Menunjukkan bagaimana total quality management (TQM) dapat diaplikasikan untuk memonitor dan tingkatkan kualitas produk dan jasa yang diproduksi. Identifikasi metode-metode kunci yang digunakan untuk meningkatkan efesiensi produksi.

1. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Chapter11
Managing
Employees
Introduction to

2. 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.

3. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
Motivation and Performance
Upaya karyawan untuk
menciptakan dan
menghasilkan produk
yang berkualitas
Firm’s
Expenses
Firm's
Earnings
Firm's
Value
Firm’s
Revenue
Upaya karyawan
untuk menjual produk
Upaya karyawan untuk
mencapai biaya
pembiayaan yang
rendah
Upaya karyawan untuk
mencapai produksi dan
pemasaran yang efisien
(biaya rendah)

4. 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

5. 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

6. 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.

7. 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.

8. 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
Implications
Theory
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.

9. 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

10. MultiMedia by Stephen M. Peters © 2001 South-Western College Publishing
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. 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.

12. 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:

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

14. 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.

15. MultiMedia 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.
.

16. 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.

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