Motivation and

Performance
By : Rizqina Awliya Fadlina
Motivation
Kekuatan dalam diri individu
yang menjelaskan tingkat,
arah, dan ketekunan usaha
yang dikeluarkan di tempat kerja
Hierarchy of Needs Theory
 ERG Theory

Existence Needs Related-ness Needs Growth Needs

Desires for physiological Desires for satisfying Desires for continued
and material well-being interpersonal relationships. personal growth and
development
 Acquired Needs Theory
Need for achievement
The desire to do something better or
more efficiently, to solve problems, or
Need for affiliation
to master complex tasks.
The desire to establish and
maintain friendly and warm relations
with others

Need for power

The desire to control others, to influence

their behavior, or to be responsible for
others.
Two Factor Theory
Emotional Drives or Needs Model
Paul Lawrence and Nitin Nohria
01
Equity and Social Comparison
Perceived inequity occurs when someone believes that he
or she has been under-rewarded or over-rewarded for
Motivation
work contributions in comparison to other people.
and Equity
Equity Theory Predictions and Findings
02 People who feel they are overpaid (perceived positive
inequity) are likely to try to increase the quantity or quality of
their work, whereas those who feel they are underpaid
(perceived negative inequity) are likely to try to decrease the
quantity or quality of their work.

Equity and Organizational Justice

03 • Organizational justice
• Procedural justice
• Distributive justice
• Interactional justice
• Commutative justice
Motivation and Expectancy
Expectancy Terms and Concepts
 Motivation and Goals

Goal Setting
The process of developing,
negotiating, and formalizing
performance targets or objectives .
Motivational Goals
Goals are the most motivational when
they are challenging and specific,
allow for feedback on results, and
create commitment and acceptance.

Management by Objectives
A process of joint goal setting between
a team leader and team member, is a
way of applying goal-setting theory in
day-to-day management practice.
 Motivation and Performance
Motivation,
Performance,
Rewards
Integrated Model of Motivation
Menyatukan wawasan dari
konten, proses, dan teori
pembelajaran seputar hubungan
dasar antara upaya-kinerja-dan
rewards.
Reward Systems
Menekankan campuran
penghargaan intrinsik, seperti
rasa pencapaian dari
menyelesaikan tugas yang
menantang, dan penghargaan
ekstrinsik, seperti menerima
kenaikan gaji
Pay-for-performance System
Mengambil berbagai bentuk,
termasuk pembayaran berdasarkan
prestasi, rencana pembagian
keuntungan, pembagian keuntungan,
opsi saham, dan kepemilikan saham
karyawan
Performance Management
Process

Performance management is the

process of managing performance
measurement and
the variety of human resource
decisions associated with such
measurement
Motivation and Job Design
Job Characteristic Model
 Alternative Work Schedules
Compressed Workweeks Job Sharing Part-Time Work
Memungkinkan satu minggu Dua orang atau lebih membagi Waktu kerja kurang dari 40 jam
kerja penuh waktu satufull time job. Hal ini dapat per minggu dan dapat
diselesaikan dalam waktu dilakukan dalam setengah hari, dilakukan dengan
kurang dari lima hari. 40 jam mingguan, atau bulanan. jadwal sementara atau
hari kerja dan 3 hari free day. permanen

Flexible Working Telecommuting

Hours Pekerjaan di rumah atau di
Memungkinkan lokasi terpencil dan tetap
karyawan memilih berkomunikasi dengan kantor
jam kerja hariannya pusat sesuai
kebutuhan melalui komputer
dan teknologi lainnya.
THANK YOU
For your attention!