Istilah Daftar Istilah

Daftar Istilah Manajemen Sumber Daya Manusia dan Manfaat Karyawan

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Extrinsic rewards

Extrinsic rewards are things that people get for doing something. They are usually tangible things like rewards, money, or a trophy. But they can also be positive feelings like pride and self-satisfaction.

Managers often use these types of rewards to encourage employees to perform better. The theory behind using these types of rewards is that if people receive some external reward or praise for performing a task well, they will continue to work hard to receive more external rewards.

What are extrinsic rewards?

Extrinsic rewards are things you get for doing something. They are external to your actions and don't come from within you. They are typically monetary in nature, such as pay raises, bonuses, and promotions.

For example, if you have a job that pays $10 an hour and your boss decides to give you a $5 raise, then that is an extrinsic reward.

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Why are extrinsic rewards important?

Extrinsic rewards are important because they encourage employees to work harder and strive for higher goals. They also help motivate employees to perform better because they give them more money or status in return for their efforts.

Extrinsic rewards can be effective at motivating people if they are used correctly. For example, a bonus tied to a specific goal will likely encourage employees to do whatever it takes to achieve that goal.

When should extrinsic rewards be used in the workplace?

Extrinsic rewards should be used when you have a specific goal in mind that you know your employees will find rewarding. They are beneficial for motivating employees to work towards one specific organizational goal. For example, offering additional incentives if an employee meets a sales quota is an example of extrinsic rewards used in the workplace.

How do extrinsic rewards work?

Extrinsic motivation works by giving people an incentive to act a certain way. This doesn't mean that they're not acting on their own accord — it just means that they are acting to get something they want or need.

Extrinsic rewards have been shown to have various effects on human behaviour. These include:

They can increase motivation and decrease boredom, especially when a reward is given immediately after completing a task.
They can help people persist on difficult and boring tasks — but only if they believe the reward is attainable and likely to come soon.
Employees who feel motivated by extrinsic rewards will be more likely to improve their performance over time than those who don't receive any external motivation.
Extrinsic rewards such as bonuses or salary increases can help retain valuable employees who might otherwise leave for another company offering better pay or benefits.

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What are the different types of extrinsic rewards?

Intrinsic rewards can be divided into two types:

Autonomy refers to the feeling that you control your actions and how you spend your time. People feel autonomous when they can use their skills and abilities to achieve important goals. This includes having control over their schedule, working in an environment that supports their values, and setting goals for themselves.
Purpose refers to having a meaningful reason for doing something, such as helping people or contributing to society. It's essential for people to feel like what they do matters and contributes positively to others' lives — otherwise known as self-efficacy or self-esteem.

What are the advantages of extrinsic rewards?

Here are some advantages of extrinsic rewards:

They can be used as incentives for specific behaviors.
They help motivate people who lack intrinsic motivation for an activity.
They encourage people to do their best work without worrying about the outcome.
They help improve employee performance by increasing engagement and commitment to the organization's mission and goals.
They help employees focus on specific tasks rather than getting distracted by other things around them.
They can motivate people to work harder and longer than they would without any incentives.
They are easy to implement and administer.

Survei denyut nadi karyawan:

Ini adalah survei singkat yang dapat dikirim secara berkala untuk mengetahui pendapat karyawan Anda tentang suatu masalah dengan cepat. Survei ini terdiri dari lebih sedikit pertanyaan (tidak lebih dari 10) untuk mendapatkan informasi dengan cepat. Survei ini dapat diberikan secara berkala (bulanan/mingguan/triwulanan).

Pertemuan empat mata:

Mengadakan pertemuan berkala selama satu jam untuk mengobrol secara informal dengan setiap anggota tim adalah cara terbaik untuk mengetahui apa yang sebenarnya terjadi dengan mereka. Karena ini adalah percakapan yang aman dan pribadi, ini membantu Anda mendapatkan detail yang lebih baik tentang suatu masalah.

eNPS:

eNPS (skor Net Promoter karyawan) adalah salah satu cara yang paling sederhana namun efektif untuk menilai pendapat karyawan tentang perusahaan Anda. Ini mencakup satu pertanyaan menarik yang mengukur loyalitas. Contoh pertanyaan eNPS antara lain: Seberapa besar kemungkinan Anda akan merekomendasikan perusahaan kami kepada orang lain? Karyawan menjawab survei eNPS dengan skala 1-10, di mana 10 menunjukkan bahwa mereka 'sangat mungkin' merekomendasikan perusahaan dan 1 menunjukkan bahwa mereka 'sangat tidak mungkin' merekomendasikannya.

Berdasarkan jawaban yang diberikan, karyawan dapat ditempatkan dalam tiga kategori yang berbeda:

Promotor
Karyawan yang memberikan tanggapan positif atau setuju.
Pengkritik
Karyawan yang bereaksi negatif atau tidak setuju.
Pasif
Karyawan yang bersikap netral dalam memberikan tanggapan.

What are the disadvantages of extrinsic rewards?

The disadvantages of extrinsic rewards are:

They can be unreliable and unpredictable.
They can lead to cheating and unethical behaviour.
They don't motivate people to be creative or innovative.
They can create an unhealthy focus on money and things that are materialistic over other intrinsic motivations like personal growth and achievement.
They focus on the result instead of the process.
They can create a short-term culture that doesn't promote growth or innovation.