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Improving Performance with

Goals Feedback Reward


and positive Reinforcement

Performance Management
Performance Management merupakan sebuah siklus
untuk meningkatkan kinerja yang terjadi terus-menerus
dengan menetapkan tujuan(goals), umpan
balik(feedback), imbalan(reward), dan pengutan yang
posititf(positive reinforcement).

Improving Individual Performance

Goal Setting
Performance outcomes goal
Learning goal

SMART goal
Specific
Measurable
Attainable
Results oriented
Time bound

Effective Goal Setting Programs


Set Goals
- apa yang menjadi dasar dari sebuah tujuan? Apakah
anda tahu tujuan tersebut telah sesuai?
Promote Goal Commitment
- kondisi seperti apa yang membuat karyawan
termotivasi?
Provide Support and Feedback
- bagaimana karyawan dapat mencapai goal tersebut?
Apakah memerlukan sumber daya?

Feedback
Instructional
Motivational

Six Trouble Signs For Organizational


Feedback Systems
1. Feedback is used to punish, embarrass, or put down
employees
2. Those receiving the feedback see it as irrelevant to
their work.
3. Feedback information is provided too late to do any
good.
4. People receiving feedback believe it relates to matters
beyond their control.
5. Employees complain about wasting too much time
collecting and recording feedback data.

Tips for Giving Good Feedback


Focus feedback on performance, not personalities
Give specific feedback tied to observable behavior or
measurable results
Channel feedback toward key result areas
Give feedback as soon as possible
Give positive feedback for improvement, not just final
results
Base feedback on accurate and credible information
Pair feedback with clear expectations for improvement.

Types of Rewards
Financial/material (extrinsic)
Social (extrinsic)
Psychic (intrinsic

Intrinsic Rewards Self-granted, psychic rewards


Extrinsic Rewards Financial, material, or social
rewards from the environment

A Model of Intrinsic Motivation


Opportunity
Rewards

From
Task
Activities

From
Task
Purpose

Accomplishment
Rewards

Sense of
Choice

Sense of
Competence

Sense of
Meaningfulness

Sense of
Progress

Maximizing Motivational Impact of


Extrinsic Rewards
Have all employees actively participate in the
development, implementation, and revision of the
performance-pay formulas.
Encourage two-way communication so problems with
the pay-for-performance plan will be detected early.
Actively sell the plan to supervisors and middle

Positive Reinforcement
Positive Reinforcement
tangkah laku yang dibuat menghasilkan yang
menghasilkan stimulus yang positif.
Negative Reinforcement
Diikuti oleh penghilangan stimulus atau penurunan
intensitas stimulus yang hasilnya menguatkan tingkah
laku tersebut.

Faktor yang mempengaruhi


Keefektivan reinforcement
Immediac
Contingency
Eshtablishing
Individual Differences
Magnitude