Narasumber/ Pemateri Training : Kanaidi, SE., M.Si., cSAP., CBCM HP. 0812 2353 284, WA: 0877 5871 1905 e-mail : kanaidi63@gmail.com

1. Employees &
Subordinate
Motivating
Effective Leadership and
Supervisory
for Manager & Supervisor Training
Kanaidi, SE., M.Si., cSAP., CBCM
HP. 08122353284 kanaidi63@gmail.com

2. Why do some people
climb mountains?

3. While others
run?

4. And others
just sit?

5. And why do
millions of
people go to
work each day?

6. MOTIVASI ???

7. Motivationis the force
that drives our actions

8. And with the
right
motivation
What
can’t we do?

9. Employee motivation in the workplace
• The job of a manager in the workplace is to get
things done through employees and subordinate.
• To do this the manager should be able to motivate
employees and subordinate.
• But that's easier said than done! Motivation practice
and theory are difficult subjects.

10. What is MOTIVATION ?
MOTIVATION = Value of outcome x expectation of
achieving it
Motivation is a desire to achieve a goal,
combined with the energy to work
towards that goal.
 Motivasi merupakan satu penggerak dari
dalam diri seseorang untuk melakukan
atau mencapai sesuatu tujuan
 Motivasi adalah kekuatan pendorong yg akan mewujudkan
suatu perilaku guna mencapai tujuan kepuasan dirinya
 Motivasi adalah proses yang menjelaskan intensitas, arah,
dan ketekunan seorang individu untuk mencapai tujuan
tertentu

11. • Motivation is everything. You can do the work of two
people, but you can't be two people. Instead, you have to
inspire the next guy down the line and get him to inspire
his people.
• Motivation is the art of getting people to do what you
want them to do because they want to do it.
What is MOTIVATION ?
• Motivation is the willingness to exert high levels of effort
toward organizational goals, conditioned by the effort’s
ability to satisfy some individual need (Robbins, 1998).
(Motivasi merupakan kemauan untuk melakukan sesuatu
dengan upaya yang tinggi dalam mencapai tujuan
organisasi, yang dikondisikan oleh adanya upaya
individual untuk memuaskan kebutuhannya)

12. Mengapa kita perlu
MOTIVASI ???

13. Ubah MINDSET
Anda!
Semua memulai dari KEYAKINAN dalam
Pikirannya

14. DREAM

15. 1. Penegasan Diri
2. Ubah Cara Pandang
3. Keluar Dari Tempurung
4. Tentukan Kuota Ide
5. Ganti Kebiasaan
6. Beri Otak Makan
7. Catatan Ide
8. Tidak
Kiat-kiat Untuk Membuat Anda
Jauh Lebih Inovatif

16. THEORIES ON
MOTIVATION
 Maslow’s
 McGregor’s
 McClelland’s

17. History has given us many models
of Motivation…
Need for achievement
(n-ach)
Need for authority and
power (n-pow)
Need for affiliation (n-affil)
McClelland
Needs Based Motivational Model
Locke & Lathum
Goal Setting
• Make goals
Specific and
measureable
• Set challenging
goals
Set Goals
• Belief that goal
is attainable
• Incentive to
obtain goal
Goal
Commitment • Training and
skill
development
• Timetable
Action
Planning
Bandura
Self Efficacy
Self
Efficacy
Locus of
Control
Mastery
Exper-
iences
Affective
Control
Efficacy
Goal
Proximity

18. Physiological needs
(air, water, food, rest, exercise,etc)
Safety needs
(shelter, job security,
retirement plan, insurance)
Love and belonging
(children, friends,
partners)
Self esteem
(fame, recognition,
reputation, dignity)
Self
actualization
(Confidence,
achievements,
freedom)
Maslow
Hierarchy of Needs
Many models of Motivation…

19. Mc.GREGOR “XY THEORY “

20. Theory X
• Mengasumsikan bahwa kerja
didasari pada sikap malas, sering
membuat kesalahan dan secara
ekstrinsik dimotivasi oleh uang.
• Tidak pernah bisa dipercaya dan
selalu diawasi
• Untuk bekerja lebih banyak,
mereka harus diberikan uang.

21. Theory Y
• Mengasumsikan bahwa
tantangan dan kebebasan
yang ada, para pegawai
dimotivasi untuk mencapai
harga dirinya dan
menunjukkan kompetensi
dan kreativitas mereka.

22. Need for ACHIEVEMENT
(n-ach)
McClelland
Needs Based Motivational Model
Need for AFFILIATION
(n-aff)
Need for authority and
POWER
(n-pow)

23. Achievement Motivation
• Upaya seseorang untuk menguasai suatu tugas,
mencapai keunggulan, mengatasi hambatan,
melakukan sesuatu lebih baik dari yang lain dan
bangga dengan bakat yang dimiliki.
• Pengaruhnya pada:
– Pemilihan Aktivitas (Apa dan dengan Siapa)
– Upaya untuk mengejar sasaran (latihan)
– Intensitas (Seberapa keras Anda mencoba)
– Ketekunan (ulet & sabar)

24. The belief that it is important to meet or exceed a standard of
excellence.
Mc CLELLAND’S: N-ACHIEVEMENT (Prestasi)
Focus upon:
 Out-performing others
 Performing against internal standards of excellence
 Achieving unique or innovative accomplishments
 Long-range career planning
If you scored highest in Achievement:
 You place importance on doing things
better, faster or in new ways
 You want to use time well and get
frustrated by time-wasting
 You can see organizational politics as a
waste of time
 Given the choice of doing something
yourself or delegating, you would probably
choose to do it yourself

25. Focus upon:
 Being liked, accepted and popular
 Concern about separation or disruption of relationships
 Seeing group tasks as primarily social activities
If you scored highest in Affiliation:
 You place highest priority on avoiding
conflict and maintaining good relations
 You are concerned about people’s feelings
 You take time to socialize at work and are
in touch the ‘grapevine’
 If you had to delegate to someone who
might resent the extra work, you would
most likely do it yourself
The belief that establishing and maintaining close,
friendly relationships is important
Mc CLELLAND’S: N-AFFILIATION (Berafiliasi)

26. The value for Power can take 2 forms:
1. Personalized Power – used for self-benefit
2. Socialized Power – used for the benefit of others
Focus upon:
 Feeling – or being perceived as – strong, effective and influential
 Taking forceful actions that affect people
 Giving unsolicited support or advice
 Influencing, persuading or making a point
If you scored highest in Power:
 You are most concerned with having impact on events
and people
 You make a point of understanding organizational
politics and influential relationships
 When used as socialized power and given the choice of
doing something yourself or delegating, you would
prefer to let the other person complete the task so that
they can learn and develop.
Mc CLELLAND’S: N-POWER (Kekuasaan)
The belief that having an impact matters.

27. And for employees, we need
to understand how to tap
into that
Motive + Action

28. The 4-Drive Model
Employee Motivation
of
Lawrence & Nohria
2002
And we are just touching the
surface of it here

29. The Question is
• So What?
• Who Cares?
• How Does This
Matter?

30. It all really boils
down to
Why is this
important?

31. Improves
Focus
Increases
Effort Aids
Retention
Drives
Creativity
Enhances
Persistence
Because it…

32. So lets see how we can
impact each of the
four drives
to improve
employee motivation

33. Acquire
Bond
Challenge &
Comprehend
Defend
• Reward Systems
• Recognition
• Perks
• Culture
• Teamwork
• Social events
• Job Design
• Training
• Big picture
• Reputation
• Focus on competition
• Transparency

34. Impact
Acquire thru
Reward
Anything to do
with…
Recognition
Anything to do
with…
Perks
Anything to do
with…
• Salary
• Incentives
• Benefits
• Time off
• Special
allowance
• Awards
• Thank yous
• Top of class

35. Culture
Anything to do
with…
Teamwork
Anything to do
with…
Social
Anything to do
with…
Improve
Bonding by
• Values
• Norms
•Daily behaviors
• Job structure
• Projects
• Support
• Gather
• Sports/teams
• Fun

36. Challenge &
Comprehend
Job Design
Anything to do
with…
Training
Anything to do
with…
Goals
Anything to do
with…
• Skill training
• People training
• Coaching
• Stretch goals
• Employee input
• Line of site
• Job sharing
• New challenges
• Mentoring

37. Reputation
Anything to do
with…
Threats
Anything to do
with…
Transparency
Anything to do
with…
Build the will
to Defend
• Current Issues /
Success
•Trust
• Competitors
• Environment
• Outside
• Company
• Group
• Personal/ideas

38. And we’ve just
touched the
tip of the…

39. Jangan Lupa, bantu
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