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All Journal Journal of Business and Management The Indonesian Journal of Business Administration Budapest International Research and Critics Institute-Journal (BIRCI-Journal): Humanities and Social Sciences Jurnal Sistem Informasi
John Welly
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Religion Arts Humanities Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Social Sciences

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Evaluation of Motivational Level In Order to Improve Employee Performances (Case Study: Fabrik Eatery & Bar) Abdurrahim, Abid; Welly, John
Journal of Business and Management Vol 3, No 2 (2014)
Publisher : Journal of Business and Management

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Abstract

Bandung economy is mainly built upon several economic activities including tourism.One of the big attractions to tourists is the variety of interesting restaurants, cafes, and coffee houses tucked into the hills and main streets around Bandung. Every weekend, Jakartans escape the chaos and congestion of the capital to relax in the quiet Bandung hills or just to refresh their mind and souls from the chaotic traffic inside the city of Jakarta. In addition to the quality of the food and beverage, the quality of service also take a significant contribution to the popularity of the restaurants. These restaurants are without problems. This research tries to identify the problems by interview and validate by questionnaires. The purpose of the interview is to get deep understanding about the problems that occur within the restaurant while the purpose of the questionnaires were to validate the problems and analysing it tofind answers about the problems. From the result of the questionnaires that have been done, there are three categories problem analysis. First is from the behavior that we can see from MARS model. Second is from the management of Fabrik Eatery & Bar. Third is from organizational culture. This final project presents to readers a clearly vision of evaluating employee motivation with a case of Fabrik Eatery & Bar. It will also help the owners of restaurants in Bandung which may be interested on improving their business/businesses performance.  As for the conclusion, Fabrik Eatery & Bar need to improve their employee motivation; Fabrik Eatery & Bar must fullfiled the basic needs of their employees to create a big motivation factor in order for employees to work better and harder. To achieve that, the owner and the management of Fabrik Eatery & Bar needs to understand every single problems that occur within the restaurant, also need to understand each of the employees problem and have a group discussion to solve the problems. The next step is using recommendations to solve or anticipate problems. When the recommendation are implemented, motivation level of every employees will be expected to increase afterward. Keywords: Motivation, Employee Motivation, MARS Model, Employee Behavior
THE USAGE OF MOTIVATION MEASUREMENT TO INCREASE ORGANIZATIONAL BEHAVIOR ON PT POLYSTAR INTERNATIONAL Al Fakhry, Achmad Ja'far; Welly, John
Journal of Business and Management Vol 4, No 9 (2015)
Publisher : Journal of Business and Management

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Abstract. PT Polystar International is a company engaged in the automotive field in Indonesia, focuses on synthetic leather for covering the car seat, and this is the first company that makes the car seat with synthetic leather that already reaches the National market. The companyâ??s sales always increase every year, and this company is well-known with convincing product quality, hence the position of market leader is irreplaceable by other similar companies to date/now. With the steady growth of this company, this company should also to be supported by a qualified workforce. One of supporting elements that can support the highly qualified workforce is the high motivation of the employees in this company; a qualified workforce will bind organization performance, but until now employeeâ??s motivation in the company is not yet clearly measurable. The aim of my research is to measure the motivation of employees in the company, by using 4-Drives Theory as theoretical basis of this research, because researcher focuses on measure internal motivation, and the extent to which employees are motivated to work in this company. The data taken by distributing questionnaires to all employees in the company which/that the number of respondents are 45 people. The usage of this research is to see clearly the conditions that exist in this company in terms of employee motivation, and determine which the motivation factor that affects to organization performance. Due to the results of this research the company may improve the organizational performance, that accordance to its objectives, the company will always be the market leader.
The Assessment of Employee Engagement Level in A New Institution During Transition Period (Case Study: OJK) kurnia, Reza; Welly, John
Journal of Business and Management Vol 4, No 2 (2015)
Publisher : Journal of Business and Management

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Abstract

Abstract-Engagement between the company and employees must be built to create the impulse for employees to work more optimally. Employee engagement can make more profit because the employees are not only thinking of themselves, but also they are trying to improve and develop where he works. Nowadays, OJK employees are in transition period or can be called also as temporary employees. The uncertainty of the employee as a permanent employee can be something risky for OJK. Therefore, OJK should attract the temporary employees that are in the transition period be more engage to company. This study aims for measure and determine the level of employee engagement in OJK using Aon Hewitt’s model. The sample used in this study is simple random sampling with the required total respondents amounted to 92 people. Distribution of the questionnaire addressed in accordance with the scope which is to the OJK employees from BI. To see the relationship of independent variables on the dependent variable, multiple linear regression method is used. The results of this research is the formed of new factor consist of six variables equal to the number of previous factors. These six factors have a very strong  relationship with the level of employee engagement. Then, there is an equation result from the regression method that used. Keywords: OJK, employee engagement, multiple linear regression, Aon Hewitt
Measuring the Level of Employee Job Satisfaction and Identify Factors Influencing Job Satisfaction Using Job Descriptive Index Questionnaire: case Study in PT Heartwarmers main Office Pratiwi, Friska Putri; Welly, John
Journal of Business and Management Vol 3, No 5 (2014)
Publisher : Journal of Business and Management

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Abstract

PT Heartwarmer is the pioneer of woman accessories who has been running for more than15 years. In 2014, they have 300 employees and 60 stores around Indonesia. The main theme of this research are to measure the level of employee job satisfaction and to identify which factor influencing most towards job satisfaction in the main office of PT Heartwarmer. it also investigate the relationship between job satisfaction’s factor with overall job satisfaction. It focuses on the five facets based on Herzberg two factor theory and measured by Job Descriptive Index questionnaire which are job, pay, promotion opportunity, supervision and coworker. This research is using descriptive statistic and SPSS 19 to analyzed collected data. The result of this research shows that the level satisfaction of employee in the main office of PT Heartwarmer is neutral. Eventough the multivariat regression analysis has e  is selected for the research because they are currently undergoing continued to growth while the employee could perform and work well. In order to gain advantage and adapt to competitive environment
Analyzing Engagement of Outsource Employee Study. Case: PT Bravo Humanika Perkasa Putra, Anugrah Nindya; Welly, John
Journal of Business and Management Vol 4, No 8 (2015)
Publisher : Journal of Business and Management

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Abstract

Abstract- Every organization has employees who work for them and build a connection with it. The longer employees work for an organization, the more they commit to the organization itself. This commitment that employee have can become the engagement for them. In PT Bravo Humanika Perkasa, there are a permanent employee with the agreement, and there are outsource employee. Outsourcing is not new in Indonesia, and the development is so high. But, even with the high development outsourcing in Indonesia, there are still many problems that have been seen. So this study aims to analyse the engagement of outsource employee in PT Bravo Humanika Perkasa. The sample used in this study is simple random sampling in the Jakarta, Bekasi, Tangerang, and Depok area with total respondents to 100 people. To see the relationship of independent variables on the dependent variable, multiple linear regression method is used. This result of this research is performed that consist of 11 variables which affect the engagement. From 11 variables, there are 3 variable with a very strong relationship with the level of employee engagement. Then there is an equation result from the regression method that used. Keywords: engagement, PT Bravo Humanika Perkasa, Outsource employee, multiple linear regression, 
Evaluating employer branding from the perspective of bachelor degree SBM ITB a students by using the 4e model case study : PT Telkom Indonesia, tbk Ginting, Monica Sry Bina Br; Welly, John
Journal of Business and Management Vol 8, No 1 (2019)
Publisher : Journal of Business and Management

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Abstract

Abstract. This study discusses more in depth about Employer Branding using the 4E approach (employee engagement, employee empowerment, employee education, employee equity). This research was conducted in one of the SOE’s in Indonesia, namely PT Telkom Indonesia, Tbk. The purpose is to measure the degree of employer branding of PT Telkom Indonesia, Tbk by using the 4E Model approach and to evaluate matters relating to employer branding of PT Telkom Indonesia, Tbk. The survey was conducted to 134 respondents of Management SBM ITB students batch 2018 who were seen as external assessors (job seekers). Responses were collected using a questionnaire, which contained questions compiled based on 4E Models (employee engagement, employee empowerment, employee education, employee equity). In data analysis, there are two approaches carried out in this study, namely quantitative analysis and qualitative analysis. Based on quantitative analysis results are obtained; 4E Model has a high degree of employer branding with an average of 4.55-5.01 (in detail the highest average degree is employee equity of 5.01 and the lowest is employee empowerment on a scale of 4.55). While qualitative analysis is used to find out what things need to be evaluated, especially related to employer branding, the evaluation process is done by analyzing unsatisfactory answers (illustrated on a scale of 1-3) by respondents to the distributed questionnaire. Based on qualitative analysis, PT Telkom Indonesia, Tbk must increase its employer branding by actively conducting recruitment campaigns in various media, for example: Linked-In; providing various corporate promotion programs such as campus visits ; utilizing gamification-based on technology in training and recruitment processes, and raising the community awareness by actively posted company achievements in various media, both social and print. Keywords: Employer branding, 4E's Model, Evaluation, Qualitative Analysis, Quantitative Analysis, State – owned Enterprises, Respondents
The Influence of Motivation Against Employee Turnover in an Organization: Case PT. Energi Mega Persada Tbk Pradifa, Ismail Aulia; Welly, John
Journal of Business and Management Vol 3, No 1 (2014)
Publisher : Journal of Business and Management

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Abstract

Abstract-Rapidly changing environment requires organizations to respond quickly to these changes in order to remain in the global competition. Organizations often have to change the structure and form of organization in order to respond the environmental changes as well as internal and external pressures. In despite of pressures from internal and external environment, companies must focused on motivating their employees. With the aim of motivating their employees, the company delivers benefit to their employees. Somehow, the benefit from the company not in accordance with employee values and needs. This phenomena trigger the intention to quit from the company or employee turnover. PT. Melati is now one of the biggest National oil and gas companies in Indonesia. Of course this can not be separated from the role of employees is very important to manage and promote the company. In this situation, keep employees in order to stay motivated to work is a must for PT. Melati. There are four major factors according to the theories and exit interview, salary, advancement opportunities (career development), company benefit and job challenge. Four factors are of particular interest to understand and analyze by the writers to prove the corellation with the increase in the employee turnover rate PT. Melati. In the research, the methodology used is the quantitative methods that will give a general view about the influence of motivation with employee turnover. Questionnaire will distribute to the employee and processed by SPSS v.18. Once done with quantitative method by using SPSS program version 1.8, it can be concluded that there are two factors that affect the motivation of employee turnover and two factor motivation that have no effect on employee turnover in the case of organization of PT. Melati. Variable salary and career development are two of the most variable influenced on employee turnover. Two variables are the two main factors that affect employee turnover at PT. Melati. In other words, PT. Melati has a problem with two of these variables. Keywords: PT. Melati, Motivation, Employee Turnover
Optimizing Organization Design Using Three Level Analysis of Organization at Engineering Division PT Bina Reka Cipta Utama Tawekal, Rio Lukman; Welly, John
Journal of Business and Management Vol 5, No 1 (2016)
Publisher : Journal of Business and Management

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Abstract

Abstract. PT. Bina Rekacipta Utama is an engineering consultant company at oil and gas industry. The owner of the company stated that the employee turnover rate was high and the owners wants fix the problem. The aim of this research was to analyzed motivation level of the employees because individual motivation has significance relation with turnover rate and employee performance. Since PT. Bina Rekacipta Utama is a service company, the engineers are the core of the company. If the employee performance of the engineers can be increase, the company performance also will increase. This research conducted using descriptive analysis and quantitative analysis for the correlation each variable to employee performance. To improve the management system, the researcher wants to analyze the engineering division because this division is the core of the company. The researcher tries to analyze 3 level of organization; Organization level, Team Level, Individual level. And create an organization model for PT. Bina Rekacipta Utama by using the data that have been gathered from the company as an evaluation material to fix its organization model. The researcher used 7S McKinsey organization model because it is the most simple and popular organization model to apply it at PT. Bina Rekacipta Utama Hopefully after the research is conducted the result can be used for PT. Bina Rekacipta Utama evaluation material. Keyword – Redesign Organization
Measuring Drivers of Procrastination in Academic Student Wijanarko, Abi Dzarr Alghifari; Welly, John
Journal of Business and Management Vol 4, No 10 (2015)
Publisher : Journal of Business and Management

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Abstract

Abstract. Procrastination is the lack or absence of self-regulated performance and the tendency to deny or completely avoid an activity under one’s control (Tuckman & Sexton, 1989). MARS, also known as model of individual behavior, are model used to understand on what drivers can form an individual behavior. It consist of four factors which are motivation, ability, role perceptions, and support/situational factors).As an organization, academic institution need to know the drivers of behavior that might affect their academic members performance, including student. By creating a Procrastination Scale to measure procrastination level and Academic Motivation Scale into MARS model this research gather a 116 sample of academic student in SBM ITB. The result shows that Amotivation (r=.187) and Motivation External of external regulation (r=.197) has positive correlation with procrastination level. Using hierarchical regression analysis, the result further show that amotivation (b=.197) act as the most dominant contributor to procrastination level. External Motivation  of external regulation (b=.126) follows as the second contributor while Situational Factors (b=-.127) shows as counter contributer of procrastination. As organization SBM ITB might want to further motivate their student and give tutoring about managing academic and non-academic activities. SBM ITB might also want to maintain their support to students to avoid further problem about increasing procrastination level. Keyword: motivation, ability, role perception, situational factor, procrastination, academic, organization
Measuring the Level of Employee Engagement Using Q12 GALLUP: case Study in PT Safta Ferti Putri, Vivi Linda; Welly, John
Journal of Business and Management Vol 3, No 8 (2014)
Publisher : Journal of Business and Management

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Abstract

Employee engagement is now becoming one of the popular measurement tool to diagnose the level of engagement in the company. Researcher interested in introducing engagement tools to start-up company that is currently using some HR practices are the recruitment and compensation. Employee engagement is developing models and quite a lot of models. But the author uses the earliest models which Q12 Gallup is relatively simpler more than the models that develop later. To measure employee engagement, Researcher using quantitative method with questionnaire for 39 respondents.The purpose of this final project is Identify factors that drive employee engagement in PT Safta Ferti. And Provide conclusion and of this research and give improvement recommendation based on the analysis results for PT Safta Ferti. To achieve the objective above the researcher using Q12 Gallup Theory, Aon Hewitt, and motivation theory by maslow. And to get the result the researcher using Methodology, Data Assessment and Analysis, Conclusion and Suggestion.And the conclusion of this research is three are new factor that drive of employee engagement in PT Safta Ferti, that are Career and development, Job Fit, and Social Support. By examining this research, researcher clarifies the process in which the key driver of employee engagement affects the level of employee engagement, and the result of this research is the most significant factor and the key driver factor for employee engagement in PT Safta Ferti is Career and Personal Development.
Co-Authors Abi Dzarr Alghifari Wijanarko, Abi Dzarr Alghifari Abid Abdurrahim Adyssa Riska Larasati Zakaria, Adyssa Riska Larasati Al Fakhry, Achmad Ja'far Anastasia Anastasia Angga Pramudita Anugrah Nindya Putra, Anugrah Nindya Dewi Arianti Diah Kartika Irawati, Monica Rahayu Siska Dwina Febria Friska Putri Pratiwi Ginting, Monica Sry Bina Br I Gusti Bagus Wiksuana Ismail Aulia Pradifa Jann H Tjakraatmadja Kaisiepo, Anthonius Karnova, Sarach Marlon Novie Akay Muhammad Reza Aryanto Noviatni Dwi Utami Jatnika Nurochman . Pradipto Kusumowiwoho Putri Wardhani, Yashinta Raden Akbar Anzalna Ratri Vibhuti Widyasari Wismakumara Reza Kurnia Rio Lukman Tawekal, Rio Lukman Sadar Adi Pratomo, Dian Septian Budhi Raharja, Septian Budhi Surya Dwiartha Suryawan, Dedy Unggaran Febriana Vivi Linda Putri Yoanes Bandung Yuni Eka Pradipta Ningrum Yuni Ros Bangun