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MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Chapter11Managing Employees
Introduction to
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Learning Objectives
Uraikan teori motivasi. Jelaskan bagaimana perusahaan
dapat tingkatkan kepuasan kerja dan tingkatkan motivasi.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Motivation and Performance
Efforts of employees to create and produce
a quality product
Firm’s Expenses
Firm's Earnings
Firm's Value
Firm’s Revenue
Efforts of employees to sell the product
Efforts of employees to achieve low financing costs
Efforts of employees to achieve efficient
(low-cost) production and marketing
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Major Theories on Motivation
• Hawthorne Studies• Maslow’s Hierarchy of Needs• Herzberg’s Job Satisfaction Study• Theory X, Y, and Z• Expectancy Theory• Equity Theory• Reinforcement Theory
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Summary of Hawthorne Studies
Increased Lighting for Employees
Higher Productivity
Higher Productivity
Beberapa penyesuaian ke dalam Kondisi-
Kondisi Yang Mencerminkan
Perhatian Ditingkatkan Ke arah Karyawan
Reduced Lighting for Employees
Experiment
Conclusion
Condition Result
Higher Productivity
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Maslow’s Hierarchy of Needs
Physiological
Safety Needs
Social Needs
Esteem Needs
Self-Actualization Maximization of potential.
Respect, recognition.
Social interaction.
Job security.
The basics: food, shelter, and clothing.
Theory: Orang-Orang harus memenuhi kebutuhan yang lebih rendah dalam rangka meningkat kepada kebutuhan yang lebih tinggi.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Herzberg
• Policies
• Supervision
• Working Conditions
• Money
• Status
• Job Security
• Achievement
• Recognition
• Challenging Work
• Responsibility
• Opportunities for advancement
• Personal growth opportunities
Hygiene Factors (Environmental) Motivator Factors (The Job Itself)
Hygiene Factors mempertimbangkan pencegahan bukan motivasional tetapi tidak boleh perhatian motivasional tidak disajikan.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Summary of McGregor’s Theory X and Y
Employees dislike work and job responsibilities and will avoid work if possible.
Supervisors’ View of Employees ImplicationsTheory
Theory
X
Theory
Y
Employees are willing to work and prefer more
responsibility.
Supervisors cannot delegate responsibilities.
Supervisors should delegate responsibilities,
which will satisfy and motivate employees.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Expectancy Theory
•Teori: Suatu usaha pekerja dipengaruhi oleh hasil yang diharapkan (penghargaan).
Dua kebutuhan:• Penghargaan yang diinginkan.• Kesempatan penerima penghargaan
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Equity Theory
Joe50%
Mary30%
Ron20%
Teori: konpensasii harus patut, atau yang sebanding, kepada masing-masing kontribusi pekerja
Example:$100,000 bonusto be divided basedon relative contributionto a project:
Joe: $50,000Mary: $30,000Ron: $20,000
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Reinforcement Theory
- Positive reinforcement: provides rewards for high performance.Contoh: Bonus, promotion, oral compliment.
- Negative reinforcement: memotivasi karyawan dengan memberi sangsi
Contoh: Teguran, PHK, dll.
Theory: Reinforcement dapat mengendalikan prilaku.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Guidelines to Motivation
• Compare compensation and contribution.
• Not be satisfied with compensation alone.
• Be motivated if they can gain a reward.
• Ensure compensation is proportionate to contribution.
• Ensure employees have other needs met: respect, self-esteem, etc.
• Motivate using positive reinforcement.
Employee will: Employer should:
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Key CharacteristicsAffecting Job Satisfaction
• Money or compensation programs.
• Security.• Work schedule.• Employee involvement
programs.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Three Compensation Programs
Merit system– Raise according to merit.
Across-the-board system– All employees get similar raise.
Incentive plans– Various forms of compensation based on specific
performance.
MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Characteristics of aCompensation Program
Sesuaikan rencana konpensasi dengan tujusan bisnis. Sesuaikan konpensasi dengan atujuan karyawan tertentu. Menetapkan tujuan yang mungkin dapat dicapai oleh
karyawan. Ijinkan karyawan memberikan masukan tentang rencana
konpensasi.
.
.
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MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Flexible Work Schedule(Flextime Programs)
Pekerjaan yang dimampatkan :• Mampatkan beban kerja ke dalam lebih sedikit hari per
minggu.• Tujuan utama akan mengijinkan karyawan untuk
mempunyai tiga hari di akhir pekan.
Pekerjaan yang berbagi (Job sharing)
• Dua atau lebih orang-orang berbagi full-time tertentu ( 40 jam) rencana kerja.
• Ini mengijinkan karyawan untuk bekerja part-time. Banyak dari karyawan ini tidak ingin bekerja full-time.
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