. Therefore, a leader
must conduct a survey of every employee to be able to find what needs are
desired by employees.

Robbins (1982:276) state “motivation is the willingness to do

something and is conditioned by this action ability to satisfy some needs for
the individual”. Next, Sharma (1982:11) argued that “Motivation is will to
work”. Based on the description of the motivation, I think the things that need
to be done by a leader so that the spirit of work is maintained, so that the
employees always do and work with as much as possible according with the
demand and desire of the organization. With giving motivation for employee
is expected can encourage employees to work better.

With giving motivation, the employees will confidence arises that by

working well, it will be easier to achieve organization goals, so that their
personal goal also will fulfilled. The term motivation covers various aspects of
human behavior which encourage to do and not to do. Motivation is driving
people to do, to act, and to behave. The understanding of motivation in
everyday life is motivation interpreted as the whole process giving
encouragement to employees so that they willing to work willingly without
feeling forced (Saydam, 2000:326).
 4

An organization said to be successful in implementing the program if

the employee in that organization doing job well according to the field and
each other’s responsibilities. In implementing their job, employees need to be
given directives and encouragement so that the potential that is within them
can be changed become achievement that can benefit the organization. In
doing work, someone not solely pushed by ratio factors in doing or not doing,
but also influenced by emotional factors. Therefore, this factors need to be
considered in providing motivation so that the motivation become right on
target.

2. The element of Motivation

i. Needs
Needs is the best one-word definition a need is deficiency. In
homeostatic sense, need are created whenever where is a physiological or
physiological imbalance (Luthans, 1985:184). So, this need result in
existence encouragement to fulfill certain needs which desired. Need is a
desire that less felt by an employee at a certain time. Gibson, et al. (1989:
94) stated, “Need show flaws experienced by someone at a certain time”.
Based on the statement, can be said that need might are physiological
(such need of clothing, food, and board), psychological (such need of self-
esteem), or sociological (such need to interact with other people).
Therefore, if there are deficiencies perceived by employee, so will make
the employee trying to fulfill that deficiencies.
The leader has a duty for try to understand what types of needs are
more needed and the most desired by his employee to directing behavior
towards achievement desired goals. It can be understand from individual
differences and individual background, so that make difference needs or
desire which the most desirable by the employees. Process of motivation
begin from there is a need which is not fulfilled. So that, cause the
employees find another way to trying to fulfill their needs, that is by
finding another job or enter another organization both government
organizations and private organizations. In organization, employee
 5

behavior directed to behavior to achieve goals. Next, after a while the

supervisor will conduct an evaluation employee behavior. The result of
that evaluation will be result in two kinds of consequences that is reward
or punishment.
ii. Drives
A drive can simply defined as deficiency with direction. Drives are
action oriented and provide an energizing thrust toward goal
accomplishment (Luthans, 1985:184). So, an encouragement can
formulated simply as a deficiency accompanied by direction. The
encouragement is oriented on action to reach the goal.
iii. Goals
At the end job the motivation cycle is goal. A goal in the motivation
cycle can be definition as anything which will alleviate a need and reduce
a drive. Thus, attaining a goal tend to restore physiological or
psychological balance will reduce or cut off drive (Luthans, 1985:184). A
purpose of motivation cycle is everything which will appease a need and
will decrease encouragement. So achievement of a goal tend will restore
imbalance become balance which physiological and psychological.

3. Theories of Work Motivation

1. Maslow’s Need Hierarchy Theory
Maslow has argument about need theory, according to Maslow which
quoted by Harsey, et al. (1982:38), put forward: “Human behavior at a
certain time directed by the most powerful need which appeared at that
time. There are five levels of human needs, and if the first level of needs
not yet fulfilled, so all human efforts aimed at fulfill those needs first, that
is what an active motivator is. If the first level of this need already fulfilled
to a certain extent, then appear second level of need as the strongest need,
and this also become an active motivator now, while the first level needs
are fulfilled no longer be active motivator. And so on until the third level
needs, fourth level and fifth level”.
 6

One of motivation theory which the most referenced is theory

“Hierarchy of Need” which stated by Abraham Maslow. Maslow looked at
human needs based on a hierarchy of needs from the lowest needs up to
the highest of needs. Basic human needs which identified by Maslow in
order important level as follows:
1. Physiological Needs (Basic Needs)
For example clothing, food, and individual welfare.
2. Security Needs
Linked with work then security needs while working, feeling safe
which concerns the employee’s future.
3. Affiliate or Acceptance Needs (Social Needs)
a. The need for feeling accepted where it works
b. The need for feelings of respect
c. The need to excel
d. The need to be able to participate
4. Award Needs (Esteem Needs)
This type of need produce satisfaction like power, prestige, status
and self-belief.
5. Self-Actualization Needs
This need is highest need, namely the need to be aspired people
and felt able to make it happen. (Koontz, 1990:121)

Based on the statement above, in my opinion, every employee has a

desire motive (want) and certain needs and expect satisfaction from his
result work. Theory of motivation can be grouped into two big groups,
namely Content Theory (the theory of power) and process theory. On the
Content Theory is based on thought that "Factors of individual needs and
satisfaction which encourage humans to want to do their activities ". Next
which include in this group is hierarchy theory of needs. This theory is
based on the principle of plural needs.
2. Alderfer’s ERG Theory
 7

This theory stated (Alderfer, 1969): "That there are three main needs
group, namely the need for existence, the need for affiliation
(Relationships) and the need for progress (Growth)”, as follows:
1. Existence - this group of need is concerned with providing the basic
requirement for material existence, such as physiological and safety
need. This need is fulfilled by money earned in a job so that one may
buy food, shelter, clothing, etc.
2. Relationships – this group of needs center on ore which was built on
the desire to establish and maintain interpersonal relationships. Since a
person normally spend approximately half of one’s waking hour on the
job; this need is normally satisfied at least to some degree by one’s
coworkers.
3. Growth – this needs are met by personal development. A person’s job,
career, or profession provide for significant satisfaction of growth
needs.”
Needs will related (relatedness) is a need for in a relationship with
fellow, doing social relations or sociable and cooperate with other people.
These needs are same as Maslow's social needs and hygiene factors from
Herzberg. Need for growth is an intrinsic need from someone to be able to
develop themselves and their potential. This need is same with the need
for appreciation and actualization from Maslow and motivator from
Herzberg. Although the ERG theory is narrowing of Maslow's hierarchy of
needs theory, but these two theories have real differences.

4. Goals and Factors of Work Motivation

The goals of giving work motivation for employees among others:
1. Change the employee behavior suitable with desire from organization.
2. Increase the work spirit the employees
3. Increase work discipline
4. Increase work achievement
5. Increase responsibility
 8

6. Increase productivity, efficiency and grow employee loyalty to the

organization.

With existence giving of work motivation is expected the employee can

change the behavior such which is desirable by organization. In doing work,
someone influenced by mind factor (ratio) and emotional factor (feeling).
Therefore, these factors need to be attention in giving motivation, so that that
motivation truly reach target which are desired. Changes in employee behavior
here is work behavior, in the sense that giving motivation for employees so
that they ready to doing work suitable with skill which they have. So that,
what which the employee doing suitable with what the desired by
organization.

Factors of work motivation

1. Internal Factor
Internal Factor is factor which derive from in self employee. For example
can be seen in often occur by the employee in various agency. Appear
demonstration, strike, and etc. these case appear because there are disharmony
between the organization with the employee. The disharmony show there is a
problem in organization, namely there are dissatisfaction the employee to bad
treatment organization leader. Therefore, organization must can create job
satisfaction for employees with keep giving their right suitable with applicable
regulation. Dissatisfaction also give rise to mental pressure which is great for
the employees.
2. Extern Factor
Extern factor came from outside of employee. Extern factor can weaken
someone’s work motivation, which include:
a. Work environment condition, include whole work facilities and
infrastructure in the work environment.
b. Good supervision. Function of supervision is give directing and guide in
working.
 9

c. Job security. This matter can make the employee will want to work hard
for organization.

5. The Employees expectation and Technique of Giving Work Motivation

1. The Employees expectation of Giving Work Motivation
Based on arguments of experts, expectation the employee in work, can
distinguished above:
a. Type and character challenging job
Type and character challenging job is longing for an every creative
person. With this challenging job, which concerned will explore its
potential for doing work as good and precise as possible. If the tasks
are done with well, will create own satisfaction. Therefore, good
organization must can create this challenging job, so that will
accelerate the achievement the goals organization.
b. Opportunity to participate
With the opportunity to participate, so the employee can deliver
what which in his heart. A leader will more precise in doing duty if can
increase employee participation. In this case, the employee also can
give ideas that can serve as material making decision by the leader.
c. Harmonious work relationship
Work relation in organization group need properly developed. This
relation as main capital in reach work performance. This relation can
be reach with several ways, such holding sports matches, through a
ceremony, give uniform facilities, etc.
d. Award for achievement
Award of employee hard work in doing duty is expectation the
employees. Therefore, with the award will distinguish they with people
which not or not yet achievers. With giving this award, will encourage
the employee to reach achievement suitable with their respective
fields.
 10

2. Technique of Giving Work Motivation

Technique of giving work motivation is ways which considered most
right on giving work motivation, so that the employee want to work
suitable with what which expected by organization. These technique
depending on ability the leaders and very determined by operational
situation and condition at work environment and goals that want to be
achieved by organization. Therefore, technique of giving work motivation
different between one leaders with another leader.

C. CONCLUSION
Work motivation is as an incentive for someone to do work with better
and can explore the potential that exist within them so can be change become
achievement for the organization. Therefore, in develop productivity of human
resources needed the steps that must implemented so that the goals of
organization can be reach. One of the steps is giving work motivation for
human resources.

REFERENCE

M, Kadarisman. 2012. Manajemen Pengembangan Sumber Daya Manusia.

Jakarta: Rajawali Pers.

Psikologi, [Link]-aspek Motivasi Kerja dan Tujuan Pemberian Motivasi

bagi Karyawan. [Link]
[Link]. (diakses 24 Desember
2019)

Susan, Eri. 2019. Manajemen Suber Daya Manusia. Jurnal Manajemen

Pendidikan Islam. Vol 9 (2). hlm 952
11