The Effect of Leadership Style and Employee Motivation Towards
Employee Performance in Clozette Indonesia
Created by : Arindra Cantona Aden (01801170028)
UNIVERSITAS PELITA HARAPAN
2021
CHAPTER 1
Introduction
1.1 Introduction
Human resources management by definition is a process of hiring, recruiting, and
developing employees within the organization or company. Human resources
managements include of experimenting job analyses, planning, personal needs, recruiting,
training, managing wages, etc. Needs and wants for employees can be met through detail
and well-organized management process. Nowadays, we realize that the most important
thing in economy and in the organization is the improvement and quality of the
employees. This quality and improvement can be met through job satisfaction and
motivation which enable the employee to finish their task effectively. That is why
manager needs to know the current trends that could improve the employee motivation.
The term motivation comes from a Latin term “motivus” (a moving cause) which
derives a human suggestion on doing something involved in psychological motivation.
Motivation is a force which affects and stimulates action in human behaviour. Motivation
is affected by internal and external factors that drives enthusiasm and mood of the
employees to do the task and accomplish it in the most effective way. The aim of this
study is to determine the effect on giving rewards and motivation level of the employee in
a company located in Jakarta.
1.2 Research question
1. Is there a positive impact between the task given with employee’s motivation?
2. Is there a positive impact between recognition with employee’s motivation?
3. Is there a positive impact between the amount of salary with employee’s motivation?
4. Is there a positive impact between bonus and rewards with employee’s motivation?
1.3 Research Objective
1. To investigate the positive impact between the task given with employee’s motivation
2. To investigate the positive impact between recognition with employee’s motivation
3. To investigate positive impact between the amount of salary with employee’s
motivation
4. To investigate the positive impact between bonus and rewards with employee’s
motivation.
CHAPTER 2
Literature Review
2.1. Literature Review
Motivation of employees is the most important part in human resources management
strategy as employees are driven by their own commitment, motivation, and satisfaction
towards the task. Motivation is by definition is a force which affects and stimulates action in
human behaviour. Motivation is affected by internal and external factors that drives
enthusiasm and mood of the employees to do the task and accomplish it in the most effective
way. Motivation is an instrument that triggers human behaviours towards satisfaction
according to their desire and needs. Motivation actually can be determined by many factors
and many theories have been develop about employee’s motivation.
There are some theories that is included in this literature regarding employee’s
motivation. In order to make employees more productive and work effectively is that the
organization should create such policies like procedures or even rewards system which
believed would improve employee’s satisfaction and motivation. Organization’s performance
is determined by its human resources quality. That is why by giving rewards, motivation of
the employees will increase so that they will work more productive.
There are several theories regarding the employee’s motivation in working. There
theories are very crucial and that is why it has been applied in many organizations all over the
world. These theories has to be implemented through process and must work very well if the
managers, directors, and employees work together to create a harmony within the
organization. There are two kind of theories to determine employee’s motivation. The first is
content theories which focuses on how human behaviour could be motivated. This theory also
tries to identify our needs that is related to motivation by fulfilling these needs. The second is
process theories which discuss about a description about behavioural process of a person to
act in a certain way. Basically, this theory discusses how a person needs will relate to his
motivation to achieve his goal. These theories are explained below.
I. Maslow’s Hierarchy of needs
Abaraham Maslow formed a theory of Heirarchy of needs. Maslow’s
Heirarchy of needs is a motivational theory in psychological needs which
contains five tier model of human needs. The tier is represented with levels
within a pyramid. The lowest level in the hierarchy must be fulfilled before
moving to the higher tier. The highest level is what every worker wants to
have in the workplace. It includes psychological needs (foods, water, rest),
safety needs (security, safety), social needs (relationship with workers,
concern), esteem needs ( feeling of accomplishment), self-actualization
(achieving full potential, recognition). This theory is flexible as it is based on
external and internal factors and also based on people differences in the
workplace.
II. Herzberg Two Factors Theory
This theory argues that there are two factors that could influence employee’s
motivation in the workplace. Herzberg believes that there are factors that
could cause satisfaction and dissatisfaction among the employees. These two
factors are motivator and hygiene factors. Motivators is crucial because it
forces employees to work harder and enjoy doing their task. Motivators
include achievement, recognition, the task itself given by the employer, and
etc The factors that has direct impact to employee’s satisfaction. Hygiene
factors also takes crucial part as motivator because the absence of hygiene
factor can cause dissatisfaction among the employees. Hygiene factors
includes policies, supervision, work condition, salary, etc. These factor can
cause dissatisfaction if it is not present, however this factor also has small
impact on employees satisfaction.
III. Three Needs Theory
McClelland theory is about employees achievement that could affect their
performance. This motivation is driven by three types of needs. These needs
are need for achievement, need for power, and need for affiliation. Workers
who have high need for achievement is believed to be the most productive
compare to others. They like to challenge themselves and do their best always.
Workers with high affiliation needs prefers to work with others. They want to
build good relationship and make friends in the workplace. Worker with high
power needs feels like that he or she is the boss. They like to control and
supervise them and lead them to success.
2.2 Hyphothesis
H1 : The task given by employer itself brings direct positive impact towards employee’s
motivation
H2 : Recognition is very crucial towards employee’s motivation
H3 : The amount of salary given is important towards employee’s motivation
H4 : Bonus and rewards have positive impact towards employee’s motivation
2.3. Research Model
The Task Itself
Recognition
Employee’s Motivation
The Amoung of Salary
Bonus and Reward
CHAPTER 3
RESEARCH METHODOLOGY
3.1 Population
The population was taken from the employees who work at Telkomsel Cellular
company which is located in Jakarta as much as 100 employees. All employees were able to
fill in the questionnaire and all the questions are considered to be valid. Certainly there is an
obstacles for us delivering this questionnaire such as the time and place for the employees,
however at the end we were able to do it. The correspondent also did not have any difficulty
in answering the questionnaire.
3.2. Sample
Sample is the one that we are going to analyse in detail in our population. Base on the
population above, I am taking a sample from the population in Telkomsel Cellular Company
in Jakarta as much as 100 correspondents. There are 40 people in the age of 20s, 40 people in
the age of 30s to 40s, and 20 people who are senior workers. Also I am taking the
questionnaire and divided the category between a person who is already married and a
workers who are still single.
Questionnaire
NO Question 1 2 3 4 5
1 New task
for a new
challenge
2 Recognition
is important
3 Salary is
important
4 Bonus and
rewards are
important
3.3 Analysis
From the questionnaire above which is obtained from the Telkomsel Cellular
Company, all correspondents were able to answer all the questions very well without any
difficulties. There are 40 people in the age of 20s, 40 people in the age of 30s to 40s, and 20
people who are senior workers. Also, I am taking the questionnaire and divided the category
between a person who is already married and a worker who are still single. According to the
result, there are 72 people who strongly agree (5) that recognition is important to increase
motivation. The second is that 10 people who agree that salary is important to increase
motivation. The third is that 4 people who strongly agree that the task itself important to
improve themselves and increase in motivation. The fourth is 9 people who strongly disagree
that new task is important to increase motivation. And the last 5 people who disagree that
recognition is important for motivation.
3.4 Conclusion
After seeing the analysis from the data above, I can see direct impact that the
hypothesis has direct impact to the employee’s motivation in Telkomel Cellular Company.
However, there are still the data that has indirect impact to the result of this experiment.
Especially, salary and bonus reward are very crucial for the employee’s motivation which
makes workers drives to work more productive and help the company to increase its
performance. Just like it has been said before, human resources is the main key for company
success. Workers think that salary and bonus reward is important because money is important
for their life. It is how they can fulfil their needs and makes a living for their family. Bonus
and rewards are extra money or gift which also can be used for them adding some value that
can be useful for their life. Nowadays, we can see that working competition is more
competitive and finding a job is difficult if you are not competent. People want to have more
money and never satisfy on themselves. That is why salary and rewards are really important
for employee motivation.
Bibliography
“Motivation Theories.” 3.3 Motivation Theories,
www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-0023_Psychology/030300.scorml.
Brent, Michael. “What Are Process Theories of Motivation?” Career Trend, 28 Dec. 2018,
careertrend.com/info-8351038-process-theories-motivation.html.
“Eval(ez_write_tag([[728,90],'expertprogrammanagement_com-Box-
2','ezslot_8',629,'0']));Herzberg's Motivation Theory – Two Factor
Theoryeval(ez_write_tag([[336,280],'expertprogrammanagement_com-Box-
3','ezslot_0',176,'0']));” Expert Program Management, Health News Online,
expertprogrammanagement.com/2018/04/herzbergs-two-factor-theory/.
Mcleod, Saul. “Maslow's Hierarchy of Needs.” Simply Psychology, Simply Psychology, 21
May 2018, www.simplypsychology.org/maslow.html.
“Motivation Definition.” Leadership, www.leadership-central.com/motivation-
definition.html.
ManagementMania. “McClelland's Three Needs Theory.” ManagementMania.com,
ManagementMania.com, 25 Aug. 2016, managementmania.com/en/mcclellands-theory-
of-need-for-achievement.
Rouse, Margaret. “What Is Human Resource Management (HRM)? - Definition from
WhatIs.com.” SearchHRSoftware, searchhrsoftware.techtarget.com/definition/human-
resource-management-HRM.
Eldridge, Derek, and Willy Mccourt. “Strategic Human Resource Management.” Global
Human Resource Management, doi:10.4337/9781781950104.00009.
Lerner, Richard M., et al. “Human Behaviour.” Encyclopædia Britannica, Encyclopædia
Britannica, Inc., 19 Feb. 2019, www.britannica.com/topic/human-behavior.
“Business Across Cultures: Employee Motivation.” Doing Business in Indonesia - Business
Across Cultures: Employee Motivation - Living in Indonesia: A Site for Expatriates,
www.expat.or.id/business/employeemotivation.html.
