IMPROVING EMPLOYEE SELF-DETERMINATION BY ANALYZING INDIVIDUAL VALUES DIFFERENCES

• Main Author: Putri Anzani, Kalisa
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/43013
• Institution: Institut Teknologi Bandung

English Prestasi Learning Center or EPLC is one of the non-formal educational institutions engaged in English language courses that was founded in 2013. Strategic location in the middle of the city with high quality and affordable prices, made EPLC as one of developing English course institutions in Bandung. This was proven because EPLC adopted the learning methods from Kampung Iggris, Pare, Kediri which had further developed rapidly. In this research, an ethical climate analysis was carried out in the company by distributing the Ethical Climate Questionnaire to see the company climate. In the ethical climate there are nine dimensions, namely Self-interest, Company Profit, Efficiency, Friendship, Team Interest, Social Responsibility, Personal Morality, Company Rules and Procedures, Law and Professional Codes. The analysis of the ethical climate at EPLC shows the low value of self-interest in the company compared to other dimensions. Then, to see more insights author already conducted interview, the result stated there were problems regarding absences in employees which impacted on the ongoing teaching process and motivation to contribute more to the development of EPLC. The low dimension of self-interest in the ethical climate is related to differences in motivation of each individual working at EPLC and then becomes the basis for the authors to analyze more deeply by using the Theory of Basic Human Needs by Abraham Maslow (1954) and The Theory of Basic Values by Schwartz (2005). This individual values differences interview consists of ten dimensions from Schwartz's basic values theory namely, Self-Direction, Stimulation, Hedonism, Achievement, Power, Security, Conformity, Tradition, Benevolence and Universalism. Then, these ten dimensions are related to Abraham Maslow's basic human needs theory, namely, Physiological needs, Safety needs, Belongingness needs, Esteem needs, Cognitive needs, Aesthetic needs, Self-Actualization and Transcendence. These two theories underlie Individual Values Differences which basically come from different backgrounds, visions and behaviors which are then supported by their own motivation to act. From the results of these Individual Values Differences interviews, information is obtained that Individual Values Differences that cause individuals in EPLC are less able to determine their own choices which then refers to the Theory of Self-Determination Proposed by Deci & Ryan (2008). These three theories are then put together and then compared to get information which dimensions need to be improved. From the root of the problem, the authors provide recommendations in this study namely, conduct training, conduct management planning, form human resource divisions, make key performance indicator, and apply performance appraisal at EPLC. With these recommendations, it is expected that EPLC can help improve motivation for employees, so that they can contribute more to the development of EPLC.