ESOP sebagai Bonus Untuk Meningkatkan Motivasi dan Kinerja Para Karyawan
Abstract
Terdapat silang pendapat dari para manajer dan eksekutif perusahaan baik di Indonesia maupun di Luar Negeri mengenai pemberian bonus dengan bentuk program saham karyawan/employee stock ownership program untuk meningkatkan motivasi dan mendongkrak kinerja karyawan dengan tujuan agar memaksimalkan profit (maximizing company profit). Terlebih bagi karyawan yang sudah mendekati usia pensiun, sering terlihat bahwa mereka lebih mengutamakan kebahagian dan kesejahteraannya dan tidak terlalu mengutamakan peningkatan motivasi dan kinerja. Hal ini dikarenakan untuk mencapai kinerja yang baik, memang diperlukan kerja keras yang ekstra. Mereka sering berpikir lebih ke masa pensiunnya dimana mereka akan mendapat suatu dana pensiun. Penelitian ini mencoba menggali kondisi suatu perusahaan di Indonesia dan kemungkinan2 apa saja yang dapat meningkatkan motivasi dan kinerja para karyawannya, baik yang masih usia produktif ataupun yang sudah mendekati usia pensiun.
There is pros and cons amongst managers and executives around the world including in Indonesia regarding incentives such as ESOPs – Employee Stock Ownership Programs (as an alternative bonus) to boost employees motivation and performance which in turn to achieve company’s target of profit maximization. Moreover to the near pension employees, often come across that they prioritizing their happiness, well being and enjoying life without being burdened with company target which is translated to excessive work load. They tend to focus on their pension plans since they will get their pension funds which can be used for vacation or other activities and plans. This research tries to get the feel and condition of the Indonesian company and try to find out whether bonus (or other form of incentives) can boost motivation and performance of all employees (across all ages)
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DOI: http://dx.doi.org/10.22441/biopsikososial.v3i2.9000
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