Building Performance and Work Motivation

Every company has a purpose,  the establishment of a company has a clear purpose. There are several things that suggest about the purpose of establishing a company. The company's first goal is to achieve maximum profit or profit as much as possible. The second goal of the company is to prosper the company owner or shareholders. The purpose of this research are: 1). to test and analyze the effect of training on employee performance at Sales Department PT. X. 2). to test and analyze the effect of incentives on employee performance at Sales Department PT. X. 3). to test and analyze the effect of supervision on employee performance at Sales Department PT. X. 4). to test and analyze the effect of training on motivation at Sales Department PT. X. 5). to test and analyze the influence of incentives on motivation at the Sales Department of PT. X. 6). to test and analyze the influence of supervision on motivation at the Sales Department of PT. X. 7). to test and analyze the effect of employee performance on motivation at Sales Department PT. X. The results of this study are: 1). there is influence of training  on employee performance , with path coefficient 0,167 and tcount 2,015 with probability equal to 0,046 (0,046 <0.05). 2). there is influence of incentive  on employee performance , with path  coefficient 0,187 and tcount 2,293 with probability equal to 024 (0.024 <0.05). 3). there is an influence of supervision  on employee performance , with path coefficient of 0403 and tcount of 5.004 with probability of 0.000 (0.000 <0.05). 4). there is influence of training  on motivation , with path coefficient of 0.156 and tcount of 2,185 with probability of 0.031 (0.031 <0.05). 5). There is influence of incentive  to motivation , with path coefficient 0,161 and tcount 2,260 with probability equal to 0.026 (0.026 <0.05). 6). there is influence of supervision  to motivation , with path coefficient 0,350 and tcount 4,636 with probability equal to 0.000 (0.000 <0.05). 7). there is influence of employee performance  to motivation , with path coefficient 0,314 and tcount 3,978 with probability 0,000 (0.000 <0.05

Analysis of Work Performance and Export Competitiveness in Province of Indonesia

The purpose of this study is to analyse the export performance of provinces in Indonesia, the effect of export and capital stock on the long-term and short-term economic growth of Indonesia and the competitiveness of provinces in exporting Indonesia's leading products. The panel data from 33 provinces in Indonesia from 2000-2016 is used in this study. The secondary data is consist of gross regional domestic product (GRDP), export value and gross fixed capital formation (GFCF). Export performance is measured using regional export performance index meanwhile, the effect of export and capital stock on long-term and short-term economic growth is analysed using cointegrated panel model and error correction model (ECM) panel. Finally, RCA dynamic is used in analysing export competitiveness. The results show that export performance of each province have various rating on the regional economies. Only 11 provinces have regional export performance index higher than while, meaning that only 33.3% of the total provinces, while the rest of the provinces have index that are less than one. This shows that only few provinces that can provide good performance of export. Based on the co-integrated test, there is a long-term relation between GRDP, export and GFCF. In both long-term and short-term, export and GFCF have positive impact on GRDP showing that the increase in export and/or GFCF will increase GRDP, which will results in economic growth. Furthermore, the results of RCA dynamic show that the export competitiveness is not always following the growth of national export segment. Indonesia's rubber and coal exports have negative growth of national export segment while export of palm oil, coffee and textile have positive growth

Work Performance of The Family Planning Field Workers in The Reduction of Total Fertility Rate in Sibolga, North Sumatera

Background: Over the past 40 years, family planning has reduced fertility rates in developing countries, from six births per woman to about three per woman. Lower birth rates contribute to slower population growth, which enables economic development and environmental sustainability. Despite these successes, the family planning agenda remains unfinished. This study aimed to asses the work performance of the family planning field workers in the reduction of total fertility rate in Sibolga, North Sumatera. Subjects and Method: This was a qualitative study conducted in Sibolga, North Sumatera. The study subjects were family planning field workers. The variable under study was work performance. The data were colected by indepth interview, direct observation, and document review. Results: The work performance of family planning field workers remained suboptimal. Work performance was monitored indirectly by social media such as group chat. There was no direct monitoring. There was discrepancy between data reported and the actual conditions. For examples, the number of family planning participants in the field was different from those reported at the family planning office. There was often a lag time of reporting. The TFR target was not achieved despite the sufficient number of personnel. The family planning field workers had low skill in family planning promotion and had a lack of discipline. They often violated the order and came late at the office. Conclusion: The work performance of the family planning field workers is still sub¬optimal. There is a need to implement regular monitoring, provide skill training especially in family planning promotion, provide reward to subdistricts that achieve low TFR, and schedule family planning promotion, in order to reduce TFR. Keywords: job performance, family planning, field worker, Total Fertility Rate

Pay Dispersion and Work Performance

The effect of intra-firm pay dispersion on work performance is controversial and the empirical evidence is mixed. High pay dispersion may act as an extra incentive for employees' effort or it may reduce motivation and team cohesiveness. These effects can also coexist and the prevalence of one effect over the other may depend on the use of different definitions of what constitutes a "team." For this paper we collected a unique dataset from the men's major soccer league in Italy. For each match we computed the exact pay dispersion of each work team and estimated its effect on team performance. Our results show that when the work team is considered to consist of only the players who contribute to the result, high pay dispersion has a detrimental impact on team performance. Several robustness checks confirm this result. In addition, we show that enlarging the definition of work team causes this effect to disappear or even become positive. Finally, we find that the detrimental effect of pay dispersion is due to worst individual performance, rather than a reduction of team cooperation.Team productivity, Incentives, Pay dispersion.

High Performance Work Systems

Research, summarized and classified in the work of Delery and Doty (1996), Guest (1997), Paauwe and Richardson (1997) and Boselie et al. (2001), suggests significant impact of Human Resources Management (HRM) on the competitive advantage of organizations. The mainstream research on this topic reveals encouraging results on organizational level. Also in relation to Total Quality Management (TQM) there is research evidence that 'best practices' and/or 'high performance work systems' (HPWS) can be identified having positive impact on the performance of an organization (Waldman, 1994; Hendricks and Singhal, 1997 and 2001; Blackburn and Rosen, 1993). Delery and Shaw (forthcoming in 2002) allege a need for "research on research" in the area of HPWS and performance, more precisely research on organizational-level research methods. We argue that further "research on research" on the perception of the individual employee may also reveal new (methodological) insights in the effects of HRM and/or TQM practices on performances in organizations. The purpose of this paper is to (1) review methodological problems in empirical literature on HRM/TQM and performance and to (2) test the stability of HRM/TQM factors (or constructs) over time. We have the opportunity to analyze longitudinal data (1998 and 2000) of individual employee perceptions from the Ernst & Young company in the Netherlands. The HRM/TQM constructs appear to be relatively stable over time, just like the relationship between these constructs and performance.employee morale;total quality management (TQM);employee satisfaction;high performance work systems (HPWS);human resource management (HRM)

The Effect Of Different Generations Psychosocial Work Climate On The Employees’ Work Performance

The main objective of this paper is to examine the psychosocial work environment factors that influence the employee’s work performance at difference generation

16PF Traits and Work Performance Among Restaurant Workers

Personality traits have been linked to work performance in a variety of jobs. For as many restaurants as there are in every major city, little is known about the traits that characterize the success of their personnel. Personality traits are thought to be especially relevant to restaurant work because, in the case of the wait staff, interaction with the public is a major part of the job. In the case of the kitchen staff, it is necessary to work under conditions of heat and work load stress, while at the same time make each meal turn out exactly the way it was intended on the menu. The restaurant trade is also susceptible to high turnover, suggesting that the person-job fit for most employees is less than adequate

Inherent work suit buoyancy distribution:effects on lifejacket self-righting performance

Introduction: Accidental immersion in cold water is an occupational risk. Work suits and life jackets (LJ) should work effectively in combination to keep the airway clear of the water (freeboard) and enable self-righting. We hypothesized that inherent buoyancy, in the suit or LJ, would be beneficial for enabling freeboard, but its distribution may influence LJ self-righting. Methods: Six participants consented to complete nine immersions. Suits and LJ tested were: flotation suit (FLOAT; 85 N inherent buoyancy); oilskins 1 (OS-1) and 2 (OS-2), both with no inherent buoyancy; LJs (inherent buoyancy/buoyancy after inflation/total buoyancy), LJ-1 50/150/200 N, LJ-2 0/290/290 N, LJ-3 80/190/270 N. Once dressed, the subject entered an immersion pool where uninflated freeboard, self-righting performance, and inflated freeboard were measured. Data were compared using Friedman’s test to the 0.05 alpha level. Results: All suits and LJs enabled uninflated and inflated freeboard, but differences were seen between the suits and LJs. Self-righting was achieved on 43 of 54 occasions, irrespective of suit or LJ. On all occasions that self-righting was not achieved, this occurred in an LJ that included inherent buoyancy (11/54 occasions). Of these 11 failures, 8 occurred (73% of occasions) when the FLOAT suit was being worn. Discussion: LJs that included inherent buoyancy, that are certified as effective on their own, worked less effectively from the perspective of self-righting in combination with a work suit that also included inherent buoyancy. Equipment that is approved for use in the workplace should be tested in combination to ensure adequate performance in an emergency scenario