managing employee

474 views
379 views

Published on

Published in: Business, Technology
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
474
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
42
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

managing employee

  1. 1. Introduction to 11 Chapter Managing Employees MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  2. 2. 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
  3. 3. 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 MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  4. 4. Major Theories on Motivation •• •• •• •• •• •• •• Hawthorne Studies Hawthorne Studies Maslow’s Hierarchy of Needs Maslow’s Hierarchy of Needs Herzberg’s Job Satisfaction Study Herzberg’s Job Satisfaction Study Theory X, Y, and Z Theory X, Y, and Z Expectancy Theory Expectancy Theory Equity Theory Equity Theory Reinforcement Theory Reinforcement Theory MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  5. 5. Summary of Hawthorne Studies Condition Increased Lighting for Employees Result Higher Productivity Experiment Reduced Lighting for Employees Conclusion MultiMedia by Stephen M. Peters Beberapa penyesuaian ke dalam KondisiKondisi Yang Mencerminkan Perhatian Ditingkatkan Ke arah Karyawan Higher Productivity Higher Productivity © 2001 South-Western College Publishing
  6. 6. 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. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  7. 7. 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. © MultiMedia by Stephen M. Peters 2001 South-Western College Publishing
  8. 8. Summary of McGregor’s Theory X and Y Theory 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. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  9. 9. 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
  10. 10. Equity Theory Teori: konpensasii harus patut, atau yang sebanding, kepada masing-masing kontribusi pekerja Ron 20% Mary 30% Joe 50% MultiMedia 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
  11. 11. Reinforcement Theory 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. MultiMedia by Stephen M. Peters karyawan dengan © 2001 South-Western College Publishing
  12. 12. Guidelines to Motivation Employee will: • Compare compensation and contribution. • Not be satisfied with compensation alone. • Be motivated if they can gain a reward. MultiMedia 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
  13. 13. Key Characteristics Affecting Job Satisfaction • Money or compensation programs. • Security. • Work schedule. • Employee involvement programs. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  14. 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. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  15. 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. MultiMedia by Stephen M. Peters . © 2001 South-Western College Publishing
  16. 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. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
  17. 17. Employee Involvement Programs • • • • • Job enlargement. Job rotation. Empowerment. Teamwork. Open-book management. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing

×