7 Kaliamat Motivation Dalam Bahasa Inggris

Theory and Reality

Many experts in many countries who observed the supporting factors, which motivate employees to do their jobs, have conducted various studies and researches. One of the most significant analyses on this matter was systematized by the Minneapolis

Gas Company in the United States. They did 20 years of study on the subject (from 1945 until 1965), with approximately 44.000 workers, both men and women, partaking in the research. Contrary to the previous belief, this fact-finding mission discovered that problems concerning wage and financial support had nothing to do with being the driving force of their motivation. In another word,

“ money is not the main element in building motivation”.

Three significant factors have been found to be the leading causes of their lack of motivation, according to the study:

1. The chance for growth.

2. The type of work they are most cut out for.

3. Can their organization contribute contentment (happiness ) to the employees' role?.

Perhaps you can draw up a far-fetched argument, stating that the results mentioned above outdated, claiming that the Minneapolis

Gas Company is not even located in Indonesia, therefore it does not pertain to the current situation in Indonesia. Before you draw up your own conclusion, stop and think for a moment. Many advanced researches and studies have shown the same results to

support the argument.

Below, we have abstracted a few points leading towards motivating your employees to work, based on the results of several case

studies:

1. Safety in the workplace.( keselamatan ditempat kerja )

2. Fair and competitive wage. ( Pengupahan yang wajar dan besaing )

3. Pleasant working condition. ( Kondisi kerja yang menyenangkan )

4. Rewards given for work achievements. ( Penghargaan diberikan untuk

Hasil kerja yang baik )

5. Fair treatment from the management. ( Perlakuan yang wajar dari Mgt.)

6. Active participation in decision-making. ( Berpatisipasi dalam mengambil

Keputusan )

7. Interesting and challenging work. ( Pekerjaan yang menantang dan menarik

8. Freedom to grow. ( Bebas berkembang )

9. Friendly co-workers. ( Teman kerja yang bersahabat )

10. Precision of achievements standard and desired outcome.( Standar pencapaian sesuai dengan hasil yang diharapkan

11. Pride in their work and organization. ( bangga dengan pekerjaannya dan organisasinya )

There are several ways to discover precisely how your employees feel:

1. Observation.

2. Interview - both formal and informal.

3. Spread questioner.

4. Conduct a survey and get a reliable third party involved.

Whatever the method of fact-findings, you must emphasize objectivity and validity in the facts gathered. This statement is further elucidated with an example of medical treatment given by a doctor, in which amnesia needs to be treated seriously in order to produce an accurate diagnosis of the illness. Hence, prescribing the right medication and restoring the patient to good health.

If a symptom of de-motivation has been detected in your organization, immediately gather up accurate information’s that correspond to the conditions and abilities of your organization. Based on the information gathered, find the means of healing "the illness": restore and re-build your employees' motivation.

Seven strategies to build motivation:

1. Always give positive reinforcement consistently.

2. Apply discipline and effective punitive action.

3. Treat all employees fairly.

4. Know and fulfill your employees' needs.

5. Set a realistic and operational job target.

6. Create a structured work.

7. Set standard and give rewards based on work achievements.

Motivation: