Sistem Penghargaan dan Insentif Sebagai Alat Pengarah Perilaku Kerja Karyawan

Ernawati; Rahayu Mardikaningsih

Authors

Ernawati Universitas Sunan Giri Surabaya
Rahayu Mardikaningsih Universitas Mayjen Sungkono Mojokerto

Keywords:

reward system, incentives, behavioral reinforcement, motivation, organizational justice

Abstract

Reward and incentive systems guide employee behavior through positive reinforcement, in which pleasant consequences increase the likelihood that the behavior will be repeated. Expectancy theory explains that motivation depends on the belief that effort leads to performance, performance leads to rewards, and rewards are valuable. Non-financial rewards that meet the needs for autonomy, competence, and relatedness enhance intrinsic motivation. Team-based incentives encourage collaboration but need to be combined with individual incentives. Unintended effects include gaming behavior and unethical behavior from aggressive targets. Immediate and specific reinforcement schedules are more effective; variable-ratio schedules produce the highest endurance. Procedural and distributive justice are crucial for the acceptance of the reward system. Individual differences in preferences need to be accommodated. Without a well-designed reward system, organizations cannot effectively direct employee behavior.

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