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Decreased Interest in Organization in The Middle of The Management Period?

One of the obligations of students is to follow and maintain the smooth running of academic activities. In addition, according to Peraturan Rektor ITS Nomor 16 Tahun 2019 students have the right to participate in applicable student activities. When viewed from UU No 12 Tahun 2012, students have the right to obtain educational services according to their abilities, interests, potential, and talents. Students can learn and channel their abilities through student organizations.

Student organization is a forum formed by students to achieve certain goals, whether in the academic, social, cultural, talent interest, religious, or other fields. In the Di Keluarga Mahasiswa (KM) ITS itself there are several ormawa with legal status which are listed in the Konstitusi Dasar Keluarga Mahasiswa (KDKM) ITS. These include the Student Executive (BEM ITS, BEM Faculty, and HMD), Student Legislative (BLM ITS and BLM Faculty), Student Judiciary (MM ITS), Talent Interest Institute (LMB), Student Self-Help Organization (LSM), and Student Representative Trustee Assembly (MWA WM).

In carrying out its functions, each ormawa has a management structure that is divided according to their respective roles. The division of the board's role can be based on the management structure of the ormawa. A management also has its own management period. In general, the management period of student organizations is one year, but again refers to the fundamentals of each student organization.

Every board in an organization has different individual motivations and goals. Some may join the organization to develop themselves, expand their network, or even gain experience to add value to their CV. On the other hand, others may be encouraged to join because of peer pressure, following trends, or simply looking for something to do. These different initial motivations and goals are often one of the factors that affect how committed they are to the organization later on. On the other hand, every administrator in an ormawa has a responsibility for the running of the ormawa during the management period, which includes work programs, maintaining interpersonal relationships, developing administrators, evaluating, and regenerating. That responsibility is very dependent on the motivation and condition of the management. This often leads to demotivation in the management.

Demotivation is a feeling where we feel tired, demotivated, and even give up on doing something. Usually, it happens because we feel that we cannot do something optimally, be it work or tasks that have become our responsibility. Not only that, there are other possible causes of the demotivation phenomenon, such as excessive workload, lack of appreciation, ineffective leadership, differences in initial expectations and reality, internal conflicts, work and organizational environments, or differences in personal and organizational goals. This demotivational phenomenon can be attributed to the number of BEM ITS administrators who are inactive, as stated in Kepres BEM ITS No 24. In the Decree, it is stated that there are various reasons for their inactive status.

Demotivation of administrators in an organization is definitely not desirable. The impact of board demotivation can affect the condition of the organization. With the administrators who quit or are inactive, in other words, there is a decrease in the productivity of these administrators and results in an increase in the burden on other administrators. The existence of demotivated administrators is also very likely to cause delays or non-implementation of work programs and can make the image of the ormawa decline in the eyes of other students.

Then how to avoid the phenomenon of board demotivation?  An ormawa can make efforts to create a supportive work environment. Openness of each board, good communication, collaboration, and clarity of responsibilities can create a positive work environment. Development or training facilities for administrators are also needed with the aim of achieving and realizing the skills that administrators want to acquire as well as additional benefits. An ormawa needs to pay attention to the balance of tasks and time because as students our main task is academic. So how can ormawa also pay attention to how to distribute tasks and avoid overwork and a very tight timeline. Good leadership also affects the state of the board as a direction giver, role model, companion, and even mentor who must be able to provide evaluation, motivation, and recommendations. In addition, as a leader at the beginning of the board, it is necessary to get to know the board members who will work with him during the board. This can facilitate communication, delegation of tasks, and appropriate treatment for members. The implementation of structured meetings can also have an impact on interpersonal relationships while maintaining the organizational spirit of the board. And do not forget the existence of internalization in an organization or field in it can also reduce the possibility of demotivation of the board.

Demotivation of student organization administrators is an issue that must be avoided and addressed seriously so that it does not adversely affect the performance of ormawa. Through the right approach, such as creating a positive work environment, developing and training administrators, balancing tasks, optimal division of work time, good leadership, structured meetings, and internalization, ormawa can keep the enthusiasm and motivation of administrators high throughout the management period.