The Effect of Reward and Punishment to Performance of Driver Grabcar in Depok

Published: 2021-06-17 08:15:36
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Category: Management, Human resources, Behavior

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The development of business in the era of globalization such as today resulted in higher levels of business competition, no exception in the service sector so that the company must implement a human resource management strategy well for the sake of The company’s survival and progress. As for the problem in this research is ‘is the Reward and Punishment affect the performance of Driver GrabCar in the region of Depok Java-West?’. The objectives in this study are to influence the impact of each variable, Reward (X1) and Punishment (X2) against performance (Y). The population in this study is all Driver GrabCar Partners in Depok Java – West area which amounted to 85 people. Samples were taken amounting to 85 respondents. Then analysis of the data obtained in the form of statistical analysis. Statistical analyses include validity and reliability tests, classical assumption tests, hypothesis tests via F test and T test and coefficient of determination (R2) analysis.
The data analysis technique used is a double linear regression analysis that serves to prove the research hypothesis. Data that has fulfilled the validity test, reliability test, and classic assumption test are processed resulting in the following multiple linear regression equations: Y = 0.418 + 0.087 X1 + 0.166 X2 Results of analysis can be noted that the value of Kostanta 0.418 The reward regression coefficient (X1) of 0.087 and Punishment (X2) of 0.166 means positive impact on the employee’s performance. Therefore, if Reward and Punishment are adjusted to 1 percent, there will be a performance increase (Y) of 0.87 percent. Variable Reward, Punishment and motivation have a positive value and significantly affect the performance of Driver GrabCar in Depok Java-West region. And the Free the (X1, X2) simultaneously affects the bound variable (Y) of the company.The Adjusted R Square number of 0.690 showed that 69 percent of performance variations could be described by the two independent variables used in regression compoents. The remaining 32.2 percent is explained by other variables outside the sentence variable used in this studyMan is God’s most perfect creature in the world. People have thought, analysis, and creativity to plan, organise, actualize, and control everything in accordance with its functions in management. Because all activities of the company will involve the actions of human resources that exist therein. The success of a company is influenced by individual performance of employees, a company will strive to improve the performance of its employees with the expectation of the company’s objectives. Given the importance of human resources that include the role, management, and utilization of employees needed to spur employee morale, the company must meet several criteria through the application of resource management concepts and techniques appropriate human beings.
The rapid development of Internet technology provides social change by utilizing the development of information technology, one of which is the emergence of application-based service provider business. One of them, is the emergence of online-based transportation mode that turned out to provide solutions and answer various worries about public transport services. Congestion and fear with public transport security is answered by the presence of online transport applications that provide convenience and comfort for its users. Many companies that offer the same variety of services make competition increasingly stringent.
The online transportation business that is now very well known is Grab at PT. Transportation Solutions Indonesia which has become one of the largest online transportation service provider based in Indonesia, transportation company Based on this application proved to provide significant changes especially for social life. Every company must have the vision, mission, and objectives to be achieved, in a company usually along with developments, the problems experienced by the company are increasingly complex because the company will face more changes and progress Information technology in the era of globalization, the company is also required to be able to achieve the expected target through improving the quality of human resources services. The maximum quality of human resources service to consumers is indispensable in maintaining and improving the quality of the company. To survive and win in the business of service providers based on online applications demanded good performance and quality in the service to consumers from all resources owned by the company, especially human resources as Employees are valuable assets. Human resources have a very strategic position in the organization, meaning that the human element plays an important role in conducting activities to achieve the objectives. For that reason the human resource extensions in the organization are very strong.
According to Jacqueline (2011) in Indah (2017:3541) Employee performance is very important in human resource management. Human resources are one of the factors that determine the success of the company, hence the performance of employees should be improved in order to provide maximum results for the company. The performance of the employees is very important in a company so that it requires the management of human resources that are planned, directed, intensive, effective and efficient. Human Resource Management
Employee performance is expected to be increased to meet the company objectives. Various ways are done by companies in improving employee performance even though the way from one company to another has different companies. Efforts to improve employee Kineja will have an impact on company productivity.
Pratheepkanth (2011) in Kentjana at all. (2018:975) state that Company is expected to maintain qualified employees and keep them in order to continue to be motivated, one of them by assigning a specific system or strategy to provide a balance between the expected contributions to what Given in the form of a particular reward or award. Reward and punishment are one example of awarding employee rewards for satisfactory results. Through the reward and punishment expected employees will be more qualified and responsible with the task given. Reward and punishment are two words that are opposite to each other, but both of them are interconnected.
Reward is as a reward or bonus given because of one’s accomplishments. The application of reward systems or rewards to outstanding employees will motivate employees to further improve their performance in the works. The company must also apply sanctions or punishment to employees who are lazy and neglect to work because it will interfere with the performance of other employees. Punishment is the suffering given or intentionally inflicted by a person after a breach, offence or offence. Sanctions or punishment are the penalties given due to violations against the prevailing. Reward and punishment should be done by the company with decent and fair to the employees. The company can not give reward and punishment based on likes or dislikes. Unfair rewards and punishment will cause a social jealousy to arise among employees, thus triggering a negative working relationship and certainly impacting employees ‘ performance. Therefore, rewards and punishment are important to increase the motivation of employees to achieve the best achievement. Companies do not need to dictate employees of what to do or decide, because they have influenced actions or decisions that make employees more attentive to the consequences of the actions or decisions they make. Mistakes in applying will result in democultivation and absence of job satisfaction among employees and if this happens it can lead to low performance of both employees and companies.
The quality or performance of employees should always be maintained and improved, one of which is with the application of reward and punishment. Simultaneously that there is a positive and significant influence between reward, punishment and motivation to performance. So in this research researchers want to know the effects arising from the application of reward and punishment to the performance of the driver GrabCar, and authors interested in conducting research proposals with the title: ‘The Effect of Reward and Punishment to Performance of Driver GrabCar in Depok-West Java Based on the results of analysis and discussion that has been done in the study impact Reward and Punishment on performance Driver GrabCar in Depok Java-West region, then there are several conclusions as follows:

Based on the results of a double linear regression analysis that has been performed on. This research, obtained the following regression equation: Y = 0.418 + 0.087 X1 + 0.166 X2 + 0.682 (X3), (a) The constant value of 0.418 means that if there is no reward or X1 = 0, there is no punishment X2 = 0, and there is no motivation of X3 = 0. Employees’performance is fixed or constant by 0.418. (b) the reward regression coefficient (X1) of 0.087 means the reward positively affects the performance of Driver GrabCar. So if the reward is adjusted 1% there will be a performance increase (Y) of 0.087%. (c) regression coefficient punishment (X2) of 0.166 means punishment influence to the performance of Driver GrabCar. So if the punishment is adjusted by 1%, there will be a performance increase of 0.166%.
Based on the results of double linear regression analysis, it can be concluded that there is a significant influence between the reward to the employee’s performance. In view of the test-t results (partial) in using IBM SPSS 25: There is a value of Thitung of 2.061 and ttable of 1.98969 where the T count is greater than t table with a significant rate of 0043 smaller than the probability value of 0.05, so that it can be concluded that there is a positive influence between the reward on the performance of Driver GrabCar, the increasing reward given, the more increasing the performance of employees of the company.
Based on the results of double linear regression analysis, it can be concluded that there is a significant influence between punishment to the employee’s performance. In view of the test-t results (partial) in using IBM SPSS 25: There is a value of T count of 2.011 and ttable of 1.98969 where the T count is greater than t table with a significant rate of 0048 smaller than the probability value of 0.05, so that it can be concluded that there is a positive influence between the punishment on the performance of Driver GrabCar, the increasing punishment given the increase and the performance of employees to the company.
Based on the research results of double liniear regression analysis, there is a simultaneous influence or there is a relationship between the reward and punishment to the performance of the driver GrabCar. In view of Uji-F’s results in using IBM SPSS 25: There is a fcalculate value of 60.071 greater than the F table of 2.71 and the value of F Sig 0.000 is smaller than the value of Probalitas 0.05. So there is a positive influence between the reward and punishment to the performance of Driver GrabCar in Depok-West Java.

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