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Chapter 11 Managing Employees Introduction to. Learning Objectives  Uraikan teori motivasi.  Jelaskan bagaimana perusahaan dapat tingkatkan kepuasan.

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Presentasi berjudul: "Chapter 11 Managing Employees Introduction to. Learning Objectives  Uraikan teori motivasi.  Jelaskan bagaimana perusahaan dapat tingkatkan kepuasan."— Transcript presentasi:

1 Chapter 11 Managing Employees Introduction to

2 Learning Objectives  Uraikan teori motivasi.  Jelaskan bagaimana perusahaan dapat tingkatkan kepuasan kerja dan tingkatkan motivasi.

3 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

4 Major Theories on Motivation

5 Summary of Hawthorne Studies Increased Lighting for Employees Higher Productivi ty Beberapa penyesuaian ke dalam Kondisi- Kondisi Yang Mencerminkan Perhatian Ditingkatkan Ke arah Karyawan Reduced Lighting for Employees Experiment Conclusion ConditionResult Higher Productivi ty

6 Theory: Orang-Orang harus memenuhi kebutuhan yang lebih rendah dalam rangka meningkat kepada kebutuhan yang lebih tinggi. Maslow’s Hierarchy of Needs Maximization of potential. Respect, recognition. Social interaction. Job security. The basics: food, shelter, and clothing.

7 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.

8 Employees dislike work and job responsibilities and will avoid work if possible. Employees are willing to work and prefer more responsibility. Supervisors cannot delegate responsibilities. Supervisors should delegate responsibilities, which will satisfy and motivate employees.

9 Expectancy Theory Teori: Suatu usaha pekerja dipengaruhi oleh hasil yang diharapkan (penghargaan). Dua kebutuhan: Penghargaan yang diinginkan. Kesempatan penerima penghargaan

10 Equity Theory Joe 50% Mary 30% Ron 20% Teori: konpensasii harus patut, atau yang sebanding, kepada masing-masing kontribusi pekerja Example: $100,000 bonus to be divided based on relative contribution to a project: Joe: $50,000 Mary:$30,000 Ron:$20,000

11 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.

12 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:

13 Key Characteristics Affecting Job Satisfaction Money or compensation programs. Security. Work schedule. Employee involvement programs.

14 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.

15 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.

16 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.

17 Employee Involvement Programs Job enlargement. Job rotation. Empowerment. Teamwork. Open-book management.


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