International Journal of Science and Research (IJSR) ISSN (Online): 2319-7064 Index Copernicus Value (2016): 79.57 | Impact Factor (2015): 6.391 Volume 6 Issue 11, November 2017 www.ijsr.net Licensed Under Creative Commons Attribution CC BY Strategiesin Improving the Performance of the Lecturers of STIE XYZ through Motivation and Job Satisfaction Sikkat Sitompul 1 , Aida Vitayala S. Hubeis 2 , Idqan Fahmi 3 1, 2, 3 Business School of Bogor Agricultural University, Indonesia Abstract: This study aimed to analyze the levels of motivation and job satisfaction and their effects on the performance of the lecturers of STIE XYZ. The data were collected using a structured interview in the form of a closed questionnaire. The Likert Scale Model and the criteria range analysis were used to analyze the levels of the variables of motivation, job satisfaction and lecturer performance. The data were analyzed using SEM (Structural Equation Modeling) analysis technique with an alternative method based on variance or component base SEM called Partial Least Square (PLS). The results showed that the lecturer motivation level was categorized as Reasonably Good, andboth the lecturer job satisfaction and performance levels were categorized as Not Good. Motivation and job satisfaction variables showed positive and significant influences on the lecturer performance variable. Based on the result of the research, strategic recommendations to improve the lecturer performance that is the need for the professional and career development of the lecturers were formulated; moreover, the institutional management needs to conduct evaluation and monitoring systems to its lecturer properly.A number of efforts are required to increase the lecturers’ interest in conducting their dharma research. Keywords: job satisfaction, motivation, performance 1. Introduction Universities have a role and strategic function in developing the potential of learners to become useful human beings for the nation and country. Efforts to achieve the goals and functions of a university, the university needs to apply good management principles. The quality management system implemented by the managers of the educational institution aimed to strengthen and develop the quality of human resources of the institution. Its success in carrying out its functions is largely determined by the quality of educators working in this institution. Lecturers are human resources who become the internal factors in the process of achieving the goals and determinants of success of the higher education institutions. The performance of lecturers is measured by the ability of lecturers in performing their duties in implementing the Tri Dharma University, namely, education, research, and community service. The successful implementation of this Tri Dharma can be seen from the ability of lecturers in carrying out their duties and responsibilities in the institution. The School of Economics of XYZ (STIE) is a private educational institution responsible for organizing educational programs for the community. Based on the observations in the field, the condition of infrastructure facilities owned by the institution is still insufficient in supporting the quality of learning process in its university. The location of the campus buildings located in the area of shops can reduce the comfort and beauty of the campus. The institution has not been able to collect and subscribe to scientific journals from within and outside the country so that its students have difficulties in getting the latest information on scientific research. In addition, lack of learning media available in the lecture room also reduces the comfort in teaching and learning process. Based on the accreditation of BAN-PT, since its establishment in 1994,STIE XYZ has been accredited by C (Sufficient). The result of this accreditation showed that the performance of STIE XYZ is worse than that of the other STIE institutions with an A accreditation. The average of the student grade point average from the academic year of 2009/2010 to 2014/2015 was still below 3.0, and it was ever below 2.0. The number of the students who graduate on time is also low on every academic year. The number of new students enrolling from year to year has not increased significantly, although it ever increased several years ago, and the number of active students each year is not more than 200 students. Based on the above problems, it is necessary to improve the performance of the lecturers by improving the motivation and job satisfaction of lecturers in order to improve their performance. 2. Literature Review According to the research conducted by Akhtar et al. (2014), a factor that can affect a person's performance is motivation. The same idea was also revealed by the results of the research by Masvaure et al. (2014), Nantha (2013), Roy and Sengupta (2013), Eyal and Roth (2011) stating that motivation is often described as internal and external forces that influence a person in acting and behaving. It is suspected that lecturers who have a strong motivation will have good performance as well. Herzberg in Mangkuprawira and Hubeis (2007) explains that human resource management should seek good planning in maintaining and motivating its employees so that hygiene and motivation factors require some attention. Aside from the motivation factor, job satisfaction factor is the determinant factor of the success of one's performance. The research result of Soegandhi et al. (2013) showed that employee satisfaction has a positive effect on the overall performance of the organization. Westover (2012) mentions Paper ID: ART20178448 DOI: 10.21275/ART20178448 2230