Tugas Bahasa Inggris Bisnis 2

TOBIA RAHASTYA ABRAM

4EA09 - 17212419 

FAKULTAS EKONOMI GUNADARMA

TUGAS BAHASA INGGRIS BISNIS 2 #

Name  : Tobia Rahastya Abram

Class   : 4 EA 09

NPM   : 17212419

English Business 2

Work experience provides many benefits, giving you skills and experience that will allow you stand out to potential employers as well as helping you choose the right sector to work in. Having a degree is a tremendous asset to help put your name on the radar for potential employers, but it's by far not the only arrow in the quiver. Work experience locks in further potential, "building useful skills that cannot be taught in the classroom as well as contacts that students otherwise would not be exposed to," highlights the general manager of Avanade UK. "A perspective employer will always looks favourable on the effort taken by those who have done work experience, which empowers new talent and gives them an edge to push for the most sought after graduate positions in the field." Below are just a few examples of the way you can benefit from undertaking work experience and work placements. Whether you're doing a week-long stint or a year in industry you'll be gaining skills that will make you much more employable.

In 1959, Frederick Herzberg, a behavioural scientist proposed a two-factor theory or the motivator-hygiene theory. According to Herzberg, there are some job factors that result in satisfaction while there are other job factors that prevent dissatisfaction. According to Herzberg, the opposite of “Satisfaction” is “No satisfaction” and the opposite of “Dissatisfaction” is “No Dissatisfaction”.

Herzberg classified these job factors into two categories-

1.      Hygiene factors- Hygiene factors are those job factors which are essential for existence of motivation at workplace. These do not lead to positive satisfaction for long-term. But if these factors are absent / if these factors are non-existant at workplace, then they lead to dissatisfaction. In other words, hygiene factors are those factors which when adequate/reasonable in a job, pacify the employees and do not make them dissatisfied. These factors are extrinsic to work. Hygiene factors are also called as dissatisfiers or maintenance factors as they are required to avoid dissatisfaction. These factors describe the job environment/scenario. The hygiene factors symbolized the physiological needs which the individuals wanted and expected to be fulfilled. Hygiene factors include:

·      Pay - The pay or salary structure should be appropriate and reasonable. It must be equal and competitive to those in the same industry in the same domain.

·    Company Policies and administrative policies - The company policies should not be too rigid. They should be fair and clear. It should include flexible working hours, dress code, breaks, vacation, etc.

·         Fringe benefits - The employees should be offered health care plans (mediclaim), benefits for the family members, employee help programmes, etc.

·         Physical Working conditions - The working conditions should be safe, clean and hygienic. The work equipments should be updated and well-maintained.

·         Status - The employees’ status within the organization should be familiar and retained.

·      Interpersonal relations - The relationship of the employees with his peers, superiors and subordinates should be appropriate and acceptable. There should be no conflict or humiliation element present.

·         Job Security - The organization must provide job security to the employees.

2.      Motivational factors- According to Herzberg, the hygiene factors cannot be regarded as motivators. The motivational factors yield positive satisfaction. These factors are inherent to work. These factors motivate the employees for a superior performance. These factors are called satisfiers. These are factors involved in performing the job. Employees find these factors intrinsically rewarding. The motivators symbolized the psychological needs that were perceived as an additional benefit. Motivational factors include:

·      Recognition - The employees should be praised and recognized for their accomplishments by the managers.

·        Sense of achievement - The employees must have a sense of achievement. This depends  on the job. There must be a fruit of some sort in the job.

·  Growth and promotional opportunities - There must be growth and advancement  opportunities in an organization to motivate the employees to perform well.

·   Responsibility - The employees must hold themselves responsible for the work. The  managers should give them ownership of the work. They should minimize control but  retain accountability.

·   Meaningfulness of the work - The work itself should be meaningful, interesting and challenging for the employee to perform and to get motivated.

For an individual to succeed at his job or an organization to reap the optimum level of performance out of the individual, it is paramount for the individual as well as the organization to incorporate motivation techniques that will encourage the worker to be of maximum utility and minimum cost. To instill that motivation within the mindset of the individual worker, there are certain factors that help in instigating that certain level of motivation that an individual needs to bring out the best of his potential. These factors are further divided into two categories, namely job-content factors and job-context factors.

Job-content factors are those factors for which the individual is responsible. In other words, those factors that are internally controlled such as achievement, responsibility and the quality of work itself, are termed job-content factors.  As for job-context factors, they are those factors, which are externally controlled – that is the organization is responsible for controlling those factors. Such factors include job security, salary, benefits, promotions etc.