The Relationship of Work Motivation With the Quality

THE RELATIONSHIP OF WORK MOTIVATION WITH THE QUALITY OF MEMBERS PERFORMANCE IN THE INSTITUTION In an organization or institution, of course there are goals that have been prepared and formulated in such a way as an orientation or reference in the movement of the organization. In every era, organizations are certainly faced with various different situations and conditions, both predictable and unpredictable. In facing changes in situations or conditions in each era, organizations need to work around this so that every conflict or obstacle that befalls the organization can be resolved and the goals within the organization can still be achieved optimally. To move the wheels of an organization so that it remains dynamic, it is necessary to manage organizational members as elements of human resources within the organization itself. Human resources are included in the main elements of an organization, because human resources are a driving resource for organizational dynamics and determine the success of an organization. Talking about human resources issues, it can actually be seen from two aspects, namely quantity and quality. Quantity concerns the number of human resources, while quality concerns the quality of these human resources, which include physical abilities and non-physical abilities (intelligence and mental). The Legal Education Center is an educational institution whose main function is to provide education in the field of military law. Discussing more deeply the quality of human resources in an organization is an important thing for management to pay attention to, especially by organizational leaders. The parameters of an organization's success cannot be separated from the influence of the quality of its human resources themselves. Because the organization will only move if its main tasks and functions also move, and the driving element of those main tasks and functions is its human resources. Human resources are given main tasks and functions so that they clearly understand the fields, skills and things that are part of their work. In order to carry out their main duties and tasks so that they run smoothly, of course the potential and expertise of each of them must be identified. Because the term "the right man in the right place" is not just a motto, but it is one of the keys to an organization's success in achieving its goals. To form good human resources, good leadership is also needed. Leadership is the ability or ability to manage people in such a way as to achieve the greatest results with the smallest possible conflict and as much cooperation as possible (Edward Lyman Munson). Leadership is a combination of traits that make it possible for someone to encourage other parties to complete the job (Ordway Tead). Leadership is a skill and ability of someone who has occupied a leadership position in a job in influencing the actions of other people, especially their subordinates, to think and behave in such a way that through this positive behavior they can make a real contribution to achieving organizational goals ( Sondang P. Siagian). Based on the three definitions above, it can be concluded that leadership is the ability to influence members so that good management is formed in leading its members and so that they work together to achieve organizational goals. Increasing employee performance in an organization is largely determined by the existence of leadership in the organization. Leadership is the main factor in determining the progress and decline of employee performance in an organization, because with leadership you can direct and mobilize other people to be willing to do something voluntarily to achieve the goals that have been set. There are phenomena or problems in terms of performance related to leadership control at Pusdikkum. Through interviews conducted by researchers with several sources with the initials (RA) and (AH), there are several problems that stand out, including: a) the level of discipline of members is still lacking, b) work competency is still not optimal as it should be. What is meant by discipline is that there are still some members who do not attend roll calls for various reasons, such as kindergarten (without explanation), not arriving on time to work, and dressing not according to the schedule. As for the lack of optimal basic work competencies, there are still some members who still need to be guided and do not understand the tasks they are working on, even though ideally these tasks should have been mastered. Willingness to learn and independence in carrying out tasks still need to be improved. There is another opinion from Mrs. (RA) that work discipline and employee work motivation are influenced by how the leader exercises control and creates a situational leadership style because in leading there are times when the leader is friendly, tolerant and understands the employee's psychological condition. On the other hand, leaders must also be firm and strong so that subordinates remain under the influence of the leader. Basically employee performance is influenced by two factors, namely internal factors and external factors. Internal factors are factors related to a person's characteristics, including attitudes, personality traits, physical characteristics, desires or motivation, age, gender, education, work experience, cultural background and other personal variables. Meanwhile, external factors are factors that influence employee performance which come from the environment, leadership, actions of co-workers, type of training and supervision, wage system and social environment. The quality of performance in an organization is of course greatly influenced by the quality of the human resources within it, starting from problem solving and decision making abilities which of course require the ability to think long term in order to be able to anticipate impacts that may occur within the organization. That is why human resources are the main element and important asset for organizational dynamics whose management must really be paid attention to. Employee performance is the result of work in quantity and quality achieved by an employee in carrying out his duties in accordance with the responsibilities given to him in achieving organizational goals. Employee performance is influenced by employee work motivation.