Utilization of Human Resources
Motivation
If someone would not be motivated employees, the potential ability will not be fully realized in the implementation of the work. Understanding or the process of understanding the basic motivation is to understand why someone working on something specific.
Motivation comes from the word motive, which is what moves or encourage someone to do an activity, which relate to answer the question why such a person's behavior.
Determining a person's motive is not always easy because it is abstract, not visible, but it can be inferred from behavioral symptoms. All behavior is directed to achieve a goal, and if the goal is achieved, the motive has been satisfied.
Ability to work different from the potential ability to work. Someone might be able to do a job, but at one time, the ability was not stated. When a person can be bought, but antuasiasme, initiative, and loyalty can not be forced.
Motivation can be defined simply as an act of encouraging someone to do an activity (job) so as pressing the right button to obtain the necessary reactions.
Motivation associated with willingness to work. Therefore, it is true that the dynamics Urwich said management is the ability of managers to motivate their subordinates.
Until now, the generally accepted theory of motivation which we have not discovered, as well as equipment or facilities that cause the urge to act is often referred to generally accepted incentives can not be found. Handoyo Krisyanto true statement which states as follows: "Incentives are proven very effective in a company, it could result in the company instead of other because apparently needs, behavior, and interaction in each environment is not always the same.
However, motivation theories put forward by experts, should be used, at least to broaden understanding of motivational theory. Theory A.H. Maslow, Douglas Mc. Gregor, Frederich Hersberg, and David Mc. Clelland, the point will be discussed below.
1. Theory A.H. Maslow
According A.H. Maslow, a person's behavior is determined by the most urgent needs. He said that every person has a hierarchy of needs, and consists of a row.
a. Physocological needs,
b. Safety needs,
c. Social needs,
d. Esteem needs, and
e. Self actualization needs.
Basically, the behavior is goal-oriented. In other words, behavior is generally motivated by the activity to obtain needs. Accordingly, according to Maslow's hierarchy of needs in relation to a person, then that encourages a certain behavior is influenced by a person's most urgent needs.
2. Opinions Douglas Mc. Gregor
According to Douglas Mc. Gregor, there are two management approaches that may be implemented within the company. Each approach, basing himself on a series of assumptions, about human nature, which called Theory X and theory Y.
Mc. Gregor wants, in order to motivate subordinate managers should set theory Y in the company. By applying the theory of Y, then the people in the company will be encouraged to grow and will apply the knowledge, skills and imagination to help achieve organizational goals.
3. Opinion Frederich Hersberg
Some of the opinions above, the Frederich Hersberg believes that there are two sets of conditions that affect a person at his job. The series first condition is called hygiene factors, a series of the second condition is called a motivator factor.
The first series of conditions (hygiene factors) consists of policy and administration, supervision and guidance of supervisor (supervision), interpersonal relations, working conditions and salaries, have no bearing or relation to employee motivation, but a series of conditions that must exist in every company for state work environment is considered kondusip.
The series of the second condition called motivational factor consists of successful implementation, recognition (recognition), the work itself, responsibility, and development (advancement), which are all factors that play a role in the execution of his job to motivate employees.
4. David Mc opinion. Clelland
David Mc. Clelland put forward his theory called the Achievement Motivation Theory. What is it that allows the employee will perform? According to David Mc. Clelland, the emergence of the failure of leaders to create an effective incentive system is due to a wrong about man and his work. The biggest mistake managers who is their assumption that people work solely for money.
According to David Mc. Clelland, the main factor that causes a person whether accomplished or not is the presence or absence of factors need of achievement (achievement motive). The characteristics of people who have the achievement motive is to try to make things better, the ambition with rational calculation, and not rely on fate.
To generate David Mc achievement motive. Clelland has established a training institute named ATM (achievement Motivation Training). Apparently its alumni organizations that exercise, have shown the achievements within their respective organizations. In addition, according to David Mc. Clelland, so employees want to achieve, then the managers should be able to create the preconditions that enable the development need of achievement employees. The trick is to give way to make decisions and choose their own desired way of working.
Motivation
If someone would not be motivated employees, the potential ability will not be fully realized in the implementation of the work. Understanding or the process of understanding the basic motivation is to understand why someone working on something specific.
Motivation comes from the word motive, which is what moves or encourage someone to do an activity, which relate to answer the question why such a person's behavior.
Determining a person's motive is not always easy because it is abstract, not visible, but it can be inferred from behavioral symptoms. All behavior is directed to achieve a goal, and if the goal is achieved, the motive has been satisfied.
Ability to work different from the potential ability to work. Someone might be able to do a job, but at one time, the ability was not stated. When a person can be bought, but antuasiasme, initiative, and loyalty can not be forced.
Motivation can be defined simply as an act of encouraging someone to do an activity (job) so as pressing the right button to obtain the necessary reactions.
Motivation associated with willingness to work. Therefore, it is true that the dynamics Urwich said management is the ability of managers to motivate their subordinates.
Until now, the generally accepted theory of motivation which we have not discovered, as well as equipment or facilities that cause the urge to act is often referred to generally accepted incentives can not be found. Handoyo Krisyanto true statement which states as follows: "Incentives are proven very effective in a company, it could result in the company instead of other because apparently needs, behavior, and interaction in each environment is not always the same.
However, motivation theories put forward by experts, should be used, at least to broaden understanding of motivational theory. Theory A.H. Maslow, Douglas Mc. Gregor, Frederich Hersberg, and David Mc. Clelland, the point will be discussed below.
1. Theory A.H. Maslow
According A.H. Maslow, a person's behavior is determined by the most urgent needs. He said that every person has a hierarchy of needs, and consists of a row.
a. Physocological needs,
b. Safety needs,
c. Social needs,
d. Esteem needs, and
e. Self actualization needs.
Basically, the behavior is goal-oriented. In other words, behavior is generally motivated by the activity to obtain needs. Accordingly, according to Maslow's hierarchy of needs in relation to a person, then that encourages a certain behavior is influenced by a person's most urgent needs.
2. Opinions Douglas Mc. Gregor
According to Douglas Mc. Gregor, there are two management approaches that may be implemented within the company. Each approach, basing himself on a series of assumptions, about human nature, which called Theory X and theory Y.
Mc. Gregor wants, in order to motivate subordinate managers should set theory Y in the company. By applying the theory of Y, then the people in the company will be encouraged to grow and will apply the knowledge, skills and imagination to help achieve organizational goals.
3. Opinion Frederich Hersberg
Some of the opinions above, the Frederich Hersberg believes that there are two sets of conditions that affect a person at his job. The series first condition is called hygiene factors, a series of the second condition is called a motivator factor.
The first series of conditions (hygiene factors) consists of policy and administration, supervision and guidance of supervisor (supervision), interpersonal relations, working conditions and salaries, have no bearing or relation to employee motivation, but a series of conditions that must exist in every company for state work environment is considered kondusip.
The series of the second condition called motivational factor consists of successful implementation, recognition (recognition), the work itself, responsibility, and development (advancement), which are all factors that play a role in the execution of his job to motivate employees.
4. David Mc opinion. Clelland
David Mc. Clelland put forward his theory called the Achievement Motivation Theory. What is it that allows the employee will perform? According to David Mc. Clelland, the emergence of the failure of leaders to create an effective incentive system is due to a wrong about man and his work. The biggest mistake managers who is their assumption that people work solely for money.
According to David Mc. Clelland, the main factor that causes a person whether accomplished or not is the presence or absence of factors need of achievement (achievement motive). The characteristics of people who have the achievement motive is to try to make things better, the ambition with rational calculation, and not rely on fate.
To generate David Mc achievement motive. Clelland has established a training institute named ATM (achievement Motivation Training). Apparently its alumni organizations that exercise, have shown the achievements within their respective organizations. In addition, according to David Mc. Clelland, so employees want to achieve, then the managers should be able to create the preconditions that enable the development need of achievement employees. The trick is to give way to make decisions and choose their own desired way of working.