The Influence Of Motivation And Leadership Style On Employee Performance In The Regional Water Company (PDAM) Tirtanadi Medan

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The Influence of Motivation and Leadership Style on Employee Performance in the Regional Water Company (PDAM) Tirtanadi Medan

Introduction

The Regional Water Company (PDAM) Tirtanadi Medan is a Regional-Owned Enterprise (BUMD) operating in Medan, North Sumatra, providing drinking water services and management of water waste for the local community. In carrying out its operations, PDAM Tirtanadi faces various challenges, including organizational problems, employee motivation, and leadership styles applied by management. This problem has a significant effect on employee performance and service efficiency provided. Therefore, it is essential to analyze the influence of motivation and leadership style on employee performance in PDAM Tirtanadi Medan.

The Importance of Motivation and Leadership Style

Motivation and leadership style are two critical factors that influence employee performance in any organization. Motivation refers to the internal drive that pushes employees to achieve their goals and perform their duties effectively. Leadership style, on the other hand, refers to the way a leader interacts with their subordinates, which can shape a healthy and productive work culture. A leader who adopts a participatory and communicative leadership style tends to get positive responses from employees, which have a direct impact on their morale.

Research Methodology

This study uses a survey approach with quantitative descriptive research types. The research population consisted of 300 employees at the Tirtanadi PDAM Headquarters. From this population, a sample of 75 employees was determined through a simple random sampling technique. Data collection methods are carried out through interviews, questionnaires, and documentation studies. For data analysis, multiple linear regression analysis is used with the help of SPSS software version 15.

Research Result

The results showed that both motivation and leadership style had a significant influence on employee performance simultaneously. This indicates that the ambassador of high motivation in employees, as well as the application of effective leadership styles by management, is a crucial factor in achieving optimal performance.

Deeper Analysis

Further analysis indicates that leadership style has a more dominant influence on employee performance than motivational factors. This can be understood, considering the way a leader interacts with his subordinates can shape a healthy and productive work culture. Leaders who adopt participatory and communicative leadership styles tend to get positive responses from employees, which have a direct impact on their morale.

On the other hand, work environment factors and appreciation for achievement also play a significant role in increasing employee motivation. A conducive work environment, including complete facilities and supporting work atmosphere, can increase employee comfort in carrying out their duties. The award given by management as a recognition of employee performance also increases the sense of ownership and loyalty, which contributes to productivity.

Interestingly, based on the results of the study, the most dominant factor affecting employee motivation is the work environment. This shows that although intrinsic motivation is very important, external factors such as the work environment and management support are no less vital in encouraging employee performance.

Factors Influencing Employee Motivation

The study found that several factors influence employee motivation, including:

  • Work environment: A conducive work environment, including complete facilities and supporting work atmosphere, can increase employee comfort in carrying out their duties.
  • Appreciation for achievement: The award given by management as a recognition of employee performance also increases the sense of ownership and loyalty, which contributes to productivity.
  • Leadership style: Leaders who adopt participatory and communicative leadership styles tend to get positive responses from employees, which have a direct impact on their morale.

Conclusion

Overall, the findings of this research confirm the importance of motivation and leadership style in improving employee performance in PDAM Tirtanadi Medan. A mature strategy is needed from management to create a supporting work atmosphere through good leadership style and conducive work environment management. Through these efforts, employee performance is expected to increase, and services provided to the public can be optimal, in line with the vision and mission of PDAM Tirtanadi as the best provider of drinking water services.

Recommendations

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

  • Management should adopt a participatory and communicative leadership style to increase employee motivation and performance.
  • A conducive work environment should be created, including complete facilities and supporting work atmosphere, to increase employee comfort in carrying out their duties.
  • Appreciation for achievement should be given to employees as a recognition of their performance, which can increase the sense of ownership and loyalty.
  • A mature strategy should be developed to create a supporting work atmosphere through good leadership style and conducive work environment management.

Limitations of the Study

This study has several limitations, including:

  • The study was conducted only in PDAM Tirtanadi Medan, and the findings may not be generalizable to other organizations.
  • The study used a survey approach, which may be subject to biases and limitations.
  • The study did not control for other factors that may influence employee motivation and performance.

Future Research Directions

Future research should focus on:

  • Investigating the impact of leadership style on employee motivation and performance in other organizations.
  • Examining the role of work environment in influencing employee motivation and performance.
  • Developing a more comprehensive model of employee motivation and performance that takes into account multiple factors.

References

  • [List of references cited in the study]

Appendix

  • [Appendix materials, including additional tables and figures]
    Frequently Asked Questions (FAQs) about the Influence of Motivation and Leadership Style on Employee Performance in PDAM Tirtanadi Medan

Q: What is the main objective of this study? A: The main objective of this study is to analyze the influence of motivation and leadership style on employee performance in PDAM Tirtanadi Medan.

Q: What is the significance of this study? A: This study is significant because it provides insights into the factors that influence employee performance in PDAM Tirtanadi Medan, which can be used to improve employee motivation and productivity.

Q: What is the research methodology used in this study? A: This study uses a survey approach with quantitative descriptive research types. The research population consisted of 300 employees at the Tirtanadi PDAM Headquarters, and a sample of 75 employees was determined through a simple random sampling technique.

Q: What are the main findings of this study? A: The main findings of this study are that both motivation and leadership style have a significant influence on employee performance simultaneously. Leadership style has a more dominant influence on employee performance than motivational factors.

Q: What are the factors that influence employee motivation? A: The factors that influence employee motivation are work environment, appreciation for achievement, and leadership style.

Q: What is the most dominant factor affecting employee motivation? A: The most dominant factor affecting employee motivation is the work environment.

Q: What are the implications of this study? A: The implications of this study are that management should adopt a participatory and communicative leadership style to increase employee motivation and performance. A conducive work environment should be created, including complete facilities and supporting work atmosphere, to increase employee comfort in carrying out their duties.

Q: What are the limitations of this study? A: The limitations of this study are that it was conducted only in PDAM Tirtanadi Medan, and the findings may not be generalizable to other organizations. The study used a survey approach, which may be subject to biases and limitations.

Q: What are the future research directions? A: Future research should focus on investigating the impact of leadership style on employee motivation and performance in other organizations, examining the role of work environment in influencing employee motivation and performance, and developing a more comprehensive model of employee motivation and performance that takes into account multiple factors.

Q: What are the practical implications of this study? A: The practical implications of this study are that management should adopt a participatory and communicative leadership style to increase employee motivation and performance. A conducive work environment should be created, including complete facilities and supporting work atmosphere, to increase employee comfort in carrying out their duties.

Q: What are the theoretical implications of this study? A: The theoretical implications of this study are that it provides insights into the factors that influence employee motivation and performance, which can be used to develop a more comprehensive model of employee motivation and performance.

Q: What are the policy implications of this study? A: The policy implications of this study are that it provides insights into the factors that influence employee motivation and performance, which can be used to develop policies that promote employee motivation and productivity.

Q: What are the future recommendations for PDAM Tirtanadi Medan? A: The future recommendations for PDAM Tirtanadi Medan are that management should adopt a participatory and communicative leadership style to increase employee motivation and performance. A conducive work environment should be created, including complete facilities and supporting work atmosphere, to increase employee comfort in carrying out their duties.