Sabtu, Juli 30, 2011
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Jumat, Juli 22, 2011
Selasa, Juli 19, 2011
Rabu, Juli 13, 2011
Motivation Methods
There are as many different methods of motivating employees today as there are companies operating in the global business environment. Still, some strategies are prevalent across all organizations striving to improve employee motivation. The best employee motivation efforts will focus on what the employees deem to be important. It may be that employees within the same department of the same organization will have different motivators. Many organizations today find that flexibility in job design and reward systems has resulted in employees' increased longevity with the company, improved productivity, and better morale.
EMPOWERMENT.
Giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. As a result, feelings of frustration arising from being held accountable for something one does not have the resources to carry out are diminished. Energy is diverted from self-preservation to improved task accomplishment.
CREATIVITY AND INNOVATION.
At many companies, employees with creative ideas do not express them to management for fear that their input will be ignored or ridiculed. Company approval and toeing the company line have become so ingrained in some working environments that both the employee and the organization suffer. When the power to create in the organization is pushed down from the top to line personnel, employees who know a job, product, or service best are given the opportunity to use their ideas to improve it. The power to create motivates employees and benefits the organization in having a more flexible work force, using more wisely the experience of its employees, and increasing the exchange of ideas and information among employees and departments. These improvements also create an openness to change that can give a company the ability to respond quickly to market changes and sustain a first mover advantage in the marketplace.
LEARNING.
If employees are given the tools and the opportunities to accomplish more, most will take on the challenge. Companies can motivate employees to achieve more by committing to perpetual enhancement of employee skills. Accreditation and licensing programs for employees are an increasingly popular and effective way to bring about growth in employee knowledge and motivation. Often, these programs improve employees' attitudes toward the client and the company, while bolstering self-confidence. Supporting this assertion, an analysis of factors which influence motivation-to-learn found that it is directly related to the extent to which training participants believe that such participation will affect their job or career utility. In other words, if the body of knowledge gained can be applied to the work to be accomplished, then the acquisition of that knowledge will be a worthwhile event for the employee and employer.
QUALITY OF LIFE.
The number of hours worked each week by American workers is on the rise, and many families have two adults working those increased hours. Under these circumstances, many workers are left wondering how to meet the demands of their lives beyond the workplace. Often, this concern occurs while at work and may reduce an employee's productivity and morale. Companies that have instituted flexible employee arrangements have gained motivated employees whose productivity has increased. Programs incorporating flextime, condensed workweeks, or job sharing, for example, have been successful in focusing overwhelmed employees toward the work to be done and away from the demands of their private lives.
MONETARY INCENTIVE.
For all the championing of alternative motivators, money still occupies a major place in the mix of motivators. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. What benefits the company directly benefits the employee. Monetary and other rewards are being given to employees for generating cost-savings or process-improving ideas, to boost productivity and reduce absenteeism. Money is effective when it is directly tied to an employee's ideas or accomplishments. Nevertheless, if not coupled with other, nonmonetary motivators, its motivating effects are short-lived. Further, monetary incentives can prove counterproductive if not made available to all members of the organization.
OTHER INCENTIVES.
Study after study has found that the most effective motivators of workers are nonmonetary. Monetary systems are insufficient motivators, in part because expectations often exceed results and because disparity between salaried individuals may divide rather than unite employees. Proven nonmonetary positive motivators foster team spirit and include recognition, responsibility, and advancement. Managers who recognize the "small wins" of employees, promote participatory environments, and treat employees with fairness and respect will find their employees to be more highly motivated. One company's managers brainstormed to come up with 30 powerful rewards that cost little or nothing to implement. The most effective rewards, such as letters of commendation and time off from work, enhanced personal ful-fillment and self-respect. Over the longer term, sincere praise and personal gestures are far more effective and more economical than awards of money alone. In the end, a program that combines monetary reward systems and satisfies intrinsic, self-actualizing needs may be the most potent employee motivator.
http://www.answers.com/topic/motivation
EMPOWERMENT.
Giving employees more responsibility and decision-making authority increases their realm of control over the tasks for which they are held responsible and better equips them to carry out those tasks. As a result, feelings of frustration arising from being held accountable for something one does not have the resources to carry out are diminished. Energy is diverted from self-preservation to improved task accomplishment.
CREATIVITY AND INNOVATION.
At many companies, employees with creative ideas do not express them to management for fear that their input will be ignored or ridiculed. Company approval and toeing the company line have become so ingrained in some working environments that both the employee and the organization suffer. When the power to create in the organization is pushed down from the top to line personnel, employees who know a job, product, or service best are given the opportunity to use their ideas to improve it. The power to create motivates employees and benefits the organization in having a more flexible work force, using more wisely the experience of its employees, and increasing the exchange of ideas and information among employees and departments. These improvements also create an openness to change that can give a company the ability to respond quickly to market changes and sustain a first mover advantage in the marketplace.
LEARNING.
If employees are given the tools and the opportunities to accomplish more, most will take on the challenge. Companies can motivate employees to achieve more by committing to perpetual enhancement of employee skills. Accreditation and licensing programs for employees are an increasingly popular and effective way to bring about growth in employee knowledge and motivation. Often, these programs improve employees' attitudes toward the client and the company, while bolstering self-confidence. Supporting this assertion, an analysis of factors which influence motivation-to-learn found that it is directly related to the extent to which training participants believe that such participation will affect their job or career utility. In other words, if the body of knowledge gained can be applied to the work to be accomplished, then the acquisition of that knowledge will be a worthwhile event for the employee and employer.
QUALITY OF LIFE.
The number of hours worked each week by American workers is on the rise, and many families have two adults working those increased hours. Under these circumstances, many workers are left wondering how to meet the demands of their lives beyond the workplace. Often, this concern occurs while at work and may reduce an employee's productivity and morale. Companies that have instituted flexible employee arrangements have gained motivated employees whose productivity has increased. Programs incorporating flextime, condensed workweeks, or job sharing, for example, have been successful in focusing overwhelmed employees toward the work to be done and away from the demands of their private lives.
MONETARY INCENTIVE.
For all the championing of alternative motivators, money still occupies a major place in the mix of motivators. The sharing of a company's profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. What benefits the company directly benefits the employee. Monetary and other rewards are being given to employees for generating cost-savings or process-improving ideas, to boost productivity and reduce absenteeism. Money is effective when it is directly tied to an employee's ideas or accomplishments. Nevertheless, if not coupled with other, nonmonetary motivators, its motivating effects are short-lived. Further, monetary incentives can prove counterproductive if not made available to all members of the organization.
OTHER INCENTIVES.
Study after study has found that the most effective motivators of workers are nonmonetary. Monetary systems are insufficient motivators, in part because expectations often exceed results and because disparity between salaried individuals may divide rather than unite employees. Proven nonmonetary positive motivators foster team spirit and include recognition, responsibility, and advancement. Managers who recognize the "small wins" of employees, promote participatory environments, and treat employees with fairness and respect will find their employees to be more highly motivated. One company's managers brainstormed to come up with 30 powerful rewards that cost little or nothing to implement. The most effective rewards, such as letters of commendation and time off from work, enhanced personal ful-fillment and self-respect. Over the longer term, sincere praise and personal gestures are far more effective and more economical than awards of money alone. In the end, a program that combines monetary reward systems and satisfies intrinsic, self-actualizing needs may be the most potent employee motivator.
http://www.answers.com/topic/motivation
Senin, Juli 11, 2011
COMMUNICATION
Definition
The term communication comes from the word LatinCommunicare or communis which means the same or make the commons. If we communicate with others, it means that we try to make what is communicated to others that belonged to him.
Some definitions of communication are:
1. Communication is an activity that connotes transfer symbol / meaning to
conceived jointly by the parties involved in communication activities (Astrid).
2. Communication is the activity of the behavior or activity the delivery of messages or information about
thoughts or feelings (Roben.J.G).
3. Communication is the transfer of information and understanding from one person to another
(Davis, 1981).
4. Communication is trying to hold in common with others (Schram, W)
5. Communication is the delivery of and understand the message from one person to another,
communication is a social process (Module PRT, Institution Administration).
COMMUNICATION OBJECTIVES
Hewitt (1981), outlining the intended use of the communication process specifically as follows:
1. Learn or teach something
2. Affect one's behavior
3. Expressing feelings
4. Explaining his own behavior or the behavior of others
5. Dealing with others
6. Menyelesaian a problem
7. Achieving a goal
8. Lowering of tension and conflict menyelesaian
9. Stimulate interest in himself or another orng
The term communication comes from the word LatinCommunicare or communis which means the same or make the commons. If we communicate with others, it means that we try to make what is communicated to others that belonged to him.
Some definitions of communication are:
1. Communication is an activity that connotes transfer symbol / meaning to
conceived jointly by the parties involved in communication activities (Astrid).
2. Communication is the activity of the behavior or activity the delivery of messages or information about
thoughts or feelings (Roben.J.G).
3. Communication is the transfer of information and understanding from one person to another
(Davis, 1981).
4. Communication is trying to hold in common with others (Schram, W)
5. Communication is the delivery of and understand the message from one person to another,
communication is a social process (Module PRT, Institution Administration).
COMMUNICATION OBJECTIVES
Hewitt (1981), outlining the intended use of the communication process specifically as follows:
1. Learn or teach something
2. Affect one's behavior
3. Expressing feelings
4. Explaining his own behavior or the behavior of others
5. Dealing with others
6. Menyelesaian a problem
7. Achieving a goal
8. Lowering of tension and conflict menyelesaian
9. Stimulate interest in himself or another orng
Minggu, Juli 10, 2011
Tips cara mengetahui Apakah dia teman sejati!
Membutuhkan teman dalam hidupnya, siapa pun dia.Tapi terkadang dalam proses mencari teman tidak banyak orang yang dapat menemukan teman yang sejati, yang mau mengerti dan memahami satu sama lain.Menurut seorang ahli psikologis,David J.Lieberman, Dalam mencari teman sejati ada beberapa cara untuk mengetes apakah seseorang itu merupakan teman sejati atau hanya berpura-pura menjadi teman.Anda dapat mengukur pertemanan anda dengan sesorang dengan mencoba tes ini dan mungkin saja seseorang yang anda anggap teman sejati ternyata tidak.Salah satu kinerja dalam menilai seseorang adalah perhatiannya.Katakan padanya hal yang penting yang terjadi dalam hidup anda dan lihat apakah dia menanggapi atau mencari tahu lebih jauh.Jika dia tidak melakukan hal itu, cobalah hubungi dia dan apakah dia menyinggung hal itu.
2.KesetiaanCeritakan sebuah rahasia seorang teman dekat anda dan lihat apakh dia berkomentar atau tidak.Teman sejati tahu arti kepercayaan dalam hubungan.Pastkan bahwa dia tampak keberatan karena anda menceritakan rahasia seorang teman pada orang lain.
3.KebangganSeorang teman sejati akan bangga dengan prestasi anda, bukannya iri dengan kesuksesan anda.Lihat pula bila mendatangi anda ketika anda menerima berita baik, bukan hanya berita buruk.Bukan sebaliknya, dia hanya mendatangi anda untuk menghibur tatkala anda menerima berita buruk.
4.KejujuranTeman sejati selalu mau memberikantahukan hal-hal yang tidak ingin anda dengar.
5.Penghargaan
Katakan kepadanya bahwa ada sesuatu yang menyenangkan atau sesuatu yang baik yang sedang terjadi dalam hidup anda.Lihatlah, apakah dia mendesak anda untuk menceritakannya atau tidak.Teman sejati akan menghormati harapan-harapan anda dan memberi anda kesempatan untuk meraihnya tanpa memaksakan keinginantahuannya.Dia mungkin akan terus menyinggungnya karena tertarik, tetapi dia tidak akan serta merta dan terus menerus mendesak anda untuk menceritakannya apabila anda sudah menegaskan bahwa anda tidak ingin menceritakannya sekarang.
6.PengorbananApakah dia mau mengorbankan sesuatu jika hal itu bisa membuat anda senang?Relakah dia mengorbankan kesenangannya sendiri untuk kebahagian anda?Perhatikan apakah dia berpikir atau berencana untuk membantu anda ataukah dia tampak mendahulukan dan berusaha menyelamatkan kepentingannya sendiri.
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