Employee Behavior Diversity Factor
By nature, every human being is born as a clean person. He wants to do the best for himself and also for others and the environment. In the process, in addition to self (internal) factors, external factors greatly influence the formation of one's behavior: There are people who behave well and some are bad; Some are humble and some are proud; Some are introverts and some are extroverts. Likewise in the nuances of being a worker: Some are lazy and some are diligent; Some are productive and some are not; Some like work challenges and some stay away from work challenges; Some have strong personal ambitions and some are weak. The question is why the diversity of human behavior, especially among employees? Empirical and practical facts show that a person's behavior, for example in work, namely work productivity, is influenced by intrinsic and extrinsic factors as described in the equation formula: Y (behavior) = f (Xi, Xe); ceteris paribus.
1. Intrinsic elements (Xi) include:
a. Level of education
A person's level of education can be seen from the mastery of knowledge, attitudes and skills in mastering certain fields of science. In this case, his intellectual intelligence (for example in terms of using mathematical formulas) will be followed by an attitude to deal with problems and analytical skills, and look for alternative approaches to problems. The higher the level of intellectual mastery, the more open the ability to increase work productivity.
b. Knowledge level
A person's level of knowledge is related to competence in his work. The knowledge mastered is not limited to the "hard" but also "soft" fields, such as knowledge about communication, initiative, creativity, and conflict. In addition, mastery of knowledge about emotional and spiritual is considered important. The higher the level of one's understanding (of hard and soft sciences), the higher the innovative power and productivity of his work.
c. Skill level
The skill level is related to the mastery of the application of science and knowledge and technology possessed by a person who is practiced in his work. Similar to the level of knowledge, mastery of practical aspects in applying hard and soft sciences in the real world will help a person to be able to increase his work productivity. For example, someone who has the ability to communicate to resolve conflicts (horizontal and vertical) with others, is usually socially acceptable. In other words he gains social recognition and becomes an incentive for him to improve his performance.
d. Attitude-motivation towards work
Attitudes-motivation of an employee towards his work affect the performance achieved. The higher the appreciation and encouragement of a person towards the implementation of his work, the higher his performance. This drive can occur because of the element of a positive perspective on work, the drive to earn a living and a career, and the drive to gain social recognition and achievement of self-esteem and self-actualization.
e. Work experience level
A person's experience at work is an accumulation of success and failure as well as a combination of strengths and weaknesses in carrying out his work. From this experience, a person learns to behave better. Thus, work experience is a condition used by someone in the feedback process to improve the quality of planning, implementation and work results. The hypothesis is that the more work experience a person has, the higher his knowledge, attitudes and skills at work which in turn will be able to increase his work productivity.
2. Extrinsic elements (Xe), among others include elements:
a. Family environment
The family environment referred to here is the attitude and motivation of members of a family in viewing the meaning of a job. Interaction in the form of intensive family socialization on the meaning of work will help each family member to optimize human capital in competing for or creating jobs. In addition, a conducive family environment will be able to improve the performance of family members.
b. Socio-cultural environment
The socio-cultural environment, such as the high aspects of social discipline, social responsibility and value systems about work will encourage someone to be actively involved in improving their performance. This includes viewing the quality of human resources as one of the cultures and at the same time the needs of every individual in society. Productivity has been seen as a cultural product to increase dignity among its citizens.
c. Economic environment
The economic environment is characterized by, among others, economic growth, unemployment rate, degree of poverty, control of production assets, and per capita income. For example, per capita income and poverty that are below a decent standard of living will result in the population's chances of achieving a high level of education and full health care become increasingly difficult to achieve. This condition will affect a person's performance at work, namely sub-standard productivity.
d. Learning environment
The learning environment can be seen from the behavior of the community in terms of attending education and training. Do people realize that learning has become their need in developing their social energy? In addition, the learning environment is also characterized by the availability of learning facilities, the number and quality of instructors, and learning methods. A better learning environment encourages people to improve the quality of their learning so that it will increase their knowledge, attitudes, skills and work productivity.
e. Work environment including work culture
The work environment is limited to the place where a person works. The working atmosphere is characterized by aspects of productive culture, leadership, employee relations with colleagues and superiors, performance management, career management, education and training management, and compensation management. These various environmental aspects greatly affect the motivation, satisfaction and work performance of the employees.
f. Technology
The technology referred to here can be in the form of soft technology (intangible) and hard technology (tangible). Soft technology in the form of methods, techniques and work procedures. While the hard technology in the form of machines or means of production. These two technological devices have a position as auxiliary elements or instruments of a production process so that employees can increase their productivity. The measure is effectiveness and efficiency. The higher the quality or efficiency of the technology used, the higher the work productivity of employees. This requires mastery of knowledge and skills to operate and maintain the technology used.
Reference :
adaptasi dari Tb. Sjafri Mangkuprawira dan Aida Vitayala Hubeis, 2007, Manajemen Mutu SDM, Ghalia Indonesia
357.576 SRY