Motivation incentives
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The document discusses different types of incentives that can be used to motivate employees. It describes monetary incentives like wages and bonuses that satisfy financial needs, as well as non-monetary incentives like job security, recognition, and promotion opportunities that satisfy psychological needs. The document argues that a combination of both monetary and non-monetary incentives is most effective at stimulating better performance and commitment from employees.
Motivation incentives
- 1. Motivation Incentives - Incentives to motivate employees Incentive is an act or promise for greater action. It is also called as a stimulus to greater action. Incentives are something which are given in addition to wagers. It means additional remuneration or benefit to an employee in recognition of achievement or better work. Incentives provide a spur or zeal in the employees for better performance. It is a natural thing that nobody acts without a purpose behind. Therefore, a hope for a reward is a powerful incentive to motivate employees. Besides monetary incentive, there are some other stimuli which can drive a person to better. This will include job satisfaction, job security, job promotion, and pride for accomplishment. Therefore, incentives really can sometimes work to accomplish the goals of a concern. The need of incentives can be many:- 1. To increase productivity, 2. To drive or arouse a stimulus work, 3. To enhance commitment in work performance, 4. To psychologically satisfy a person which leads to job satisfaction, 5. To shape the behavior or outlook of subordinate towards work, 6. To inculcate zeal and enthusiasm towards work, 7. To get the maximum of their capabilities so that they are exploited and utilized maximally. Therefore, management has to offer the following two categories of incentives to motivate employees:- 1. Monetary incentives- Those incentives which satisfy the subordinates by providing them rewards in terms of rupees. Money has been recognized as a chief source of satisfying the needs of people. Money is also helpful to satisfy the social needs by possessing various material items. Therefore, money not only satisfies psychological needs but also the security and social needs. Therefore, in many factories, various wage plans and bonus schemes are introduced to motivate and stimulate the people to work. 2. Non-monetary incentives- Besides the monetary incentives, there are certain non- financial incentives which can satisfy the ego and self- actualization needs of employees. The incentives which cannot be measured in terms of money are under the category of “Non- monetary incentives”. Whenever a manager has to satisfy the psychological needs of the
- 2. subordinates, he makes use of non-financial incentives. Non- financial incentives can be of the following types:- a. Security of service- Job security is an incentive which provides great motivation to employees. If his job is secured, he will put maximum efforts to achieve the objectives of the enterprise. This also helps since he is very far off from mental tension and he can give his best to the enterprise. b. Praise or recognition- The praise or recognition is another non- financial incentive which satisfies the ego needs of the employees. Sometimes praise becomes more effective than any other incentive. The employees will respond more to praise and try to give the best of their abilities to a concern. c. Suggestion scheme- The organization should look forward to taking suggestions and inviting suggestion schemes from the subordinates. This inculcates a spirit of participation in the employees. This can be done by publishing various articles written by employees to improve the work environment which can be published in various magazines of the company. This also is helpful to motivate the employees to feel important and they can also be in search for innovative methods which can be applied for better work methods. This ultimately helps in growing a concern and adapting new methods of operations. d. Job enrichment- Job enrichment is another non- monetary incentive in which the job of a worker can be enriched. This can be done by increasing his responsibilities, giving him an important designation, increasing the content and nature of the work. This way efficient worker can get challenging jobs in which they can prove their worth. This also helps in the greatest motivation of the efficient employees. e. Promotion opportunities- Promotion is an effective tool to increase the spirit to work in a concern. If the employees are provided opportunities for the advancement and growth, they feel satisfied and contented and they become more committed to the organization. The above non- financial tools can be framed effectively by giving due concentration to the role of employees. A combination of financial and non- financial incentives help together in bringing motivation and zeal to work in a concern. Positive Incentives Positive incentives are those incentives which provide a positive assurance for fulfilling the needs and wants. Positive incentives generally have an optimistic attitude behind and they are generally given to satisfy the psychological requirements of employees. For example- promotion, praise, recognition, perks and allowances, etc. It is positive by nature.
- 3. Negative Incentives Negative incentives are those whose purpose is to correct the mistakes or defaults of employees. The purpose is to rectify mistakes in order to get effective results. Negative incentive is generally resorted to when positive incentive does not works and a psychological set back has to be given to employees. It is negative by nature. For example- demotion, transfer, fines, penalties. MotivasiInsentif - Insentifuntukmemotivasikaryawan Insentifadalahsuatutindakanataujanjiuntuktindakan yang lebihbesar.Hal inijugadisebutsebagai stimulus untukbertindaklebihbesar.Insentifadalahsesuatu yang diberikanselainbertaruh.Iniberartiremunerasitambahanatauimbalankepadakaryawansebagaipe ngakuanatasprestasiataubekerjalebihbaik.Insentifmemberikandoronganatausemangatdalamkar yawanuntukkinerja yang lebihbaik.Iniadalahhal yang wajarbahwatidakadabertindaktanpatujuan di belakang.Olehkarenaitu, harapanuntukhadiahmerupakaninsentifkuatuntukmemotivasikaryawan.Selaininsentifmoneter, adabeberaparangsangan lain yang dapatmendorongseseoranguntuklebihbaik. Iniakanmencakupkepuasankerja, keamanankerja, promosikerja, dankebanggaanuntukprestasi. Olehkarenaitu, insentifbenar-benarkadang- kadangdapatbekerjauntukmencapaitujuankekhawatiran.Kebutuhaninsentifbisabanyak: - 1. Untukmeningkatkanproduktivitas, 2. Untuk drive ataumembangkitkankerja stimulus, 3. Untukmeningkatkankomitmendalamkinerjakerja, 4. Untukmemenuhipsikologisseseorang yang mengarahkekepuasankerja, 5. Untukmembentukperilakuataupandangandaribawahanterhadappekerjaan, 6. Untukmenanamkansemangatdanantusiasmeterhadappekerjaan, 7. Untukmendapatkanmaksimalkemampuanmerekasehinggamerekadieksploitasidandiman faatkansecaramaksimal. Olehkarenaitu, manajementelahuntukmenawarkanduakategoriberikutinsentifuntukmemotivasikaryawan: - 1. MerekaMoneterinsentif-insentif yang memenuhibawahandenganmemberikanmerekahadiahdalamhal
- 4. rupee.Uangtelahdiakuisebagaisumberutamamemenuhikebutuhanmasyarakat.Uanginijugabergu nauntukmemenuhikebutuhansosialdenganmemilikiberbagaibahan item.Olehkarenaitu, uangtidakhanyamemenuhikebutuhanpsikologis, tetapijugakeamanandankebutuhansosial.Olehkarenaitu, di banyakpabrik, rencanaberbagaiupahdanskema bonus diperkenalkanuntukmemotivasidanmerangsangmasyarakatuntukbekerja. 2. Insentif non-moneter-Selaininsentifmoneter, adainsentif non-keuangantertentu yang dapatmemenuhi ego dankebutuhanaktualisasidirikaryawan. Insentif yang tidakdapatdiukurdalambentukuangberada di bawahkategori "insentif non-moneter".Setiap kali seorangmanajerharusmemenuhikebutuhanpsikologisdaribawahan, iamemanfaatkaninsentif non-keuangan. insentif non-keuangandapatdarijenisberikut: - a. Keamanan-Job keamananlayananadalahinsentif yang memberikanmotivasibesarkepadakaryawan. Jikapekerjaannyadijamin, iaakanberupayamaksimaluntukmencapaitujuandariperusahaan. Hal inijugamembantukarenadiasangatjauhdariketegangan mental daniadapatmemberikan yang terbaikuntukperusahaan. b. ataupengakuanPuji-The pujianataupengakuanmerupakaninsentif non-keuangan yang memenuhi ego kebutuhankaryawan.Kadang- kadangpujianmenjadilebihefektifdaripadainsentiflainnya. Karyawanakanmeresponlebihuntukmemujidanberusahamemberikan yang terbaikdarikemampuanmerekauntukmenjadiperhatian. c. skema Saran-Organisasiharusmelihatkedepanuntukmengambil saran danmengundangskema saran daribawahan. Hal inimenanamkansemangatpartisipasidalamkaryawan.Hal inidapatdilakukandenganmenerbitkanberbagaiartikel yang ditulisolehkaryawanuntukmemperbaikilingkungankerja yang dapatditerbitkan di berbagaimajalahperusahaan.Inijugabermanfaatuntukmemotivasiparakaryawanuntukmerasape ntingdanmerekajugabisadalammencarimetodeinovatif yang dapatditerapkanuntukmetodebekerjalebihbaik.Hal inipadaakhirnyamembantudalammenumbuhkanperhatiandanmetodeberadaptasibaruoperasi. d. JobJobpengayaan-pengayaanmerupakaninsentif non-moneter di manapekerjaanseorangpekerjadapatdiperkaya. Hal inidapatdilakukandenganmeningkatkantanggungjawabnya, memberinyasebutanpenting, meningkatkanisidansifatdaripekerjaan.Inicara yang efisienpekerjabisamendapatkanpekerjaanmenantang di
- 5. manamerekadapatmembuktikannilaimereka. Hal inijugamembantudalammotivasiterbesardarikaryawanefisien. e. Promosipeluang-Promosiadalahalat yang efektifuntukmeningkatkansemangatuntukbekerja di perhatian. Jikakaryawandisediakankesempatanuntukkemajuandanpertumbuhan, merekamerasapuasdanpuasdanmerekamenjadilebihberkomitmenuntukorganisasi. Alat non-keuangan di atasdapatdibingkaiefektifdenganmemberikankonsentrasikarenaperankaryawan.Kombinasiinsen tifkeuangandan non-keuanganmembantubersama- samadalammembawamotivasidansemangatuntukbekerja di perhatian. PositifInsentif Insentifpositifadalahmerekainsentif yang menyediakanjaminanpositifuntukmemenuhikebutuhandankeinginan.Insentifpositifumumnyam emilikisikapoptimistisbelakangdanmerekaumumnyadiberikanuntukmemenuhikebutuhanpsikolo giskaryawan.Sebagaicontoh-promosi, pujian, pengakuan, tunjangandantunjangan, dllpositifolehalam. InsentifNegatif insentifnegatifadalahmereka yang tujuannyaadalahuntukmemperbaikikesalahanataugagalmembayarkaryawan. Tujuannyaadalahuntukmemperbaikikesalahanuntukmendapatkanhasil yang efektif.insentifnegatifumumnyaterpaksaketikainsentifpositiftidakbekerjadansatu set psikologiskembaliharusdiberikankepadakaryawan. Hal ininegatifolehalam.Sebagaicontoh- demosi, transfer, denda, hukuman.