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"ABSTRAKTesis ini membahas mengenai kegiatan business coaching pada PT Duta Laserindo Metal, perusahaan UMKM yang bergerak dalam bidang manufaktur jasa pemotongan lembaran metal yang berdomisili di Cikarang. Produk yang dihasilkan antara lain komponen-komponen bagi perusahaan lain, produk arsitektur, dan kiosk. Permasalahan yang terjadi pada PT DLM adalah fluktuasi jumlah produksi yang mempengaruhi komposisi jumlah karyawan. Hackman dan Oldham mengembangkan pengukuran persepsi karyawan terhadap pekerjaannya melalui job diagnostic survey yang didasarkan pada teori karakteristik pekerjaan. Instrumen tersebut juga dapat menunjukkan potensi motivasi dari suatu pekerjaan. Hasil perhitungan menunjukkan bahwa nilai MPS karyawan tergolong rendah, terutama pada aspek autonomy dan feedback. Selanjutnya penulis akan mencoba meningkatkan nilai MPS tersebut melalui pendekatan job enrichment. Karena aspek autonomy tidak dapat diterapkan pada karyawan produksi, penulis akan mengembangkan aspek feedback from the job melalui pembuatan laporan kerusakan produk. Oleh karena itu, tujuan dari penulisan ini adalah membuat tools perhitungan optimalisasi karyawan dan menerapkan metode job enrichment agar dapat membantu PT DLM untuk meningkatkan produktivitas perusahaan.

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ABSTRACTThis thesis examines the business coaching activities at PT Duta Laserindo Metal, a Small and Medium Enterprise SME , which operates in sheet metal fabrication and contract manufacturing service located in Cikarang. The company products are components for other companies, architectural products, and kiosk manufacturing. The main problem of the company is the fluctuations in production volume that affect the number of employees. To measure employees rsquo perceptions of their jobs, Hackman and Oldham developed the Job Diagnostic Survey based on the Job Characteristics Theory JCT . This instrument is also possible to calculate a motivating potential score MPS for a job. The low score results indicate that the employee will not experience high intrinsic motivation from the job, especially on autonomy and feedback. Furthemore, the writer will try to increase the MPS score through job enrichment approach. Because lsquo autonomy rsquo cannot be applied to production employees, the writer will develop lsquo feedback rsquo through the product damage reports.Therefore, the purposes of this paper are to create tools that can calculate the optimization number of employees and apply job enrichment method to help PT DLM improve their productivity."

"Backgrounds: Since decentralization year 2001, various innovations have been made by the districts or municipalities, especially on delegating broader decision space for management of community health centers to meet demands for qualified medical care. Objective: This study aimed to determine the relationship on autonomy level at health centers (decision space) of employee motivation. The motivation of employees was related to the concept of Motivating Potential Score, that composed of Skill Variety, Task Identity, Task Significance, Autonomy, and Job Feedback. Methods: tt was an observational study with a cross sectional design, carried out at Puskesmas Depok /I (150 type), Sleman District, Yogyakarta Province and at Puskesmas Bangil (self-management type), Pasuruan District, and Puskesmas Karangsari (free type), Blitar Municipality both in East Java Province. The study was done from May to December 2009. Respondents were employees at public health centers taken by random sampling to proportional size. Analysis were to assess the status of autonomy relationship with employee motivation at public health centers, tested by anova and combined with qualitative analysis from in-depth interviews to heads of the centers. Results: Results showed that most employeer motivation at each type of health centers was cathegorized as fairly autonomy status for public health center with 150 (62.5%), self-management (72%) and free type (75.7%). The Anova test were F = 1.450 at p-value = 0.240 (p > 0.05). Hence, it could be said there was no difference on employee motivation at health center type, 150, self-managed and free type. Recommendations:This study recommends that heads of community health centers should be able to encourage development of intrinsic motivation to create leadership to give inspiration for employees and supportive work environment, empowering employees, delegating meaningful work and enhancing employee competency."