Tajuk8_Ganjaran & Motivasi_Evolusi_Draft3_edited.pptx

54 motivation theory in performance evaluation

Info icon This preview shows pages 54–64. Sign up to view the full content.

View Full Document Right Arrow Icon
54
Image of page 54

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
MOTIVATION THEORY IN PERFORMANCE EVALUATION Performance appraisals involve observing and measuring an employee’s performance during an appraisal period, recording these observations, communicating results to the employee, and recognizing high performance while devising ways of improving deficiencies. Appraisals that are more effective give employees adequate notice, fair hearing, and judgment based on evidence. Some companies use relative rankings in which employees are compared to each other, but this system is not suitable to all companies. A performance appraisal meeting should be planned and executed carefully, with the supervisor demonstrating empathy and supportiveness. There are intentional and unintentional biases inherent in appraisals and being aware of them, increasing accountability, and training managers may be useful in dealing with some of them. 55
Image of page 55
GANJARAN 56
Image of page 56

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
DEFINISI GANJARAN Menurut Skinner (1969): Ganjaran merupakan suatu pengiktirafan iaitu aspek yang saling berkaitan dengan nilai- nilai yang mempengaruhi kehendak seseorang individu. Menurut Wether : Ganjaran merupakan apa yang seorang pegawai terima sebagai balasan dari pekerjaan yang diberikan. Maka dapat disimpulkan bahawa ganjaran merupakan satu balasan yang diterima hasil daripada pekerjaan yang dilakukan. 57
Image of page 57
PERKAITAN MOTIVASI DENGAN GANJARAN 58
Image of page 58

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
SISTEM GANJARAN 59
Image of page 59
TUJUAN SISTEM GANJARAN 1. Memotivasikan anggota organisasi. Ganjaran yang diberikan oleh organisasi seharusnya mempunyai nilai di mata ahli-ahli organisasi (dengan sewajarnya). 2. Mencipta pekerja sedia ada. Ganjaran diharapkan dapat membuat anggota organisasi merasa selesa dengan persekitaran organisasi, agar tidak menyebabkan anggota organisasi berpindah ke organisasi lain. 3. Menarik pekerja yang berkualiti. Ganjaran yang dibentuk oleh organisasi diharapkan dapat menarik individu yang berbakat untuk menyertai organisasi. 60
Image of page 60

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
KATEGORI GANJARAN Ganjaran terbahagi kepada dua jenis iaitu berbentuk kewangan dan bukan berbentuk kewangan . Ganjaran merupakan satu bentuk penghargaan yang umumnya dibayar dalam nilai wang ringgit. Manakala faedah pula merupakan kemudahan-kemudahan yang disediakan untuk kebajikan semua pekerja tanpa mengira sumbangan yang diberikan kepada sesebuah organisasi. Oleh kerana semua pekerja diberi faedah yang sama, kadangkala terdapat individu yang tidak bermotivasi untuk memberi sumbangan dan ketekunan serta daya usaha yang lebih besar untuk pembangunan organisasi. Maka di sinilah letaknya kepentingan memberikan ganjaran kepada para pekerja supaya tingkah laku yang diingini dapat dipupuk di samping meningkatkan produktiviti ke tahap yang lebih 61
Image of page 61
STRATEGI GANJARAN 62
Image of page 62

Info icon This preview has intentionally blurred sections. Sign up to view the full version.

View Full Document Right Arrow Icon
PENILAIAN KERJA BAGI PENENTUAN GANJARAN Biasanya penilaian kerja ini dilakukan oleh satu badan yang ahli-ahlinya terlatih dalam bidang penilaian kerja.
Image of page 63
Image of page 64
This is the end of the preview. Sign up to access the rest of the document.

{[ snackBarMessage ]}

What students are saying

  • Left Quote Icon

    As a current student on this bumpy collegiate pathway, I stumbled upon Course Hero, where I can find study resources for nearly all my courses, get online help from tutors 24/7, and even share my old projects, papers, and lecture notes with other students.

    Student Picture

    Kiran Temple University Fox School of Business ‘17, Course Hero Intern

  • Left Quote Icon

    I cannot even describe how much Course Hero helped me this summer. It’s truly become something I can always rely on and help me. In the end, I was not only able to survive summer classes, but I was able to thrive thanks to Course Hero.

    Student Picture

    Dana University of Pennsylvania ‘17, Course Hero Intern

  • Left Quote Icon

    The ability to access any university’s resources through Course Hero proved invaluable in my case. I was behind on Tulane coursework and actually used UCLA’s materials to help me move forward and get everything together on time.

    Student Picture

    Jill Tulane University ‘16, Course Hero Intern