The Influence Of Employee Motivation And Ability On The Quality Of Public Services In The Revenue Service Of The Central Tapanuli Regency, North Sumatra Province

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The Influence of Employee Motivation and Ability on the Quality of Public Services in the Revenue Service of Central Tapanuli Regency, North Sumatra Province

Introduction

The quality of public services is a critical issue in modern government, and it is essential to improve the quality of service to meet the expectations of the community. Human resources play a vital role in providing high-quality public services, and it is crucial to have employees who are motivated and have the necessary abilities to perform their duties effectively. This study aims to analyze the effect of employee motivation and ability on the quality of public services in the Central Tapanuli Regency Revenue Service of North Sumatra Province.

Background

The Central Tapanuli Regency Revenue Service is a government agency responsible for collecting taxes and providing public services to the community. The quality of public services provided by this agency is crucial in meeting the expectations of the community. However, the quality of public services is often affected by various factors, including employee motivation and ability. Employee motivation refers to the level of enthusiasm and commitment that employees have towards their work, while employee ability refers to the level of skills and knowledge that employees possess to perform their duties effectively.

Methodology

This study uses a descriptive and quantitative approach with multiple linear regression analysis techniques. Primary data was obtained through the distribution of questionnaires to all employees of the Central Tapanuli Regency Revenue Service, while secondary data were obtained from official documents issued by the Central Tapanuli Regency Revenue Service. The study aims to analyze the effect of employee motivation and ability on the quality of public services, and to identify the level of correlation between motivation and capabilities with the quality of public services.

Results

The results of the study showed that employee motivation and ability had a positive and significant influence on the quality of public services. This is evidenced by the value of F count of 18,621 which is greater than the value of F table of 2.85. That is, independent variables (motivation and ability) together have a significant influence on the dependent variable (quality of public services). Further analysis through the t test shows that both motivation and ability have a positive and significant influence on the quality of public services. This indicates that increasing employee motivation and ability will have a positive impact on improving the quality of public services.

Discussion

The study also shows that the level of correlation between motivation and capabilities with the quality of public services is quite strong. This is indicated by the coefficient of determination (R2) of 48.8%, which means 48.8% variations in the quality of public services can be explained by variations in motivation and employees' abilities. The remaining 51.2% is explained by other variables that are not examined in this study. This suggests that employee motivation and ability are critical factors in improving the quality of public services.

Conclusion

Based on the results of the study, it can be concluded that employee motivation and ability is an important factor in improving the quality of public services. Therefore, it is necessary to make efforts to increase the motivation and ability of employees through various target development and training programs. By implementing these recommendations, it is expected that the quality of public services in the Central Tapanuli Regency Revenue Service can continue to increase and meet the expectations of the community.

Recommendations

To improve the quality of public services in the Central Tapanuli Regency Revenue Service, the following recommendations are made:

Increasing Employee Motivation

  • Awarding and Incentives: Provide awards and incentives to employees who perform well and meet their targets.
  • Career Development Opportunities: Provide opportunities for employees to develop their careers and advance in their roles.
  • Recognition and Appreciation: Recognize and appreciate employees for their hard work and contributions to the organization.

Improving Employee Capabilities

  • Training and Development Programs: Provide training and development programs that are in accordance with work needs and demands.
  • Mentorship and Coaching: Provide mentorship and coaching to employees to help them develop their skills and knowledge.
  • Performance Feedback: Provide regular performance feedback to employees to help them improve their performance.

Building a Fair Reward and Punishment System

  • Clear Expectations: Establish clear expectations for employee performance and behavior.
  • Fair Rewards: Provide fair rewards to employees who meet their targets and perform well.
  • Consistent Punishment: Consistently punish employees who fail to meet their targets or engage in unacceptable behavior.

Strengthening Communication and Coordination between Employees

  • Regular Meetings: Hold regular meetings between employees to discuss work-related issues and share information.
  • Open Communication: Encourage open communication between employees and management.
  • Collaboration: Encourage collaboration and teamwork between employees to achieve common goals.

Increasing Access to Information for the Community

  • Public Information: Provide public information about the services offered by the Central Tapanuli Regency Revenue Service.
  • Easy Access: Make it easy for the community to access information about the services offered by the Central Tapanuli Regency Revenue Service.
  • Clear Communication: Communicate clearly and effectively with the community about the services offered by the Central Tapanuli Regency Revenue Service.

By implementing these recommendations, it is expected that the quality of public services in the Central Tapanuli Regency Revenue Service can continue to increase and meet the expectations of the community.
Frequently Asked Questions (FAQs) about the Influence of Employee Motivation and Ability on the Quality of Public Services in the Revenue Service of Central Tapanuli Regency, North Sumatra Province

Q: What is the main objective of this study?

A: The main objective of this study is to analyze the effect of employee motivation and ability on the quality of public services in the Central Tapanuli Regency Revenue Service of North Sumatra Province.

Q: What methods were used in this study?

A: This study used a descriptive and quantitative approach with multiple linear regression analysis techniques. Primary data was obtained through the distribution of questionnaires to all employees of the Central Tapanuli Regency Revenue Service, while secondary data were obtained from official documents issued by the Central Tapanuli Regency Revenue Service.

Q: What were the results of the study?

A: The results of the study showed that employee motivation and ability had a positive and significant influence on the quality of public services. This is evidenced by the value of F count of 18,621 which is greater than the value of F table of 2.85. That is, independent variables (motivation and ability) together have a significant influence on the dependent variable (quality of public services).

Q: What are the implications of the study?

A: The study implies that employee motivation and ability are critical factors in improving the quality of public services. Therefore, it is necessary to make efforts to increase the motivation and ability of employees through various target development and training programs.

Q: What are the recommendations of the study?

A: The study recommends the following:

  • Increasing Employee Motivation: Provide awards and incentives to employees who perform well and meet their targets, provide opportunities for employees to develop their careers and advance in their roles, and recognize and appreciate employees for their hard work and contributions to the organization.
  • Improving Employee Capabilities: Provide training and development programs that are in accordance with work needs and demands, provide mentorship and coaching to employees to help them develop their skills and knowledge, and provide regular performance feedback to employees to help them improve their performance.
  • Building a Fair Reward and Punishment System: Establish clear expectations for employee performance and behavior, provide fair rewards to employees who meet their targets and perform well, and consistently punish employees who fail to meet their targets or engage in unacceptable behavior.
  • Strengthening Communication and Coordination between Employees: Hold regular meetings between employees to discuss work-related issues and share information, encourage open communication between employees and management, and encourage collaboration and teamwork between employees to achieve common goals.
  • Increasing Access to Information for the Community: Provide public information about the services offered by the Central Tapanuli Regency Revenue Service, make it easy for the community to access information about the services offered by the Central Tapanuli Regency Revenue Service, and communicate clearly and effectively with the community about the services offered by the Central Tapanuli Regency Revenue Service.

Q: What are the limitations of the study?

A: The study has several limitations, including:

  • Sample Size: The study only sampled employees of the Central Tapanuli Regency Revenue Service, which may not be representative of the entire population.
  • Data Collection: The study relied on self-reported data from employees, which may be subject to biases and errors.
  • Methodology: The study used a descriptive and quantitative approach, which may not capture the complexity of the issue.

Q: What are the future directions of the study?

A: The study suggests several future directions, including:

  • Replication: The study should be replicated in other government agencies to see if the findings are generalizable.
  • Extension: The study should be extended to include other variables that may influence the quality of public services.
  • Qualitative Study: A qualitative study should be conducted to gain a deeper understanding of the issue and to identify potential solutions.

By addressing these FAQs, we hope to provide a better understanding of the study and its implications for improving the quality of public services in the Central Tapanuli Regency Revenue Service.