scholarly journals The Influence of Employee Demotivation and Employee Motivation on Employee Performance: Case Study of Farven

2021 ◽  
Vol 6 (9) ◽  
pp. 561-562
Author(s):  
Elma Soraya
Keyword(s):  
Growth And Development ◽  
High Performance ◽  
Employee Performance ◽  
Employee Motivation ◽  
Structure Interview ◽  
High Turnover ◽  
The Core ◽  
Fashion Brand ◽  
Semi Structure Interview ◽  
Low Performance

Farven is a local startup fashion brand established in 2019 that provides eco-friendly fashion. Looking at the problem in terms of helicopter view, the problem that was first exposed can be seen from the decrease in the effectiveness of the company, then the company's OKR that was not achieved, the progress KPI only reached 20%, the jobdesk provided was not implemented, and the monthly target was not achieved. After performing a 5-way method to find the core of the problem, researchers found the core problem was due to the demotivation of employees that affected the performance of workers. Workers as an essential to give their efforts in every action to achieve goals in the organization.  Workers need triggers to do things well and produce good performance, one of the driving factors is good motivation. Good motivation will result in high performance, low turnover, loyalty, alignment, which contributes significantly to the growth and development of the company. Conversely, if the driving factor is bad motivation or commonly called demotivation, it will result in low performance, high turnover, low loyalty, absence of alignment, nor does it contribute significantly to the growth and development of the company. Moreover, currently the country of Indonesia is a developing country that has great potential to compete in the field of development, one of the developments for human resources that have good quality, which will affect the results of work and company. Farven as a startup that has workers want to also contribute in developing good resources by maintaining good quality workers, but Farven has some challenges one of which is the problem of worker demotivation that has been felt by all Farven workers. In this study, researchers aimed to know the dimensions of worker demotivation and worker motivation that affect worker performance and wanted to know the indicators of the dimensions that most influence the demotivation of workers and also the motivation of workers. Researchers used a semi-structure interview in the interview process to three Farven workers. The order of questions may also vary depending on the conversation flow. On the other hand, additional questions, and objectives with the nature of certain events in a particular organization. Informant will be selected through nonprobability sampling i.e. purposive sampling or specifically using judgement sampling. The interview will primarily explore the dimensions of employee motivation and employee motivation according to the participant's experience as a Farven employee. This study used thematic coding to analyze qualitative data.

scholarly journals SMART APPLICATION DETECTION OF CHILD GROWTH AND DEVELOPMENT SEBAGAI SALAH SATU UPAYA DETEKSI DINI DAN STIMULASI TUMBUH KEMBANG DI CIBEBER, LEBAK, BANTEN

2021 ◽  
Vol 13 (01) ◽  
pp. 117
Author(s):  
Yanti . ◽  
Ardiani Sulistiani ◽  
Eris Laras Patimah
Keyword(s):  
Growth And Development ◽  
Phenomenological Approach ◽  
Structure Interview ◽  
Child Growth ◽  
Structured Interviews ◽  
Key Informants ◽  
Semi Structure Interview ◽  
Qualitative Descriptive ◽  
The Right ◽  
Development Methods

ABSTRAKLatar Belakang: Keterlambatan pertumbuhan dan perkembangan merupakan masalah yang sering dijumpai di masyarakat, tetapi kurang mendapatkan penanganan yang tepat. Pentingnya pelaksanaan stimulasi dini perkembangan anak menjadi salah satu hal yang dapat mendeteksi gangguan tumbuh kembang secara dini. Smart Application Detection Of Child Growth And Development merupakan salah satu produk inovasi dengan memanfaatkan teknologi informasi, yang dapat digunakan untuk mendeteksi tumbuh kembang anak melalui aplikasi yang dapat dipasang pada smartphone. Tujuan Penelitian: Mengetahui pengalaman ibu dalam penggunaan aplikasi Smart Application Detection Of Child Growth And Development untuk memantau tumbuh kembang anak. Metode : Penelitian ini merupakan studi deskriptif kualitatif dengan pendekatan fenomenologi. Semi-structure interview digunakan untuk mewawancarai 2 informan kunci dan 10 informan utama yang sesuai dengan kriteria inklusi. Analisis data dilakukan secara deskriptif analitik. Hasil : aplikasi sangat bermanfaat karena dapat menambah informasi dan pengetahuan untuk memantau perkembangan anak, 90% informan menyatakan bahwa aplikasi mudah dipakai, mudah dipahami, 100%  menyatakan bahwa aplikasi yang dibuat cukup efektif, aplikasi dianggap sebagai bahan informasi dan sumber pengetahuan. Sedikit kendala dalam penggunaan aplikasi karena ada beberapa ibu tidak memiliki smartphone, serta terkendala jaringan. Kata kunci : Pengalaman, Smart Application Detection Of Child Growth And DevelopmentSMART APPLICATION DETECTION OF CHILD GROWTH AND DEVELOPMENTABSTRACTBackground: Delay in growth and development is a problem that is often encountered in society, but it does not get the right treatment. The importance of implementing early stimulation of child development is one of the things that can detect early growth and development disorders. Smart Application Detection Of Child Growth And Development is an innovative product that utilizes information technology, which can be used to detect children's growth and development through applications that can be installed on smartphones. Purpose: To find out the mother's experience in using the Smart Application Detection Of Child Growth And Development application to monitor children's growth and development.  Methods: This research is a qualitative descriptive study with a phenomenological approach. Semi-structured interviews were used to interview 2 key informants and 10 key informants who fit the inclusion criteria. Data analysis was carried out by analytic descriptive.  Results: the application is very useful because it can add information and knowledge to monitor children's development, 90% of informants stated that the application was easy to use, easy to understand, 100% stated that the application made was quite effective, the application was considered an information material and a source of knowledge. There are a few obstacles in using the application because there are some mothers who do not have smartphones, and are network constrained.Keyword : Experience, Smart Application Detection Of Child Growth And Developmen

scholarly journals Measuring Employee Performance of Shuttle Cock Industry in Surakarta, Indonesia

2020 ◽  
Vol 76 ◽  
pp. 01041
Author(s):  
Ratih Indriyani ◽  
Hendro Prakoso Handjaya ◽  
Ayoub Gougui
Keyword(s):  
Social Support ◽  
Working Conditions ◽  
Quantitative Method ◽  
Sampling Method ◽  
Work Motivation ◽  
Employee Performance ◽  
Employee Motivation ◽  
The Core ◽  
Analysis Technique ◽  
Performance Research

Employees are the core of ongoing organizational activities. In the industrial cycle, employees are coming from adjacent regions.Social support is needed to have motivation at work. Motivation to work will have an impact on work results. This study aims to analyze social support for employee performance with work motivation as an intervening variable in the shuttlecock industry in Pringgolayan Surakarta, Indonesia. Previous research shows that social support has an influence on employee motivation at work. Other studies explain that motivation can improve employee performance. This study uses a quantitative method with a sample of 100 respondents. The sample is determined by the purposive sampling method. Respondents are employees of the shuttlecock industry, who had worked for at least 3 mo.. This study uses SmartPLS 3.0 as a data analysis technique. The results of this study indicate that working conditions have a significant effect on work motivation, social support has a significant effect on work motivation and social support has a significant effect on employee performance. Research also shows that work motivation has a significant influence on employee performance. Work motivation among shuttlecock industry employees still needs to be improved so that its performance is improved. Aspects of social support are friends and superiors, for that the leadership must provide support to increase employee work motivation.

scholarly journals Employee Performance Assessment Using Analytical Network Process and Rating Scale

2020 ◽  
Vol 21 (1) ◽  
pp. 70
Author(s):  
Riska Septifani ◽  
Panji Deoranto ◽  
Tiyas Widya Armanda
Keyword(s):  
Performance Assessment ◽  
High Performance ◽  
Rating Scale ◽  
Employee Performance ◽  
General Counsel ◽  
Analytical Network Process ◽  
Network Process ◽  
Low Performance ◽  
Performance Ability ◽  
A Company

Employee performance assessment is an essential aspect of a company. This study aims to assess employee performance based on Analytical Network Process (ANP)  and rating scale. ANP was employed to determine the importance of the criteria. Meanwhile,  the rating scale was used to analyze the results of the employee performance assessment. The results of the study showed the weights of the criteria. The highest to lowest weights in sequence included the skills to carry out tasks, job performance, ability to cooperate, employment relationship, and personality. Based on the assessment of fifty-three employees of HRD and Corporate Secretary and General Counsel Department, one employee showed outstanding performance, four employees exemplified high performance, forty-five employees met the standard performance, and three employees had low performance.

Performance Evaluation of Knowledgeable Employees in Knowledge-Based Enterprises

2010 ◽  
Vol 439-440 ◽  
pp. 134-139 ◽  
Author(s):  
Qing Hua Zhang
Keyword(s):  
Performance Evaluation ◽  
High Performance ◽  
Technology Innovation ◽  
Employee Performance ◽  
Evaluation Process ◽  
Difficult Problem ◽  
The Core ◽  
Knowledge Based ◽  
Core Value ◽  
Set Up

As the principal body of technology innovation and the core value-creator, the high performance of knowledgeable employees in knowledge-based enterprises is the foundation of the enterprise improvement. While how to appraise and raise their performance is a difficult problem, the paper studies performance evaluation of knowledgeable employees in knowledge-based enterprises based on knowledge-based enterprises and knowledgeable employees' own characteristics, aim to set up a performance evaluation process to identify, appraise and improve the employee performance effectively. The paper also proposes several advices to appraise the knowledgeable employees.

scholarly journals ANALISIS PENGARUH KOMPENSASI DAN KOMPETENSI TERHADAP PENINGKATAN KINERJA KARYAWAN

2019 ◽  
Author(s):  
HOSRA AFRIZONI
Keyword(s):  
Human Resources ◽  
Human Resource Development ◽  
High Performance ◽  
Employee Performance ◽  
Survey Method ◽  
Unit Of Analysis ◽  
Order Management ◽  
Low Performance ◽  
A Company

Human resources are the main capital in a company. The high employee's ability, the high performance of the organization. Conversely the low ability of employees, the low performance of the organization. Order management activities goes well, organizations must have employees who are competent to manage the organization optimally so that employee performance increases. Various efforts should be made firm for human resource development in order to increase employee competence. So that the work can be more creative and productive, and can improve employee performance. But it also needs to be supported by the provision of adequate compensation so will result in optimal performance. Granting and improving the quality of human resources through training programs will have an impact on improving the knowledge, skills and experience or changes in individual attitudes that will ultimately have an impact on employee performance. The purpose of this study was to determine the effect of compensation and competency of employees to increase employee performance, either simultaneously or partially, as well as discussed descriptively. The method used is a survey method. The unit of analysis in this study were employees of PT. Timah Investasi Mineral totaling 50 people, as well as the census was taken. The findings of this study are compensated influence on employee performance in PT. Timah Investasi Mineral and influence is significant. Compensation and employee competency together a significant effect in improving employee performance in PT. Timah Investasi Mineral. However, compensation is more dominant than competence in influencing employee performance.

PENGARUH LINGKUNGAN KERJA DAN DISIPLIN KERJA TERHADAP KINERJA KARYAWAN BAGIAN PRODUKSI PT. FUJI SEIMITSU INDONESIA - BEKASI

2018 ◽  
Vol 19 (2) ◽  
pp. 121
Author(s):  
Riski Eko Ardianto ◽  
Ergo Nurpatria Kurniawan
Keyword(s):  
Work Environment ◽  
Significant Influence ◽  
High Performance ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Linear Regression Analysis ◽  
Working Environment ◽  
Validity And Reliability ◽  
Quantitative Research Methods ◽  
Environment Variables

Employee performance is something that is considered important for the company. Employees have high performance will certainly be able to work optimally so that the objectives of the institution itself will be easily achieved. Through the improvement of the working environment and working discipline expected the resulting performance can be optimized within the enterprise. In this study to determine the three variables that can affect employee performance (Y), the work environment variables (X1) and discipline (X2). Simultaneous and partially on the performance of employees at PT.Fuji Seimitsu Indonesia. Type of research is quantitative research. Methods of data collection using questionnaires with sempel amount of research is 100 respondents.Data analysis techniques in research using descriptive analysis, multiple linear regression analysis, validity and reliability test and partial test ( Test T) and a simultaneous test (Test F). Results of research conducted using SPSS 2.2 (ststitical program for social science), from the results obtained that the working environment (X1) were significant influence on employee performance (Y) on PT.Fuji Seimitsu Indonesia because work environment variables t = 3.231 > t table 1.660 with sig = 0.002 < 0.05. Labor discipline (X2) have a significant effect on employee performance (Y). Work environment (X1) and discipline (X2) simultaneously significant effect on employee performance (Y) PT. Fuji Seimitsu Indonesia.The results obtained on the whole of the working environment (X1) and discipline (X2) are all very significant influence on employee performance (Y) in PT.Fuji Seimitsu Indonesia. Keywords:Work Environment, Work Discipline and Employee Performance

Effect of Compensation and Work Environment on Employee Performance with Employee Job Satisfaction as an Intervening Variable

2018 ◽  
Vol 9 (03) ◽  
pp. 20553-20562
Author(s):  
Putu Ayu Diah Juliarti ◽  
Anak Agung Putu Agung ◽  
I Nengah Sudja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
High Performance ◽  
Employee Performance ◽  
Statistical Tests ◽  
Path Coefficient ◽  
Significant Positive Effect ◽  
Organizational Goals ◽  
Record Keeping ◽  
Positive Effect

An employee who has a high performance and better able to support the achievement of the goals and objectives set by the company. Employees can work well if you have a high performance that can produce good work anyway. With the high- performance that employees, is expected to achieve organizational goals. This study examines the effect of compensation and work environment on employee performance with job satisfaction to be intervening variable. Data on compensation, work environment, job satisfaction, and employee performance obtained through observation, record keeping and questioner with respondents. The data obtained are then analyzed using Partial Least Squares (PLS). Statistical tests results showed  (1) the compensation proved significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.880, (2) work environment proved to be a significant positive effect on job satisfaction the path coefficient of 0.434 and T-Stats for 4.074, (3) job satisfaction proved to be a significant positive effect on employee performance the path coefficient of 0.264 and T-Stats for 2.458, (4) compensation proved positive and significant effect employee performance the path coefficient of 0.242 and T-Stats for 2.912, (5) work environment proved positive and significant effect employee performance the path coefficient of 0.378 and T-Stats for 3.343. Based on test results obtained statistical results of all variables positive and signicant impact.

PENGARUH PELATIHAN DAN KOMPETENSI TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI PADA PT. CIPTA KRIDA BAHARI JAKARTA DAN SUMATERA AREA

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Freddrick Tiagita Putra Baeha Waruwu, SE., MM.
Keyword(s):  
Empirical Evidence ◽  
Indirect Effects ◽  
Work Performance ◽  
Training Programs ◽  
Employee Performance ◽  
Descriptive Analysis ◽  
Employee Motivation ◽  
Direct And Indirect Effects ◽  
Dependent Variables ◽  
Positive Effect

The purpose of this study was to test and obtain empirical evidence about the direct and indirect effects of training and competence together to employees performance in PT. Cipta Krida Bahari. This study uses an explanatory approach Analysis and Descriptive Analysis, which aims to determine the effect of independent and dependent variables. Furthermore, the present invention will be described, by observation and research and describe the nature or the events ongoing at the time of the study and examine the causes of the symptoms. In this study examines the influence of variables of training, competence and motivation, simultaneously or partially on employee performance. The benefits of this research is that companies in improving the performance of employees through training programs, attention to improving the competence of employees, increase employee motivation, and in turn can help in improving the work (performance) of each individual employee. The results showed simultaneously and partially variable training and competency positive effect on employee motivation and improve employee performance

Value and motivational aspects of employee personality in the monetary and financial sector

2019 ◽  
pp. 95-101
Author(s):  
D. V. Vel’misova
Keyword(s):  
Organizational Performance ◽  
Labor Relations ◽  
Employee Performance ◽  
Group Analysis ◽  
Financial Sector ◽  
Employee Motivation ◽  
Semantic Space ◽  
Value Systems ◽  
Professional Activity ◽  
Professional Qualification

The presented study examines the value and motivational aspects of employee personality in the monetary and financial sector in 2017–2019.Aim. The study aims to perform a sociological analysis of value and motivational aspects and to substantiate their regulatory role in improving employee performance in the monetary and financial sector.Tasks. Based on the proposed methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector, the author performs an empirical analysis of the professional activity of different employee categories, identifies the major orientations and preferences, and develops a five-step plan to improve employee motivation in professional activity.Methods. The theoretical and methodological basis of this study includes findings of Russian and foreign authors in the field of value systems, motives, personal priorities, their formation, dynamics, and impact on individual and social development.Results. The study determines the essence of value and motivational aspects; develops a refined methodology for the diagnostics of the value and motivational aspects of employee personality in the monetary and financial sector; performs a comparative analysis of value and motivational aspects, including detection of statistically significant differences depending on employee affiliation with professional qualification and status groups; identifies patterns in the dynamics of the value-semantic space of monetary and financial organizations in the field of social and labor relations.Conclusions. The main conclusion to be drawn from this study is that the structure of value and motivational aspects, which are an attribute of the quality and performance of employee labor in the monetary and financial sector, differs significantly depending on employee affiliation with a certain status or professional qualification group. Analysis, modeling, and monitoring of the value and motivational aspects that characterize certain social and professional roles, interpretation of this information and its application in the regulation of social and labor relations are the crucial componentsof management of labor quality and organizational performance. 

scholarly journals Can artificially selected phenotypes influence a component of field fitness? Thermal selection and fly performance under thermal extremes

2006 ◽  
Vol 274 (1611) ◽  
pp. 771-778 ◽  
Author(s):  
Torsten Nygaard Kristensen ◽  
Volker Loeschcke ◽  
Ary A Hoffmann
Keyword(s):  
High Performance ◽  
Quantitative Traits ◽  
Genetic Basis ◽  
Selected Lines ◽  
Resistant Lines ◽  
Correlated Patterns ◽  
Different Temperatures ◽  
Evolutionary Trajectories ◽  
Low Performance ◽  
Selected Traits

Artificially selected lines are widely used to investigate the genetic basis of quantitative traits and make inferences about evolutionary trajectories. Yet, the relevance of selected traits to field fitness is rarely tested. Here, we assess the relevance of thermal stress resistance artificially selected in the laboratory to one component of field fitness by investigating the likelihood of adult Drosophila melanogaster reaching food bait under different temperatures. Lines resistant to heat reached the bait more often than controls under hot and cold conditions, but less often at intermediate temperatures, suggesting a fitness cost of increased heat resistance but not at temperature extremes. Cold-resistant lines were more common at baits than controls under cold as well as hot field conditions, and there was no cost at intermediate temperatures. One of the replicate heat-resistant lines was caught less often than the others under hot conditions. Direct and correlated patterns of responses in laboratory tests did not fully predict the low performance of the heat selected lines at intermediate temperatures, nor the high performance of the cold selected lines under hot conditions. Therefore, lines selected artificially not only behaved partly as expected based on laboratory assays but also evolved patterns only evident in the field releases.

Sign in / Sign up

Export Citation Format

Share Document