Introduction to 11 Chapter Managing Employees Multi Media

Introduction to 11 Chapter Managing Employees Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Learning Objectives § § Uraikan teori motivasi. Jelaskan bagaimana perusahaan dapat tingkatkan kepuasan kerja dan tingkatkan motivasi. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Motivation and Performance Efforts of employees to create and produce a quality product Efforts of employees to sell the product Efforts of employees to achieve efficient (low-cost) production and marketing Firm’s Revenue Firm's Earnings Firm's Value Firm’s Expenses Efforts of employees to achieve low financing costs Multi. Media 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 Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Summary of Hawthorne Studies Condition Increased Lighting for Employees Result Higher Productivity Experiment Reduced Lighting for Employees Conclusion Multi. Media by Stephen M. Peters Beberapa penyesuaian ke dalam Kondisi Yang Mencerminkan Perhatian Ditingkatkan Ke arah Karyawan Higher Productivity © 2001 South-Western College Publishing

Maslow’s Hierarchy of Needs Orang-Orang harus memenuhi kebutuhan yang lebih rendah dalam rangka meningkat kepada kebutuhan yang lebih tinggi. Theory: Self-Actualization Respect, recognition. Maximization of potential. Esteem Needs Social interaction. Social Needs Job security. Safety Needs Physiological The basics: food, shelter, and clothing. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Herzberg Hygiene Factors (Environmental) • • • Policies Supervision Working Conditions Money Status Job Security Motivator Factors (The Job Itself) • • • Achievement Recognition Challenging Work Responsibility Opportunities for advancement Personal growth opportunities Hygiene Factors mempertimbangkan pencegahan bukan motivasional tetapi tidak boleh perhatian motivasional tidak disajikan. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Summary of Mc. Gregor’s Theory X and Y Theory X Theory Y Supervisors’ View of Employees Implications Employees dislike work and job responsibilities and will avoid work if possible. Supervisors cannot delegate responsibilities. Employees are willing to work and prefer more responsibility. Supervisors should delegate responsibilities, which will satisfy and motivate employees. Multi. Media 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 Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Equity Theory Teori: konpensasii harus patut, atau yang sebanding, kepada masing-masing kontribusi pekerja Ron 20% Mary 30% Joe 50% Multi. Media by Stephen M. Peters Example: $100, 000 bonus to be divided based on relative contribution to a project: Joe: $50, 000 Mary: $30, 000 Ron: $20, 000 © 2001 South-Western College Publishing

Reinforcement Theory: Reinforcement dapat mengendalikan prilaku. - Positive reinforcement: provides rewards for high performance. Contoh: Bonus, promotion, oral compliment. - Negative reinforcement: memotivasi memberi sangsi Contoh: Teguran, PHK, dll. Multi. Media by Stephen M. Peters karyawan dengan © 2001 South-Western College Publishing

Guidelines to Motivation Employee will: • Compare compensation and contribution. • Not be satisfied with compensation alone. • Be motivated if they can gain a reward. Multi. Media by Stephen M. Peters Employer should: • Ensure compensation is proportionate to contribution. • Ensure employees have other needs met: respect, self-esteem, etc. • Motivate using positive reinforcement. © 2001 South-Western College Publishing

Key Characteristics Affecting Job Satisfaction • Money or compensation programs. • Security. • Work schedule. • Employee involvement programs. Multi. Media 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. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Characteristics of a Compensation 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. Multi. Media 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. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing

Employee Involvement Programs • • • Job enlargement. Job rotation. Empowerment. Teamwork. Open-book management. Multi. Media by Stephen M. Peters © 2001 South-Western College Publishing