Creating a culture of appreciation and recognition

Oct 13, 2025 by orovajewels.com 38 views

Introduction

In today's competitive business environment, motivation plays a crucial role in determining the success of an organization. The Caroline Officer 116 Telkomsel at PT. Infomedia Nusantara Medan is no exception. This study aims to investigate the relationship between motivation and work performance of the Caroline Officer 116 Telkomsel, with a focus on understanding the impact of intrinsic and extrinsic motivation on their work performance.

Background of the Study

The Caroline Officer 116 Telkomsel at PT. Infomedia Nusantara Medan is a critical component of the organization's success. Their role involves providing excellent customer service, resolving customer complaints, and promoting the company's products and services. However, the success of the Caroline Officer 116 Telkomsel is not solely dependent on their skills and abilities, but also on their motivation and job satisfaction.

Methodology

This study involved 500 Caroline Officer 116 Telkomsel who worked at PT. Infomedia Nusantara Medan in 2009. The research sample was selected using the saturated sampling method, where all employees became the research sample. Data was collected through questionnaires, interviews, and documentation studies. The research variable was measured using a Likert scale, then processed using SPSS version 15.00 to analyze the relationship between motivation and work performance through multiple linear regression.

Results

The results of this study showed that motivation has a significant influence on the work performance of the Caroline Officer 116 Telkomsel. More specifically, intrinsic motivation, which comes from satisfaction and a sense of achievement at work, has proven to have a significant effect on work performance. This can be seen from the significance value smaller than Alpha (0,000 <0.05).

On the other hand, extrinsic motivation, which comes from external factors such as appreciation and incentives, does not show a significant effect on work performance. Significance value (0.612> 0.05) shows that extrinsic motivation is not a determining factor in improving the performance of the Caroline Officer 116 Telkomsel.

However, it is essential to note that although extrinsic motivation does not have a significant significant effect, intrinsic and extrinsic motivation together has a significant influence on work performance. This is evidenced through the simultaneous test (F test), which shows a smaller significance value from Alpha (0,000 <0.05).

Discussion

The findings of this study highlight the importance of building intrinsic motivation among the Caroline Officer 116 Telkomsel. Intrinsic motivation is a critical factor in determining job satisfaction and work performance. By providing opportunities for self-development and training, creating a culture of appreciation and recognition, and improving communication and collaboration, PT. Infomedia Nusantara Medan can increase the intrinsic motivation of the Caroline Officer 116 Telkomsel.

Conclusion

In conclusion, this study has shown that motivation plays a significant role in determining the work performance of the Caroline Officer 116 Telkomsel. Intrinsic motivation, which comes from satisfaction and a sense of achievement at work, has a significant effect on work performance. Extrinsic motivation, which comes from external factors such as appreciation and incentives, does not show a significant effect on work performance.

However, it is essential to note that intrinsic and extrinsic motivation together has a significant influence on work performance. By implementing the right strategy, PT. Infomedia Nusantara Medan can maximize the potential of the Caroline Officer 116 Telkomsel and achieve optimal performance.

Recommendations

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

Improve self-development and training programs: Providing opportunities for the Caroline Officer 116 Telkomsel to develop their abilities and knowledge can increase self-confidence and job satisfaction.
Creating a culture of appreciation and recognition: Providing recognition of the achievements and contributions given can increase employee intrinsic motivation.
Improve communication and collaboration: Building effective communication and encouraging collaboration between employees can increase a sense of togetherness and morale.

By implementing these recommendations, PT. Infomedia Nusantara Medan can increase the intrinsic motivation of the Caroline Officer 116 Telkomsel and achieve optimal performance.

Limitations of the Study

This study has several limitations. Firstly, the study was conducted on a specific sample of Caroline Officer 116 Telkomsel at PT. Infomedia Nusantara Medan, and the findings may not be generalizable to other organizations. Secondly, the study relied on self-reported data, which may be subject to biases and errors.

Future Research Directions

Future research should aim to investigate the relationship between motivation and work performance in other organizations and industries. Additionally, research should focus on understanding the factors that influence intrinsic and extrinsic motivation, and how these factors can be used to improve work performance.

Conclusion

Q: What is the main focus of this study?

A: The main focus of this study is to investigate the relationship between motivation and work performance of the Caroline Officer 116 Telkomsel at PT. Infomedia Nusantara Medan.

Q: What is the sample size of this study?

A: The sample size of this study is 500 Caroline Officer 116 Telkomsel who worked at PT. Infomedia Nusantara Medan in 2009.

Q: What is the research methodology used in this study?

A: The research methodology used in this study is the saturated sampling method, where all employees became the research sample. Data was collected through questionnaires, interviews, and documentation studies.

Q: What is the significance of intrinsic motivation in this study?

A: Intrinsic motivation, which comes from satisfaction and a sense of achievement at work, has a significant effect on work performance. This is evidenced through the significance value smaller than Alpha (0,000 <0.05).

Q: What is the significance of extrinsic motivation in this study?

A: Extrinsic motivation, which comes from external factors such as appreciation and incentives, does not show a significant effect on work performance. Significance value (0.612> 0.05) shows that extrinsic motivation is not a determining factor in improving the performance of the Caroline Officer 116 Telkomsel.

Q: What is the relationship between intrinsic and extrinsic motivation in this study?

A: Although extrinsic motivation does not have a significant significant effect, intrinsic and extrinsic motivation together has a significant influence on work performance. This is evidenced through the simultaneous test (F test), which shows a smaller significance value from Alpha (0,000 <0.05).

Q: What are the recommendations for PT. Infomedia Nusantara Medan based on the findings of this study?

A: The following recommendations are made:

Improve self-development and training programs: Providing opportunities for the Caroline Officer 116 Telkomsel to develop their abilities and knowledge can increase self-confidence and job satisfaction.
Creating a culture of appreciation and recognition: Providing recognition of the achievements and contributions given can increase employee intrinsic motivation.
Improve communication and collaboration: Building effective communication and encouraging collaboration between employees can increase a sense of togetherness and morale.

Q: What are the limitations of this study?

A: This study has several limitations. Firstly, the study was conducted on a specific sample of Caroline Officer 116 Telkomsel at PT. Infomedia Nusantara Medan, and the findings may not be generalizable to other organizations. Secondly, the study relied on self-reported data, which may be subject to biases and errors.

Q: What are the future research directions based on the findings of this study?

A: Future research should aim to investigate the relationship between motivation and work performance in other organizations and industries. Additionally, research should focus on understanding the factors that influence intrinsic and extrinsic motivation, and how these factors can be used to improve work performance.

Q: What is the conclusion of this study?

A: In conclusion, this study has shown that motivation plays a significant role in determining the work performance of the Caroline Officer 116 Telkomsel. Intrinsic motivation, which comes from satisfaction and a sense of achievement at work, has a significant effect on work performance. Extrinsic motivation, which comes from external factors such as appreciation and incentives, does not show a significant effect on work performance.