Performance Improvement by Incentives Sebagai Program Alternatif untuk Meningkatkan Kinerja dalam Kajian Teori Motivasi dan Engineering Worthy Performance  

Oleh:

Nugroho, Yohanes Arianto Budi

Jenis: Article from Journal - ilmiah nasional - tidak terakreditasi DIKTI - atma jaya
Dalam koleksi: Jurnal Manajemen vol. 2 no. 1 (Nov. 2005), page 118-131.
Topik: Performance; Incentives and Motivation
Fulltext: Yohanes Arianto.pdf (221.84KB)

Isi artikel

The important point that Human Resources Managers should consider is employee satisfaction and performance as two separate things but interrelated work results that are affected by the allocation of rewards. Whereas job satisfaction alone is not a good predictor of work performance, well managed rewards can have a positive influence on both satisfaction and performance. The Performance Improvement By Incentives (PIBI) Model offers a systematic solution to the company that have a serious problem with how to motivate employee. An eight-even in PIBI model offers a process by which incentives influence performance. This model is a diagnostic and prescriptive tool for incentive program selection and implementation that identifies the areas of importance and relevance, provide guidance on step by step procedures of implementation and allows decision makers to troubleshoot and correct the system if it is not yielding desired results. This paper will be support by the theory of Engineering Worthy Performance from Thomas F Gilbert. This theory focus on the value of worthy performance created by the employee and how to reward it. Reward involve the design and implementation of positively valued work outcomes. It means that a proper allocation of rewards can positively influence both performance and satisfaction

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