The Effect Of Giving Honorarium On Employee Work Motivation At The Faculty Of Economics, University Of North Sumatra

The Effect of Giving Honorarium on Employee Work Motivation at the Faculty of Economics, University of North Sumatra

Introduction

The University of North Sumatra (USU), as a State-Owned Legal Entity College, is a Higher Education Institution under the auspices of the Republic of Indonesia. As a non-profit institution, USU is not oriented towards financial profits such as companies in general. The USU Faculty of Economics, such as other units at the university, has a major focus on the provision of quality education, research that is beneficial for science, and community service. This is in accordance with Tri Dharma Higher Education which includes education, research, and community service.

The Importance of Employee Motivation

The ultimate goal of every state higher education institution is to achieve competitive advantage. This achievement was carried out through professional resource management, continuous quality improvement, and the placement of superior positions in competition and global cooperation. There are four main resources that must be managed carefully and systematically so that universities can achieve their goals:

1. Human Resources: Lecturers, Education Personnel, and Administrative Staff are important assets in carrying out the operations of higher education. Their motivation and performance are very influential on the quality of education, research, and community service.
2. Financial Resources: Funds available for operations, development, and research are very important to support academic activities.
3. Technology Resources: The use of Information and Communication Technology (ICT) in learning, research, and administration is very important in the current digital era.
4. Physical Resources: The availability of infrastructure, facilities, and equipment is also crucial in supporting academic activities.

Provision of Honorarium as a Motivator

In this context, the provision of honorarium to employees at the USU Faculty of Economics can be one of the important factors in increasing work motivation. Honorarium can be seen as a form of appreciation for their dedication and contribution in carrying out their duties and responsibilities. The provision of honorarium can have a positive impact on employee work motivation, such as:

• Increasing self-confidence: Honorarium can give a sense of appreciation and recognition of the hard work and dedication of employees, thereby increasing their confidence.
• Increasing productivity: Employees who feel valued and motivated tend to be more productive and have a high commitment to their work.
• Reducing employee turnover levels: The provision of fair and feasible honorarium can help reduce the level of employee turnover, so that stability and operational smoothness can be maintained.

The Importance of Justice and Transparency

However, the provision of honorarium must be done fairly, transparently, and objectively. The honorarium system must be designed in such a way as to motivate all employees without causing a sense of injustice. This can be achieved by:

• Establishing clear criteria: The criteria for determining honorarium should be clear, transparent, and fair.
• Providing regular feedback: Regular feedback should be provided to employees on their performance and contributions.
• Encouraging employee participation: Employees should be encouraged to participate in the decision-making process regarding honorarium.

Conclusion

Provision of honorarium is one of the important strategies in increasing employee work motivation at the USU Faculty of Economics. With a fair and transparent giving system, it is hoped that honorarium can act as an effective motivator in encouraging employee performance and dedication, so as to support the achievement of the objectives of the USU Faculty of Economics in producing quality graduates, producing innovative research, and making a real contribution to the community.

Recommendations

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

• Establish a fair and transparent honorarium system: The honorarium system should be designed in such a way as to motivate all employees without causing a sense of injustice.
• Provide regular feedback: Regular feedback should be provided to employees on their performance and contributions.
• Encourage employee participation: Employees should be encouraged to participate in the decision-making process regarding honorarium.
• Monitor and evaluate the effectiveness of the honorarium system: The effectiveness of the honorarium system should be monitored and evaluated regularly to ensure that it is achieving its intended goals.

Limitations of the Study

This study has several limitations, including:

• Limited sample size: The sample size of this study is limited to employees at the USU Faculty of Economics.
• Limited scope: The scope of this study is limited to the provision of honorarium as a motivator.
• Limited time frame: The time frame of this study is limited to a specific period.

Future Research Directions

Future research should focus on:

• Investigating the impact of honorarium on employee motivation: Further research should be conducted to investigate the impact of honorarium on employee motivation.
• Examining the effectiveness of different honorarium systems: Different honorarium systems should be examined to determine their effectiveness in motivating employees.
• Investigating the role of other motivators: Other motivators, such as job satisfaction and organizational commitment, should be investigated to determine their impact on employee motivation.
  Frequently Asked Questions (FAQs) about the Effect of Giving Honorarium on Employee Work Motivation at the Faculty of Economics, University of North Sumatra

Q: What is the purpose of giving honorarium to employees at the Faculty of Economics, University of North Sumatra?

A: The purpose of giving honorarium to employees at the Faculty of Economics, University of North Sumatra is to increase employee work motivation and to recognize their dedication and contribution to the institution.

Q: How does honorarium affect employee work motivation?

A: Honorarium can have a positive impact on employee work motivation by increasing self-confidence, increasing productivity, and reducing employee turnover levels.

Q: What are the criteria for determining honorarium?

A: The criteria for determining honorarium should be clear, transparent, and fair. This can include factors such as job performance, length of service, and contributions to the institution.

Q: How often should honorarium be given to employees?

A: Honorarium should be given to employees on a regular basis, such as quarterly or annually, to maintain their motivation and engagement.

Q: Can honorarium be given to all employees, regardless of their position or role?

A: Yes, honorarium can be given to all employees, regardless of their position or role, to recognize their contributions and dedication to the institution.

Q: How can the effectiveness of the honorarium system be monitored and evaluated?

A: The effectiveness of the honorarium system can be monitored and evaluated by tracking employee motivation and engagement, as well as by conducting regular surveys and feedback sessions.

Q: What are the benefits of a fair and transparent honorarium system?

A: The benefits of a fair and transparent honorarium system include increased employee motivation and engagement, improved job satisfaction, and reduced employee turnover levels.

Q: Can honorarium be used as a tool for employee development and growth?

A: Yes, honorarium can be used as a tool for employee development and growth by providing opportunities for employees to learn and develop new skills.

Q: How can the honorarium system be adapted to different cultural and linguistic contexts?

A: The honorarium system can be adapted to different cultural and linguistic contexts by taking into account local customs and practices, and by providing clear and transparent communication to employees.

Q: What are the potential challenges and limitations of implementing an honorarium system?

A: The potential challenges and limitations of implementing an honorarium system include ensuring fairness and transparency, managing budget constraints, and addressing cultural and linguistic differences.

Q: How can the honorarium system be integrated with other employee recognition and reward programs?

A: The honorarium system can be integrated with other employee recognition and reward programs, such as bonuses, promotions, and training opportunities, to provide a comprehensive and inclusive recognition and reward system.

Q: What are the potential outcomes of implementing an effective honorarium system?

A: The potential outcomes of implementing an effective honorarium system include increased employee motivation and engagement, improved job satisfaction, and reduced employee turnover levels, as well as improved productivity and performance.