Management and Statistics: Management Science

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Feb 15, 2011

Work Motivation

A. Understanding Motives and Work Motivation

Human resources is one of the elements that determine the success of an organization achieve the goal, as stated by Moekijat that (2002:1) "man is a very important element in the organization." To achieve the goals of the organization, one of the things that need to be a leader is to give impetus that resulted, distribute, and maintain the behavior of the employees to be willing to work in accordance with the desired organization. Locomotion are referred to as motivation.

David B. Guralnik (Moekijat, 2002: 4) argued that "the motive: an inner drive, impulse, etc. That causes one to act "(motif: a stimulus from within, an impulse, and so forth that cause a person to do something). Then Malay S.P. Hasibuan (2003:141) suggested "The motive is a desire stimulant (Want) and willingness to work one's locomotion. Motives are sometimes defined as the need (needs), controller (drives), or impulse in a person. " A.A. Anwar King Mangkunegara (2001:93) defines "motive as a need for a boost in self-employees who need to be met for these employees can adapt to their environment."

Below are presented several definitions of motivation from some experts cited by Moekijat (2002:5), namely:

George R. Terry argued that "motivation is the desire" Within an individual That stimulates uterus or her to action "(motivation is a desire within an individual who encourages him to act).

Harold Koontz argued that the "motivation refers to the drive and effort to satisfy a goal or Want" (motivation shows encouragement and effort to meet / satisfy a need or to achieve a goal).

Committee Term Management and Construction Management Education Institute (Dictionary of Terms Management) suggested that the motivation is the process or factors that encourage people to act or behave a certain way. The process of motivation include: (1) Introduction and assessment of needs that have not been satisfied, (2) Determination of goals that will satisfy needs, and (3) determination of measures necessary to satisfy the needs.

According Veithzal Rival (2005:455), "Motivation is a set of attitudes and values that influence individuals to achieve specific things in accordance with individual goals." Then, according to Sondra P. Siagian (2004: 138) that:

Motivation is the driving force that resulted in one member of the organization want and willing to exert the ability, in the form of expertise or skill, effort and time to carry out various activities which it is responsible and fulfill its obligations, in the achievement of goals and targets organizations that had been predetermined.

Yuniarsih grandchildren, et al (1998:149-150) argues that "Motivation is a psychological process that is inside every person, a driving force (inner drives) that will produce the behavior to perform an action or activity." Gibson et al (1996:185) argues that "Motivation is the force that drives someone who raises and directs employee behavior." Then Malay S.P. Hasibuan (2003:92) points out:

Motivation comes from the Latin word meaning movere pengerak impetus or power. Motivation is granted only to humans, especially to his subordinates or followers. Motivations questioned how to encourage morale subordinates, so they want to work hard to provide all the capabilities and skills to achieve company goals.

Greenberg and Baron (YH Djatmiko, 2005:67) defines that "Work motivation is a process that encourages, directing and maintaining human behavior towards the achievement of a goal." In line with statements of Ernest J. McCormick (AA Anwar King Mangkunegara, 2005:94) in relation to the work environment suggests that the "Work motivation is defined as the which conditions influence the arousal, direction and maintenance of behaviors relevant in work settings. Which means that "Work motivation is defined as conditions that affect arouse, direct and maintain behaviors associated with the work environment."

From the understanding of the motives, motivation and work motivation suggested by experts in the above can be concluded that the motive is an incentive or a driving force in the one who needs to be met for that person to adjust to the environment. Motivation is the driving force that causes the willingness and readiness within the individual to do various tasks which it is responsible to achieve goals. Motivation arises at the instigation of an individual who can drive and direct behavior. Meanwhile, work motivation is the process of encouraging, directing human behavior associated with the work environment to achieve objectives.

B. Objectives Motivation

According Gouzali Saydam (2005:328) the purpose of the motivation is to

Changing the behavior of employees in accordance with the wishes of the company;
Increase passion and morale;
Improving the work discipline;
Improving job performance;
Enhance employee morale;
Increase sense of responsibility;
Increase productivity and efficiency;
Fostering employee loyalty to the company.

Then Malay Hasibuan (2003:97-98) suggested that motivation has a purpose, namely:

Encourage enthusiasm and morale of employees;
Improve employee morale and job satisfaction;
Improve employee productivity;
Maintaining employee loyalty and stability of the company;
Improve discipline and lower levels of absenteeism;
Streamline the procurement officer;
Creating an atmosphere and good working relationships;
Enhancing creativity and partisipasai employees;
Increasing levels of kesejahteraaaan employees;
Enhance employees' sense of responsibility towards their duties;
Improving the efficiency of use of tools and raw materials;
And so forth.

From the experts in the above statement, the authors conclude that administration of motivation can be said to be very important because the leader or manager requires good cooperation with subordinates to carry out the tasks of the organization in achieving the goals set. The importance of motivation to subordinates is to keep them going and willing to carry out its tasks in accordance with the expertise or skills they possess.

C. The principle motivation
According to Malay S.P. Hasibuan (2003:98) motivation principles include:

Enrolling principle. This means that invite subordinates to participate and give them the opportunity to submit opinions, recommendations in the decision making process.
Principle of Communication. That is clearly informed about the objectives, ways to do it and the constraints faced.
Recognition Principle. It means giving awards, praise and recognition of the right and fair to subordinates on work performance are achieved.
The principle of delegated authority. It means giving authority, and confidence in subordinates, that with the ability and creativity, he was able to do those tasks well.
The principle of fair and reasonable. That is kind of motivational tool and provided should be based on "fairness and adequacy" of all employees. For example, giving gifts or punishment against all employees must be fair and reasonable if the problem is the same.
Principle of Reciprocal Attention. This means that a subordinate who succeed in achieving well, then the leadership must be willing to provide equipment and type of motivation. Strictly speaking mutually beneficial cooperation for both parties.

D. Motivation Methods

According to Malay S.P. Hasibuan (2003:100), motivation methods consist of:

Direct Methods (Direct Motivation), is the motivation (material and nonmaterial) given directly to each individual employee to meet the needs and satisfaction. So the special nature such as giving praise, rewards, bonuses, charter, and so forth.
Indirect Method (Indirect Motivation), is given only motivation is the facilities that support and passion to support the work / fluency task, so the employees feel at home and eager to do his job. Motivation is a big influence indirectly to stimulate the spirit of work of employees, so that labor productivity increases.

The method is a very important thing in an activity, which is a means used for its intended purpose can be achieved. Therefore, a leader needs to do a proper method of motivation to his subordinates.

Before giving the motivation to his subordinates, a leader must know, learn, and understand in advance what the motive subordinates are willing to work. A leader is impossible to provide the same motivation to different people. This depends of the factors that drive a person willing to work, for example, there are employees who work diligently and have a high loyalty to the organization. But there are also employees who are lazy to work.

Preliminary studies?

A preliminary study is one activity or preparatory activities conducted by a researcher, in order to determine the object and the right of research subjects, which according to research themes that became the focus of the study investigators.

The object of study, related to the variables selected by the researcher, both variables problem (y) and the variables thought to be variables that affect the variables problem. Thus, determination of research variables through preliminary study is one effort of researchers to select appropriate variables, which empirically is a variable problem and the cause of the determinant variables, which affect the variables problem.

This means that in order to conduct research or obtain high-quality research results, useful and meaningful, then a researcher is not enough just based on theories alone in determining the study variables, not necessarily because the variables are selected based on earlier theory-terori , is the appropriate variables need to be researched empirically. Therefore it is recommended when a researcher in determining the title of his research, conducted preliminary studies in addition to studying the theory.

While the research subjects, deals with the respondent. Choosing the proper respondent is the necessity to obtain data / information that has a high accuracy and high precision. Therefore, investigators must establish a reliable respondents (reliable) in providing data / information needed to describe the problem under study.

Selecting respondents who trusted among others, by reviewing the characteristics inherent in these respondents, for example level of education, occupation, type of skill, gender, and so forth. Characteristics inherent in the respondents are then adjusted to the need for data / information that will be used to explain issues / variables studied

Feb 13, 2011

The Performance Concept

Understanding Performance

Performance is a term popular in the management, in which the term is defined in terms of performance work, achievement and performance. According to The Sriber Bantam Home Dictionary published by the United States and Canada, in 1979 (in Prawirosentono, 1999:1-2) "to perform" has several "entries" the following: (1) to do or carry out; executive, (2) to discharge or fulfill, as a vow, (3) to party, as a character in a play, (4) to render by the voice or musical instrument, (5) to execute or complete on undertaking, (6) to act a part in a play, (7) to perform music, (8) to do what is expected of the person or machine.

Factors Affecting Performance

High or low performance of employees depends on the factors that influence it. In this case, Jones (2002:92) says that "Many things that cause poor performance, among other things: (1) personal ability, (2) the ability of managers, (3) gap processes, (4) environmental problems, (5 ) personal situation, (6) motivation. "

Performance Assessment Criteria

In order to track the performance progress, identify obstacles, and provide information in an organization, it is necessary to the performance of communication that takes place continuously, so as to prevent and resolve problems that occur. Because the real reason is to manage performance to increase productivity and effectiveness, as well as design-build success for every worker.

Systematically the Performance concept can be summed up as follows:
Performance Concept

The Control Concept

Definition of Supervision

The term supervision in English is called controlling, which by Dale (in Winardi, 2000:224) said that: "... the modern concept of control ... Provides a historical record of what has Happened ... Provides date and enable the executive of the ... ... to take corrective steps ... ". This means that the supervision does not only look at something carefully and report the results of monitoring activities, but also means to improve and straighten it so as to achieve objectives consistent with what was planned. More (in Winardi, 2000:226) states that: "... there's many a slip Between giving works, assignments to download and carrying them out. Get reports of what is being done, compare it with what ought to be done, and do something about it if the two Are not the Same ".

Control Objectives

The realization of the desired destination by the organization in fact it is the purpose of supervision. For each activity basically always have a specific purpose. Therefore, supervision is absolutely necessary in achieving a goal. According Situmorang and Juhir (1994:22) the purpose of supervision is to:

1. Knowing the course of employment, whether smooth or not
2. Fixing a mistake? mistakes made by employees and held for non-recurrence prevention
    re ¬ error-the same mistake or the emergence of a new error.
3. Knowing whether the use of the budget that has been established in the plan and directed to the
    appropriate target
    with an already planned.
4. Knowing the execution of work in accordance with the program (phase-level implementation) as
    prescribed
   in planning or not.
5. Knowing the job than those stipulated in the planning, which is standard.
    Rachman (in Situmorang and Juhir, 1994:22) also expressed about the purpose of supervision,
    namely:

Systematically the control concept can be summed up as follows:

Control Concept

Strategy Of Human Resource Departement

Preliminary

Management is a very important part in organizational systems, which also contains an integrated concept of planning, organizing, implementing and monitoring (evaluation). Therefore, if one sub-system did not play well, there will be mis management or mistake in managing management. So not just "mismanagement" that tends to only emphasize the importance of implementation.

Management with the concepts and types growing rapidly especially in the world (organization) business, which of course with certain modifications can be utilized by government organizations (public) as well as for other social organizations are categorized non-public organizations. Therefore, this paper will try to describe the various development and management concepts that can be used in empowering human resources.

Development of Management Theories

Although the development of science and management theory more influenced by the needs of business development, but basically out of business organizations (the public) can take advantage of those changes. Until now, management theory has progressed to the fifth generation (V), although the term is not appropriate, perhaps more accurately described as a difference of approach paradigm.

Systematically the development of management theory can be summed up as follows:

HRD Strategy

HUMAN RESOURCE MANAGEMENT EMPOWERMENT THROUGH GEMBA KAIZEN MANAGEMENT

Abstract

The concept of Gemba Kaizen is a model of the theory of "Z", butbecause it is "to management his" complete and well tested, this concept successfully implemented in Japan and then spread to other countries. Therefore require further scrutiny as the empowerment of human resources management concept intact. Gemba Kaizen is the essence of improvement or quality improvement directly in the workplace. While the philosophy of Kaizen view that way of life, whether work life, social life, domestic life, should focus on continuous improvement efforts, a small step, and useful.

Gemba Kaizen Definition

The concept of Gemba Kaizen is a model of the theory of "Z", but because it is " to manajemen his " a complete and well tested, this concept successfully implemented in Japan and then spread to other countries. Therefore require further scrutiny as the empowerment of human resources management concept intact.

Gemba interpreted as an actual place, a place where the incident occurred or the place where products, services created. Therefore there gemba everywhere.

Kaizen (Ky'zen), defined as improvement, continuous improvement involving everyone, both the manager (leader) and employees at a cost that is not how. Kaizen philosophy holds that the way we live,whether work life, social life, domestic life, should focus on continuous improvement efforts, a small step, useful (as opposed to a drastic innovation, which once gebrak and high cost). Kaizenis the integration of Total Quality Control (TQC), zero defects (ZD =Zero Damaged), timely (Just in Time = JIT) and system suggestions (SS). Thus kaizen is TQC + ZD + JIT + SS.

Thus the essence Gemba Kaizen can be interpreted as a direct quality improvement in the workplace (Imai, 1999, 2001).

Gemba Kaizen Principles

Kaizen strategy includes an overview of the function of the task; views on the concept of improvement; relationship processes and outcomes; the Plan - Do - Check - Act (PDCA) = Plan - Do - Check- Follow up and cycle Standardize - Do - Check - Act (SDCA) = Standardisation - Do - Check - Follow up; put quality; speak with accurate data and the importance of the position of consumers.

if you need a full article, you can follow this link below:

Gemba Kaizen

Management and Statistics