Name : Yuki Masrifah

Class : International – 6

Subject : Chapter 4 Social Perception and Managing Diversity

RESOLVING GENERATIONAL DIFFERENCES

A stereotype is an individual’s set of beliefs about the characteristics or attributes of a group. Stereotypes
categorize people into groups according to criteria such as gender, age, race and occupation. There is
some stereotype person that I faced in my office and I could find it on my own team. I joined in Bank
Mandiri Area Jakarta Fatmawati as a new Sales & Marketing Card Officer (SMCO) that handle the whole
portfolio of credit cards in that Area. As a younger officer, I got boomer managers who a little bit
stereotype. He likes man managers more than woman, also middle-age manager than the younger
manager ones. The most unproper attitude that he showed me that he always tells that I was wrong on
doing my job, like criticize my performance report and presentation. You might think it’s normal because
he is my managers, but I feel it’s so discriminate if he never gave me any good compliments.

As reviewed on J. C. Meister and K. Willyerd, The 2020 Workplace (New York: Harper Collins, 2010), 54–
55; and R. Alsop, The Trophy Kids Grow Up (San Francisco: Jossey-Bass, 2008), there are general
differences on broad traits in baby boomers and millennials generation:
Baby Boomers Workaholic, idealistic, work ethic, competitive, materialistic, seeks personal
fulfilment.
Millennials Entitled, civic minded, close parental involvement, cyberliteracy, appreciate
diversity, multitasking, work–life balance, technologically savvy.
One especially relevant framework was developed by R. Roosevelt Thomas Jr., a diversity expert. He
identified eight generic action options that can be used to address any type of diversity issue. After
describing each action option, I used to practice on option 6 – tolerate. Toleration entails acknowledging
differences but not valuing or accepting them. It represents a live-and-let-live approach that superficially
allows organizations to give lip service to the issue of managing diversity. I belief with toleration, it would
improve my working relationship with my managers. By doing the Self-Assessment, it could gain a better
understanding of how similarities and differences among people influence my attitudes and behaviour.

In conclusion, trying the action options that R. Roosevelt Thomas Jr., already state in his framework might
be one solution that reliable to implement. By create a tolerance in the work place, between boomer
managers and younger managers could wisely received other suggestion and perception. As well as, the
organization should understand enough on create the policy and treatment to blend up the generation
differences.
Name : Yuki Masrifah

Class : International – 6

Subject : Chapter 5 Foundations of Employee Motivation

ACUIRED NEEDS FOR EMPLOYEE MOTIVATION

Motivation refers to the psychological processes “that underlie the direction, intensity, and persistence
of behaviour or thought”. It is important to understand the principles of motivation if you want to direct
your behaviour toward achieving personal goals or to manage others in the pursuit of organizational goals.
My position in current job is a leader that handle several sales to achieve the organization’s target. The
sales performance is highly affected by the organization’s motivation, by the job design, reward systems,
leadership and organizational climate. If there are reward on some kind of project, they will show their
best performance to achieve their target. But, it is not good if their performance just driven by reward,
because once there are no rewards, the performance will decrease.

As David McClelland’s theory that to drive employee motivation, managers should appeal three basic
needs there are:
1. Need for achievement, the desire to excel, overcome obstacles, solve problems, and rival and surpass
others. Offers to the sales their personal achievement compared to other sales to motivated them
surpass others. Giving credits like “Best Sales” to give the actualization or pride to the best sales.
2. Need for affiliation, the desire to maintain social relationships, to be liked, and to join groups. Offers
groups awardee so the relationship among the sales built effectively and they could brainstorm each
other. Also, It could motivate the sales join in groups.
3. Need for power, the desire to influence, coach, teach, or encourage others to achieve. Offers the sales
to influence others by giving training to other new sales, delegate and give responsibility to drive other
sales on achieve their goals.

In conclusion, in order to create good sales team, its better not only used extrinsic motivation like rewards
but also used the intrinsic motivation that could turn the internal feelings of sales generated well. By built
need for affiliation and need for power. Need for affiliation create by offers a group relationship to
brainstorming each other and need for power create by delegate the sales as trainer that responsible to
drive other sales on achieve their goals.