Create Positive Motivation for
Better Sustainability Business Growth
The Theories
 Expectancy theory of motivation:
•
Valence: Reward
•
Expectancy: Efforts >> Performance
•
Instrumentality: Performance >> Rewards
 2 new ideas in Motivation:
•
Eustress, strength, and hope
•
Positive energy, and full engagement
Company Introduction
“PT Emway Globalindo” , established Year 1994
Vision & Mission
Core Business
Organization Core
Value
Being the best in class in delivering toys for children in Indonesia
Toys Importer, Distributor
Toys Principal, Private Brands (EMCO)
Joint Ventures Owned, Family Operated
Established as the biggest toys distributors in Indonesia with steady business growth and market dominance
(est. 40% market share in Toys)
The only 20+ years toys distributors company in Indonesia, proven to surpass market & situational challenges
throughout the time
MW 1.0
(1994-2018)
MW 2.0
(2018-NOW)
Every decision centralized to BODs
Micro-manage
Information is hard to find
Seniority by Age/Work period
Finding Solutions together
Each person is the CEO of their position
Information is accessible
Seniority by Job role
“My Way of The highway”
“Boss is ALWAYS right”
“NYAMAN”
“Sink or Swim”
“Always thinks of what’s right for the Company”
“TERTANTANG”
Key Pain points – Problem Identifications
Human Capital Programs
Employee
Distribution
Structure Organization
Distribution
As Family Company, Human Capital program focusing on short plan target –
increase employee productivity to earn more revenue and profit.
Management (High – Medium – Low) distribution (in term of numbers, permanent staff)
High : VP  Director
6 personnel
Medium : Manager – GM Level
46 personnel
Low : Supervisor – Operation
331 personnel
18%
28%
28%
>45 years
41%
5-10 years
30-45 years
41%
Employee Distribution
by Ages (Period Stay)
Key
Problem Identification
Ages
<30 years
0-5 years
10-15 years
15%
>45 years
: 18 %
30 – 45 Years : 42%
< 30 years
: 41%
29%
Period
Stay
Position (Structure)
Ages (long stay in company)
No visible Career path
No People
Development
15+ years
>15 years : 28 %
10-15 years : 15%
5 – 10 years : 30%
<5 years
: 28 %
Salaries
No KPI affecting
salaries
Analysis Organization Behavior
Key Components
Structure
Organization
Human Capital Key Issue Behavior
No visible Career path, due to it’s previous
nature of a Family company
Stay Period in
Company
No People Development, due to the hierarchy
of foreign family company, limiting the access
to information & data (lack of trust)
Salaries
No KPI affecting in generalized salaries, since
it’s closed information on the company
performance to it’s employee
Key Reference Solution
Restructure, close non-performing
divisions and solidify existing divisions
Standarize data templates & SOPs
maing data accessible only to the
proper persons
KPI implementation which can affect
income to motivate personnel to
achieve their targets to get reward and
avoid punishment
How to Improve Employee Motivation
Strategy Approach & Recommendation
Key Components
Strategy Approach
Structure
Organization
Streamlining the Company Structure, making
sure less dotted line and clear chain of
command.
Stay Period in
Company
With clear Job Description (less grey area),
each personnel can perform accordingly and
properly
Salaries
More clear salary scheme with the
implementation of employee KPI
Recommendation
Commitment on the structural hierarchy
Clear Carrier Path for each Department
Socialize & solidifies the Job Description to
older, senior, ‘dinosaur’ employees. Either sink
or swim with the new current
Create internal Contests to further boost
performance and achievable
Action Plan – Motivation Improvement
Key Components
Structure
Organization
Stay Period in
Company
Salaries
Phase-1
Phase-2
Phase-3
New streamlined and clear
Company Structure
Improvise work flow with
updated system & SOPs
Cut-loss unproductive personnel;
Disrupt the ‘Nyaman zone’
Invest in upgrading Company
system
Implement New MW2.0 vision,
challenging the old way to start
moving out of their comfort zone
Review MW2.0 vision, upgrade
for improvement when needed
KPI introduction with its
punishment & reward scheme
Aligning and enhance KPI
integrated, improve performance
and benefit employee
Long Term Incentive (Bonus,
stock) for High Performance
talent
Enhance Organization Structure
referring to Business Strategy
Summaries
1
2
3
Shareholders agrees that Changes in management & company structure to achieve business growth
trajectory. A tactical revolution in the Company
Upgrading MW 1.0 to MW 2.0 creates opportunities for employees who likes to be challenged ( and motivated ) but will be threat for
employees who likes comfort and status quo
Based on Survey : New Vision (Organizational restructuring) , New Salary Scheme , Employee
Assessment Objectivity (KPI scheme) are three important things that motivate employees
Everyone needs motivation to deliver Excellent Resuilts
THANK YOU