Feasibility of compensation and justice as well as factors affecting compensation system

Here's an explanation Feasibility of compensation and justice as well as Factors Affecting Compensation System. Please read below....


Definition of Compensation Eligibility
Compensation system is created and organized to achieve certain goals (Milkovich & Newman, 2004: 7). These objectives include efficiency (efficiency), justice (equity) and feasibility (compliance) in accordance with the laws and regulations in force. Specific efficiency goals include increasing productivity and controlling labor costs. Feasibility, as an objective, related to the implementation of all laws and regulations on compensation. If then the laws and regulations are changed, then the compensation system itself needs to be adjusted as well, so the purpose of eligibility can continue to run.

Understanding Equity Compensation
Justice is a fundamental system of compensation (Milkovich & Newman, 2004: 8). Statements such as "fair treatment for all employees" reflects a concern for justice. The purpose of justice seeks to ensure the fairness of compensation for all individuals in the employment relationship. Objectives focused on making equity compensation systems that recognize the contribution of workers (the higher the performance or experience or training, the higher the compensation provided) and the needs of workers (providing minimum wages, or health insurance).
According Simamora (2004: 449), equity compensation is divided into three, namely:
1. External justice
Appropriate wage rates prevailing wages for similar jobs in the external labor market. Justice of externally assessed by comparing similar jobs between the organizations incomparable. Two conditions must be met:
(1). work is being compared must be equal or nearly equal, and (2). organizations surveyed have similar size, mission, and the sector.

2. Internal Justice
Appropriate level of salary / worth the value of internal work for the company. Internal justice is a function of the relative status of a job in the organization, the economic value of the work, or social status of a job, such as power, influence, and status in the organizational hierarchy. Associated with a plurality of internal justice in wages between different jobs within an organization.

3. Individual justice
Individual worker feels that he is treated fairly in comparison with his colleagues. When a worker receiving compensation from the company, perceptions of fairness are influenced by two factors: (1) the ratio of compensation to the input of effort, education,

training, resistance would harm the working conditions of a person, (2) comparison of this ratio with the ratio of other workers with direct contact occurs.

Factors Affecting Compensation System
According Simamora (2003: 438), the system of compensation by the organization to the workers affected by various factors. These factors are a challenge every organization to determine the compensation policy for employees. Factors these factors include the following:
1. Productivity
Any organization willing to make a profit. This advantage can be either material or non material benefits. For those reasons, the organization should consider the productivity of his work in his contribution to profits organization. Of that organization will not pay or give compensation exceed contributions to the organization through their productivity.

2. Ability to pay
Compensation will depend on the organization's ability to pay. Any organization will not pay workers compensation, beyond his ability. Otherwise, the organization would go out of business.

3. Willingness to pay
Willingness to pay will affect the policy of granting compensation to the workers. Many organizations are capable of providing high compensation, but they are not necessarily willing or unwilling to provide adequate compensation.

4. Supply and labor demand
The extent of labor in the labor market will affect the compensation system. For workers whose abilities are very numerous in the labor market, they will be compensated lower than the rare ability to workers in the labor market.

5. Trade Unions
With the workers' organizations will affect the compensation policy. Workers' organizations usually fight for its members to obtain compensation commensurate. If there are organizations that provide compensation that is not commensurate, then the organization will demand workers.

6. Various regulations and legislation
With a better system of government, then the better the system of legislation, including in the areas of labor (workers). Various rules and regulations will clearly affect the workers' compensation system by any organization, whether public or private.

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Theory of Work Adjustment to Employee Satisfaction Measure.

Please read the Theory of Work Adjustment to Employee Satisfaction Measure carefully. A group of University of Minnesota psychologist in the late 1950's, made a research program related to the general problem of adjustment inengenai work. This program develops a conceptual framework called the Theory of Work Adjustment (Wayne & Cascio, 1990, 277). Theory of Work Adjustment is based on the relationship between the individual and the work environment. The relationship began when people pay attention to the ability or expertise that allows it to respond to the needs of the work of a working environment. From the other side, providing a work environment such as driving or award salary, status, personal relationships, and others in relation to individual needs. If an individual meets the job requirements, the employee will be considered as satisfactory workers and allowed to continue working in a business entity. 

On the other hand, if the work needs to meet the individual needs or are considered as workers are satisfied. Needs work, workers lndividu expect to be evaluated by the supervisor as satisfactory when the ability of workers and individual skills to meet employment needs of individuals, they are expected to be satisfied workers. An employee who is satisfied and expected to perform their jobs satisfactorily. If ability and job requirements are not balanced then the resignation, the rate of turnover, dismissal and demotion can occur. Model Theory of Work Adjustment to measure 20 dimensions which describes 20 elements needs / condition specific boosters that are important in creating job satisfaction. Dimensions are described as follows:
  1. Ability Utilization is the utilization of skills possessed by employees.
  2. Achievement is achievement reached during the work.
  3. Activity is all kinds of activities undertaken in the works.
  4. Advancement is the advancement or progress achieved during the work.
  5. Authority is the authority that belongs in doing the work.
  6. Company Policies and Practices are conducted just for the employees.
  7. Compensation is any form of compensation given to employees.
  8. Co-workers are co-workers who were directly involved in the work.
  9. Creativity is creativity that can be done in performing the work.
  10. Independence is the independence of the employee in the work.
  11. Moral values ​​are moral values ​​that employees have in their jobs such as guilt or forced.
  12. Recognition is an acknowledgment of the work performed.
  13. Responsibility, carried the responsibility of and owned.
  14. Security, a sense of security felt by employees to the work environment.
  15. Social Service employees are the social feeling of the work environment.
  16. Social status is the degree of social and self-perceived effect of the work.
  17. Supervision-Human Relations is the support provided by the enterprise to its workers.
  18. Technical supervision, guidance and technical assistance is given to the employees supervisor.
  19. Variety is the variation of the employee to do his job.
  20. Working Conditions, the state of the workplace where employees do their jobs.

Basic hypothesis dart Theory of Work Adjustment is that job satisfaction is a function of the relationship between the driving system of the working environment to individual needs.

Definition and Role of Public Relations Marketing

You're reading the definition and role of Marketing Public Relations. Public Relations Practices in principle is a planned activity and a constant effort to strengthen and develop goodwill (goodwill) and mutual understanding that (mutual understanding) between a community organization. In the era of globalization, the role of Public Relations Marketing is becoming increasingly important because of good faith (good will) become a part of professionalism that would be formed due to the formation of sympathetic consumers effectively and efficiently is a necessity in which the level of complexity and satisfying customers' needs has reached a sophisticated level packaging activities. (Saka Abadi, 1994: p.45)

Marketing Public Relations (MPR) penekannanya not on selling (such as advertising activities), plants in pemeberian information, education and efforts to increase understanding by adding knowledge about a brand of products, services, companies will be more powerful impact and make it more long be remembered by customers. With a more intensive level of communication and comprehensive when compared to the ad, the MPR is a concept that is higher than regular ads. MPR provides on aspects of marketing management by showing the welfare of clients (Saka Abadi, 1994: p.46)

According to Thomas L. Harris, the originator of the first concept of Marketing Public Relations in his book, The Marketer's Guide to Public Relations in its conception as follows: "Marketing Public Relations is the process of planning and Evaluating programs, that Encourage purchase and customer through credible communication of information and impressions That identify companies Their products and with the needs, concerns of the customer ".

Marketing Public Relations (MPR) is the process of planning and evaluating programs to stimulate purchase and consumer satisfaction through the communication of reliable information and through the impressions that connects the company and its products in accordance with the needs, desires, concerns and interests of consumers. (Ruslan, 2002: p.253)

Marketing Public Relations as a process of planning, exercising and evaluating programs that allow the purchase and consumer satisfaction through better communication of information from the company's brand image (brand image) of a particular product. (Perennial Saka, 1994: p.46).

Philip kotler definition by saying that: "Marketing Public Relations works works Because it adds value to products through it's unique ability to Lend credibility to the product message"

Marketing Public Relations was created to supplement or provide value to the product through its unique ability to demonstrate the credibility of your message (Ruslan, 2002, p.254).

The Role of Marketing Public Relations
The Role of Marketing Public Relations in an effort to achieve the main objectives of the organization according Rosady Ruslan:
1. Develop awareness of consumers of the product was being launched.
2. Build consumer confidence in the company's image or benefit (benefit) for products offered / used
3. Encourage enthusiasm (sales force) through a sponsor article (advertorial) about the uses and benefits of a product.
4. Reduce the cost of a commercial advertising campaign, both in electronic and print media and so on to achieve cost efficiency.
5. Commitment to improving services to consumers, including efforts to resolve the complaints (complaints handling) and other parties to achieve customer satisfaction.
6. Help the campaign for the launch of new products and product positioning as well as planned changes to the old.
7. Continuously communicate through the medium of Public Relations (PR House Journal) about the activities and work programs related to social and environmental concerns in order to achieve positive publicity in the eyes of the community / public.
8. Establishing and maintaining a corporate image or product goods and services, both in terms of quantity and quality of service provided to customers.
9. Attempting to be proactive in the face of a negative event that might arise in the future. (Ruslan, 2002: p.262).

Marketing Public Relations (MPR) as a process of planning, implementing and evaluating programs that allow the purchase and consumer satisfaction (customers) through good communication on impression of the company and its products in accordance with the needs, desires, concerns and impressions of the consumer. The presence of MPR in the company are considered effective, halini because:
1. MPR is considered capable of building brand awareness (brand awareness) and brand knowledge (knowledge of the brand).
2. MPR is considered a potential to establish the effectiveness of the area "Increasing usage category" and "icreasing brand sales".
3. With the MPR in some ways be considered more cost effective when compared with the company entering its products through advertising. More cost-effective than increasing the cost of media.

Seven ways to be an important benchmark in the activities of Marketing Public Relations by Philip Kotler and Kevin Lane Keller (Kotler and Keller, 2006: p.553)
1. Publications (Publications)
Companies rely extensively on published materials to reach and influence Their targeted markets. These include annual reports, brochures, articles, company newsletters and magazines, and audiovisual materials.
Companies entrust the expansion of the publication of material based products to influence and attract targeted buyers. Which includes annual reports, brochures, articles, newspaper companies, magazines and audiovisual materials.
2. Identity Media
Companies need a visual identity Immediately That the public recognizes. The visual identity is Carried by company logos, stationery, brochures, signs, business forms, business cards, buildings, uniforms, and dress code.
Companies need to create identities that can be easily recognized by the community. For example: company logo, stationery, brochures, signs, corporate forms, business cards, buildings, uniforms and clothing regulations.
3. Events
Companies can draw attention to new products or other company activities by arranging special events like news conferences, seminars, outings, trade shows, exhibits, contests and competitions, and Anniversaries That will reach the targeted publics.
Companies can attract the attention of new products or activities of the company by holding special events such as interviews, seminars, exhibitions, competitions, contests and birthday of the stuff in order to reach the wider community.
4. News (News)
One of the major tasks of PR professionals is to find or create favorable news about the company, its products, and its people, and to get the media to accept press releases and attend press conferences.
One of its main tasks is to create a Public Relations or find events that fit the company, its products, its people or its employees, and make the media interested in press releases and news load is present in the press conference (press conference).
5. Speeches (Speech)
Increasingly, company executives must field questions from the media or give talks at trade associations or sales meetings, and these appearances can build the company's image.
The higher the company's need to be able to answer every purpose of the public by answering questions from the media or provide guidance on the sales associate and the meeting aimed to discuss the matter of the sale to build corporate image.
6. Public-Service Activities (Participate in social activities)
Companies can build goodwill by contributing money and time to Good Causes.
Companies can build a positive image by contributing money or time in things that are positive.
7. Sponsorship (sponsorship)
Their companies can promotes brands and corporate name by sponsoring sports and cultural events and highly regarded Causes.
Companies can market their wares by sponsoring sporting events or cultural events that are beneficial for the survival of the company.

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Definition, Indication, Impact of Turnover for the Company and the Calculation of Turnover

You read about Definition, Indication, Impact of Turnover for the Company and the Calculation of Turnover.

Definition of Turnover Intentions
According Harninda (1999:27): "Turnover intentions is essentially the same as the desire to move employees from one workplace to another workplace." The opinion shows that the turnover intentions is the desire to move, not yet reached the stage of realization is to make the transition from one workplace to other workplaces. Harnoto (2002:2) states: "turnover intentions is the degree or intensity of the desire to get out of the company, many of the reasons that led to turnover intentions, and among these is the desire to get a better job." Opinion was also relatively similar to that opinion has been previously disclosed, that turnover intentions is essentially a desire to leave (exit) of the company.

TOLY (2001), states: "The high desire to move the staff accountant has given rise to the potential cost to the Public Accounting Firm (KAP)." This argument suggests that the turnover intensions is a form of employee willingness to move to another company. Handoko (2000:322) states: "The cycle (turnover) is a particular challenge for human resource development. Because these events can not be predicted, development activities should be prepared at any time substitute an outgoing employee. "On the other hand, in many real cases, the company's development program is very good actually increase turnover intentions.

Employee turnover or employee of the organization's turnover is an important phenomenon in organizational life. There are times when the employee turnover has a positive impact. But most of the turnover unfavorable influence on the organization, both in terms of cost and in terms of loss of time and opportunity to take advantage of opportunities in a broad sense, "turnover is defined as the flow of workers entering and leaving the company" (Ronodipuro and Husnan, 1995 : 34). While Mobley (1999: 13), megemukakan that general limitations on employee turnover are: "the cessation of the individual as a member of an organization with accompanying financial rewards by the organization concerned".
The occurrence indication Turnover IntentionsAccording Harnoto (2002:2): "Turnover intentions are characterized by a variety of matters relating to employee behavior, such as: increased attendance, getting lazy work, increasing the courage to violate labor discipline, the courage to oppose or protest to superiors, as well as seriousness to completing all the responsibilities of employees who are very different from the usual. "indications can be used as a reference for predicting turnover intentions of employees within a company.1. Increased absenteeismBerkinginan employees to change job, usually marked by the increasing attendance. The level of the employee's responsibility in this phase is less than before.2. Getting lazy to workBerkinginan employees to change job, it would be lazy to work because of the orientation of these employees are working in other places that are seen as more capable of fulfilling all the wishes of the employee concerned.3. Rather, they increase in labor violationsViolations of discipline in the work environment often do employees who will do the turnover. Employees are more likely to leave the workplace when the hours of work in progress, as well as various other forms of infringement.4. An increase in protest against the bossBerkinginan employees to change job, more often protested against the policies of the company to the boss. Protests that emphasized material usually associated with fringe benefits or other rules that do not agree with the wishes of employees.5. Positive behavior is very different from the usualUsually this applies to employees who are positive characteristics. These employees have a high responsibility for the tasks assigned, and if the positive behavior of employees is increasing much different than usual and it shows it will do the turnover of employees.
The impact of turnover for the organizationTurnover is an indication of the stability of the employee. The higher turnover means more frequent turnover. Of course this will hurt the company. Therefore, if an employee leaves the company will bring a variety of costs such as:a. The cost of employee withdrawal. Regarding the time and facilities to interview the employee selection process, the withdrawal and replacement study.b. Training costs. Regarding the superintendent, the personnel department and trained employees.c. What is spent for employees is smaller than that produced the new employee.d. The accident rate of new employees, usually tends to be high.e. The existence of the lost production during turnover.f. Production equipment that can not be used fully.g. A lot of waste because of the new employees.h. Need to work overtime, if not experience delivery delays.High turnover in an area within an organization, showed that the area in question needs to be improved working conditions or how to built it.
Calculation of TurnoverLevels of turnover intentions can be expressed by a variety of formulas.Generally, the rate of turnover intentions expressed in percentages covering a specified period. If a company has an average 800 workers per month, during which it occurs 16 times the employee exit (accession) and 24 times the removal (separation). Then the accession rate was 16/800 x 100% = 2%, while the separation rate is 24/800 x 100% = 3%. Thus the level of replacement (replacement) or the replacement rate is the same as the accession rate which is 2%. Because replacement (penggatian) or the replacement rate should always be balanced by the accession rate. This means that the discharge of an employee / employees for example, must be replaced with an employee / new hire as a replacement (replacement).Replacement rate is often called the net labor turnover, an emphasis on labor turnover costs to attract and train replacement employees.

Barriers Cause Ineffective Communication

You just read Barriers Cause Ineffective Communication. Inside there is always communication barriers that can disrupt the smooth running of the communication process. So that the information and ideas presented can not be accepted and clearly understood by the recipient or receiver.


According to Ron Ludlow and Fergus Panton, there are barriers that lead to ineffective communication that is (1992, p.10-11):

1. Status effect
The existence of differences in social status influences to which every human employee.Althoug with lower social status must submit to and obey any order given employer. Then the employee is unable or afraid to express their aspirations or his opinions.

2. Semantic Problems
Semantic factors related to the language used as a tool to channel communicator thoughts and feelings to the communicant. A communicator for smooth communication should really consider this sematis disorder, because the pronunciation errors or mistakes in writing can lead to misconceptions (misunderstanding) or interpretation (misinterpretation) which in turn can lead to miscommunication (miscommunication). For example, pronunciation errors and incorrect interpretation of such examples: the pronunciation of a democracy demonstrations, soybeans into donkeys and others.

3. Perceptual distorsion
Perceptual distorsion can be caused by differences in the way that a narrow view of yourself and the differences in ways of thinking and understand the narrow way for others. So that there is a difference in perception and communication insights or perspectives with each other.

4. Cultural Differences
Bottlenecks that occur because of differences due to cultural, religious and social environment. In an organization there are several tribes, races and different languages. So there are some words that have different meanings in each tribe. As an example: the word "not" in the Indonesian language that is not allowed, but the tribe of Java interpret the word of a type of food in the form of soup.

5. Physical Distractions
These barriers are caused by disruption of the physical environment of the ongoing process of communication. For example: the sound of noisy people or noise, the sound of rain or lightning, and the light is less clear.

6. Poor choice of communication channels
Is the disturbance caused to the media used in the conduct of communication. Examples in everyday life such as telephone connections are intermittent, the radio and appeared lost, a blurry picture on television, typing letters are blurry on the letter so that information can not be captured and understood clearly.

7. No Feed back
Barriers is a sender sends a message to the receiver but no response and the response of the receiver is happening is a one-way communication is in vain. As an example: A manager is an idea that is intended to explain to the employees, in the application of the idea that employees will not respond or respond in other words do not matter by the idea of ​​a manager.

Requirements of Effective Market Segmentation and Market Segmentation Evaluation

You read about Requirements of Effective Market Segmentation  and Market Segmentation Evaluation. Although there are many ways to make market segmentation, but their effectiveness varies. For example, buyers of food in restaurants can be divided into customer blond, dark brown and black. But hair color does not affect the purchase of food in the restaurant. Moreover if all restaurant customers buy the same amount every month, convinced that all the food in the restaurant was the same quality, and are willing to pay the same price, the company will not benefit from the market segmentation.


To be useful, market segments must have the following characteristics according to Kotler, Bowen and Makens (2002, p.265):
a) can be measured (measurable)
The extent to which the segment size and purchasing power can be measured. Specific segmentation variables are difficult to measure, such as segment size teen drinkers, especially the reason for the rebellion to parents.
b) Accessible (accessable)
The extent to which the segment can be accessed and serviced effectively.
c) large enough (substantial)
The extent to which the segment is big enough or profitable enough to serve as a market. A segment is a homogeneous group who should be most economically feasible to support marketing programs tailored to the needs of that segment. For example, a large metropolitan area can support a variety of ethnic restaurants. By contrast, in a small town, ethnic restaurants are not likely to survive.
d) It can be distinguished (differentiable)
The extent to which segments can be conceptually separable and respond differently to marketing mix elements and different programs. If a woman who has been married and are not giving the same response on the sale of perfume, meaning of which is not a separate segment.
e) Can be implemented (actionable)
The extent to which effective programs can be designed to appeal to serve the segment - the segment.

Evaluation of Market Segmentation
When evaluating the market, companies must consider three factors (Kotler, Bowen and Makens, 2002, pp.265-267), namely:
1) The size and market growth.
The Company will analyze the size and growth of the segment, then select the segment that provides the best opportunities. First of all, the company must collect and analyze data at this time last sale of the segment, growth rates, and earnings are expected from the various segments. The Company will take an interest in a segment that has the characteristics of the proper size and growth, but this is relative.
2) The attractiveness of the segment structure.
Companies should examine a number of key structural factors that influence the attractiveness of data segments in the long run. For example, the attraction was reduced when the segment's segment has had many strong and aggressive competitors. The existence of many real or substitute products that could potentially limit prices and profits that can be taken from a segment. Also affect the relative strength of the buyer appeal of the segment, if the buyer is in a segment has a relatively strong bargaining power against the seller, it will be urged to drop prices, demanding better quality and service, and complained to the company with each other. All this came at the expense of seller profitability.
3) Objectives and corporate resources.
Even if a segment has the right size and growth as well as structurally attractive, companies should consider the purpose and its own resources in conjunction with a segment.

E-Marketing (electronic Marketing): Definition and Benefits

This is E-Marketing (electronic Marketing): Definition and Benefits.

The notion of E-Marketing by Armstrong and Kottler (2004:74) is as follows: E-Marketing is the marketing side of E-Commerce, it consists of company Efforts to Communicate abaout, promotes and sell products and services over the internet. Which could be interpreted as follows: E-Marketing is the marketing side of the E-Commerce, which consists of the work of company for communicate something, promote, and sell goods and services via the internet.

According to the American Marketing Association, quoted by Kleindl and Burrow (2005) marketing is the process of planning and implementation of an idea or thought concepts, pricing, promotion and distribution. Marketing can be defined more simply the development and maintenance of mutually satisfying relationships between businesses and consumers.

Nowadays marketing has evolved along with technological developments. Marketing activities become more widespread with the Internet. Use of the Internet and existing facilities on the Internet to conduct marketing activities known as e-marketing (Kleindl and Burrow, 2005).

According to Boone and Kurtz (2005) e-marketing is one of the components in e-commerce with a special interest by marketers, the strategy-making process, distribution, promotion, and pricing of goods and services to market through the internet or other digital equipment.

Meanwhile, according to Strauss and Frost (2001) e-marketing is the use of electronic data and applications to the planning and implementation of the concept, distribution, promotion, and pricing to create exchanges that satisfy individual and organizational goals.

Advantages that can be provided by the use of E-marketing for companies according to Jamal (1996:18), namely:
a. Able to reach many consumers in an environment that has not been met by competitors.
b. Target is the consumers who have been divided into groups and develop a continuing dialogue.
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