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Building Employee Commitments through Social Esteem During The increment of Remuneration, Requirements of Appreciation the state of Maslow Theory's Self Actualization

机译:通过在薪酬增长期间通过社会尊重构建员工承诺,升值要求和马斯洛理论的自我实现

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This research's background is the decline of performance's commitment in employees on the structural position from supervisor to manager position. The research gives input to human resource development theory and contribution for organization leaders in order to strengthen and improve employees' performance commitment. This research used qualitative research method through in-depth interview to 13 informants, participative observation, and documentation in natural setting located in Gresik, East Java, Indonesia. The result of this research does not in line with Maslow's perspective. According to Maslow's perspective on needs the increased of remuneration, recognition and self-actualization needs in material form that has already given to employees will inflict improvement of employees' performance. In fact, the reality said otherwise. It occurs as the consequence of inability to accommodate the social esteem to fulfill non-material needs, such as: (a) unilateral decision and policy from the company, (b) unclear and inconsistent policies that relate to reward policy, pension fund, and career path, (c) unavailable space to express opinion, and (d) the decline of reward for performance improvement.
机译:该研究的背景是绩效在员工对来自主管到经理地位的结构地位的承诺的下降。该研究为人力资源开发理论提供了意见,使组织领导者的贡献为加强和改善员工的绩效承诺。本研究通过深入了解13个线人,参与观察和在印度尼西亚的Gresik,东爪哇省的Gresik,参与观察和文献中使用了定性研究方法。这项研究的结果并不符合马斯洛的观点。根据马斯洛的看法,需要增加员工的物质形式的报酬,认可和自我实现需求,将造成员工绩效的提高。事实上,现实否则说。它作为无法容纳社会尊重以履行非物质需求而发生的结果,例如:(a)本公司的单方面决定和政策,(b)不明确和与奖励政策,养老基金和养恤金基金的政策不一致职业道路,(c)表达意见的不可用空间,并(d)奖励的效率下降。

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