Tuesday, February 25, 2014

Middle Income Trap atau Middle Income Gap?

Bisnis.com
http://koran.bisnis.com/read/20140208/270/201881/middle-income-trap-atau-middle-income-gap
Arif Budisusilo

/Bisnis.com


Bisnis.com, JAKARTA - "Kalau institusi masih seperti Jurassic Park, jangan datang dengan policy yang kualitasnya Star Wars."

Anda barangkali pernah mendengar pernyataan itu, yang kerap diucapkan Menteri Keuangan Chatib Basri. 
Bukan bermaksud mengecilkan institusi yang ada saat ini, saya kira, kalau Menteri Chatib mengucapkan hal itu dalam seminar yang mengambil tema mentereng: Menghindari Jebakan Kelas Menengah yang digelar Ikatan Sarjana Ekonomi Indonesia yang bekerjasama dengan Kementerian Keuangan, baru-baru ini.
Banyak pejabat yang berbicara, mulai dari Kepala Bapenas, Menteri Keuangan, Wakil Menteri Keuangan, Mantan Gubernur Bank Indonesia, Komisioner Otoritas Jasa Keuangan, ekonom, dan beberapa pembicara lain dari luar negeri termasuk dari Korea Selatan.
Satu benang merah yang mereka sampaikan, untuk lepas dari jebakan kelas menengah atau middle income trap, diperlukan pertumbuhan ekonomi yang tinggi, sumberdaya manusia yang berkualitas, dan transformasi ekonomi menuju pertumbuhan yang berkualitas berbasis produktivitas dan inovasi.
Dan tatkala terminologi Jurassic Park dan Star Wars keluar dari Menkeu Chatib, tentu bukan sekadar joke atau kelakar semata.
Jurassic Park adalah judul sekuel film Hollywood yang menggambarkan dunia lama, era kuno binatang purba. Sebaliknya, Star Wars menggambarkan pertempuran digital yang sebenarnya, pertarungan produk teknologi, yang membuat Amerika hingga kini tetap survive karena ekonomi yang ditopang inovasi atau dikenal di kalangan ahli sebagai knowledge-based economy.
Mengapa dua gambaran yang kontradiktif itu dipertemukan? Ya. Maksud Pak Menteri jelas: berfikir dan bertindaklah secara pragmatis.
Intinya, jangan berharap first best policy dalam lingkungan institusi yang masih perlu dipermak lebih banyak lagi.
Beberapa tahun lalu saya mendengarkan pidato Lee Kuan Yew, mantan perdana menteri Singapura, dalam sebuah seminar lainnya yang berjualan tentang potensi negeri jiran itu di Singapura.
Pak Lee, yang selepas menjabat perdana menteri menyandang gelar Menteri Senior, memaparkan kunci sukses Singapura, di mana salah satunya adalah pragmatisme.
Dalam berbagai pidatonya, Pak Lee selalu mengulang-ulang apa yang membawa Singapura menempati posisi yang kokoh seperti sekarang ini, yakni good governance, antikorupsi, meritokrasi, dan pragmatisme. “Jika Anda hilangkan salah satu faktor itu, Anda akan kehilangan momentum,” begitu kata Pak Lee ketika itu.
Seperti kata Pak Lee, Singapura memang pragmatis. Sepanjang ada mutual benefit, Singapura siap bekerjasama dengan siapapun, dan bermitra dengan negara tetangga dengan saling menguntungkan.
Negeri itu juga sangat pragmatis dalam penyesuaian kembali kebijakan demi benefit ekonomi dan bisnis.
Perdana Menteri Lee Hsien Loong, penerus Pak Lee, juga senantiasa berjualan tentang negaranya secara pragmatis, termasuk mengunggulkan sumberdaya manusia dan pendidikan, lingkungan bisnis, inovasi, kemudahan rezim perpajakan, dan keterjangkauan negeri itu dari berbagai negara.
"Hanya dengan enam atau tujuh jam penerbangan dari dan ke Singapura, anda sudah bisa mencapai Tokyo, Beijing, Sidney, Dubai, New Delhi dan Seoul," begitu kurang lebih cara PM Loong berjualan untuk menarik perusahaan multinasional berkantor di Singapura.
Presiden Susilo Bambang Yudhoyono pun tahun lalu juga menyatakan perlunya pemimpin bersikap pragmatis.
Hanya saja, karena kata pragmatisme kerap diasosiasikan dengan hal yang negatif, Presiden Yudhoyono menyertainya dengan catatan, perlunya "pragmatisme dengan visi".
Maksudnya, pragmatisme yang bisa menunjukkan arah dan bisa mengerjakannya.
Pernyataan Pak SBY itu kebetulan disampaikan di akun twiternya saat berkunjung ke Singapura April tahun lalu, ketika diundang menyampaikan pidato di Nanyang Technological University.
Suka atau tidak, kemajuan Indonesia saat ini dicapai berkat pragmatisme pula. Sikap pragmatis, seperti disampaikan Menkeu Chatib, Mr Lee Pm Loong dan Pak SBY, sebenarnya merujuk pada "kemampuan menentukan tujuan sesuai kapasitas untuk mencapainya."
Namun, itu saja tidaklah cukup. Singapura maju karena pragmatismenya disertai inovasi.
Korea Selatan lolos dan berhasil naik kelas menjadi negara maju karena dukungan inovasi yang begitu kuat. Inovasi yang kuat tentu memerlukan sumberdaya manusia yang unggul.
Dengan kata lain, pragmatisme Indonesia perlu pula disertai banyak upaya lainnya.  "Indonesia tidak bisa lagi bertahan seperti era VOC dengan mengandalkan keunggulan bahan mentah terus menerus atau buruh murah terus-menerus," begitu merujuk Chatib Basri.
VOC, tentu Anda tahu, adalah firma dagang dari Belanda yang sukses menguasai dan menguras kekayaan alam hasil pertanian Indonesia selama lebih dari tiga abad.
Pelajaran dari negara lain tentang hal itu sudah terlalu banyak. Brasil dan Afrika Selatan, misalnya, adalah dua negara yang tahun 1970-an memiliki posisi sama dengan Korea Selatan, yakni negara berpendapatan menengah.
Namun, saat kini Korsel naik kelas menjadi negara maju, Brasil dan Afrika Selatan tinggal kelas. Brasil dan Afrika Selatan seolah terjebak di kelas menengah atau middle income trap. Mengapa? Karena terninabobokkan oleh kekayaan alam yang dimiliki.
Mungkin merujuk Presiden SBY, dua contoh kasus itu menggambarkan pragmatisme yang tidak disertai visi yang kuat.
Istilah middle income trap merujuk Eichengreen (2011) yang dikutip Wamenkeu Bambang PS Brodjonegoro, mengacu pada kondisi suatu negara yang tidak mampu bersaing dengan negara lain yang memiliki tingkat buruh murah dalam memproduksi ekspor, dan juga tidak mampu bersiang dengan negara maju yang menghasilkan produk dengan teknologi tinggi dan inovasi.
Maka yang terjadi, negara-negara seperti itu mengandalkan kekayaan alam, dan eksploitasi sumberdaya alam.
Kekayaan alam memang meninabobokkan. Begitu pula buruh murah. Ia adalah hantu yang selalu mengelabui kemampuan bangsa yang sesungguhnya. Apalagi jika cara-cara mengelolanya dengan eksploitasi yang berkelebihan. Ia menghambat peningkatan produktivitas industri secara keseluruhan.
Maka itulah sesungguhnya ancaman yang dihadapi Indonesia ke depan. Kelas menengah yang tumbuh kencang belakangan ini, boleh dikata, adalah produk "ekonomi sumberdaya alam" dan "eksploitasi buruh murah".
Apa implikasinya? Orang kaya dan mampu secara ekonomi cenderung mendapatkan manfaat ekonomi lebih besar, antara lain dari subsidi energi dan pemanfaatan infrastruktur. Itulah yang barangkali disebut sebagai middle income gap atau kesenjangan ekonomi akibat tumbuhnya kelas menengah.
Kesenjangan pun menjadi menu di mana-mana. Tidak hanya terjadi antara kota dengan desa, atau kesenjangan antara Jawa dan luar Jawa, tetapi lebih ekstrim lagi, kata Bambang, antara Jabodetabek dan luar Jabodetabek.
Akan lebih jelas lagi jika merujuk kalimat Rektor Universitas Gadjah Mada Prof Pratikno, dalam diskusi  yang digelar Keluarga Alumni Universitas Gadjah Mada di kantor harian ini beberapa waktu lalu.
Ekonomi Indonesia, katanya, sebenarnya sudah lama melambat alias declining, tetapi selalu didongkrak dengan eksploitasi sumberdaya alam yang menimbulkansustainable cost dalam jangka panjang.
Apa penyebabnya? Ekonomi rente itu dipaksa membiayai demokrasi kita. Akibatnya, ada kelompok kaya dan mampu yang menikmati jauh lebih banyak dan berkelanjutan, sebaliknya banyak penduduk miskin yang menikmati jauh lebih sedikit tetapi harus membayar ongkosnya.
Maka Chatib benar. Jika institusi --ekonomi, politik, parlemen, birokrasi-- masih seperti Jurassic Park, jangan berharap terlahir kebijakan secanggih Star Wars. Dan itu pekerjaan rumah kita semua. Bagaimana menurut Anda?

Saturday, February 15, 2014

37 Ways To Motivate Your Employees Without Spending A Dime

http://www.businessinsider.co.id/37-ideas-for-motivating-your-employees-2014-1/#.Uv9-GWKSy-k
Young Entrepreneur Council

Mike Leach in 2000 as the head coach at Texas Tech

A good job is hard to find, but every entrepreneur knows a good employee is even harder to keep. As an entrepreneur, one must ensure his or her company is staffed with people who look forward to coming to work every day for more than a paycheck.
Through the years, I found that it was easy to keep employees motivated – all I had to do was provide them with a leader worth following and tasks worth fulfilling. But after almost seven years in business, I still find myself searching for new ways to maintain productivity while providing each individual with the drive they need to perform to the best of their ability.
Here’s how I do it:
  1. Support new ideas. When employees come to you with an idea or a solution to a problem they believe is for the betterment of the company, it’s a sign that they care. Supporting new ideas and giving an individual the chance to ‘run with it’ is motivating, whether or not it works out in the end.
  2. Empower each individual. Every single individual contributes to the bottom line. Empowering them to excel in their role, no matter how large or small, creates a sense of ownership that will lead to meeting and exceeding expectations.
  3. Don’t let them become bored. I get bored easily, so I assume my employees also have a short attention span. Host a cupcake bake-off, plan a happy hour, start a push-up contest in the middle of the office on a Wednesday, or allow a different person to run the weekly meetings to break up the monotony.
  4. Celebrate personal milestones. About seven years ago, as a company of fewer than 10 people, we celebrated each employee’s birthday, work anniversary, engagement, and even personal milestones. Today, as a company of over 100, we still celebrate these milestones. It never gets old.
  5. Acknowledge professional achievement. Everyone wants to be recognized. The acknowledgement of a job well done coming from upper management or the owner of the company will mean more to an employee than you think.
  6. Listen. This is probably the easiest thing you can do for an employee; yet, it can also be the most difficult. Carving out some time each day to listen to anything from concerns to ideas will not only make your employees happy, it will also provide you with much-needed insight on your business from the people who help keep it running.
  7. Encourage friendly competition. A competitive environment is a productive environment. Encouraging employees to participate in competitions or challenges is healthy and may actually lead to increased camaraderie.
  8. Allow pets at work. My two dogs come to the office every day, and all of my employees are welcome to bring their pets to work. Pets make people happy and bring a sense of companionship to the office.
  9. Reward accomplishments. When a pat on the back or a high five just won’t do, monetary incentives always seem to hit the spot.
  10. Create attainable goals. Setting goals are important, but ensuring they aren’t set too loftily by the employer or employee will help determine whether or not the goal is achieved come year-end evaluations.
  11. Be clear with expectations. Don’t leave too much to be determined. Set clear expectations so you can plan for specific results.
  12. Encourage individuality. Everyone is different. Encouraging individual personalities to shine through will not only help create a diverse and dynamic culture, it will also foster an open and accepting work environment. We have a lot of characters here at JBC – the more the merrier.
  13. Be a leader worth following. This point falls in my lap alone. If my employees don’t perceive me as a worthy leader, how can I expect them to believe in our mission and help to achieve it?
  14. Set an example. Or two or three. I can’t expect my employees to do anything that I wouldn’t do. I always ask myself if the expectations that I set for my employees are comparable to the expectations that I would set for myself.
  15. Make things interesting. Shaking things up every now and then is a good way to break up the day-to-day routine of the work schedule.
  16. Encourage learning new skills. Times are changing. Ensuring that every willing employee has the opportunity to learn a new skill or brush up on an old skill will benefit everyone involved.
  17. Foster creativity. A creative environment is a thriving one. Encourage creativity and watch your business flourish as thinking outside of the box becomes the norm.
  18. Give credit where credit is due. Although employees come to work to complete their appointed tasks, it’s still an accomplishment if they do it well. Recognize their hard work by shouting them out to the entire company.
  19. Create a career path. Having an idea of what lies ahead is the ultimate motivation. Employees who have a path set before them that may lead to promotion can work towards a goal. This will lead to increased commitment to their current employer.
  20. Start a tradition. Our annual Thanksgiving potluck is so greatly anticipated that some employees hold off on vacation to participate and attend the event with their work family. Every holiday season, we host a toy drive for a school in the Bronx. Employees from across the U.S. fly in to partake. Start a tradition and keep it going.
  21. Get personal. This one is tricky because there is a fine line that cannot be crossed. However, showing concern and interest in the lives of each employee goes a long way.
  22. Keep an open mind. I’m always open to new ideas and new methods. Anything new is worth exploration and consideration.
  23. Encourage laughter. Laughter is contagious, so help spread the joy.
  24. Embrace change. Fighting change is harder than embracing change. I have practiced this more recently in regards to social media and living in the digital age. I also encourage my employees to do the same.
  25. Stir the pot. It’s not easy to keep things interesting every single day. Every now and then, stirring the pot can help to liven things up. We recently switched from every-other summer Fridays to weekly summer Fridays after a company-wide challenge set earlier in the year. Employees were so elated at the opportunity to start their summer weekends a day early that productivity has risen ever since.
  26. Recognize strengths. Bringing out the best in people is a talent every entrepreneur should strive to master.
  27. Be available. It’s easy to get sucked into a CEO schedule, but it’s just as easy to take a few minutes out of each day to talk to an employee who may not be on your calendar.
  28. Manage everyone individually. Everyone is different, but some are so different that they may require a personalized management style. Knowing your employees on an individual basis is the only way to know how to manage them effectively.
  29. Encourage ownership. The success of a business lies in ownership. When employees feel invested in a company, productivity increases.
  30. Promote unity. As much as each employee needs to be able to stand on his own two feet, he must also be able to work in a team. Promoting unity will help achieve individual and team goals.
  31. Have patience. Entrepreneurs tend only to be interested in results. Patience will prevent you from expecting too much too soon and will allow employees to complete tasks properly.
  32. Be flexible. Things don’t always happen as planned; when employees see that you are open to going with the flow every once in a while, tensions ease up and productivity remains constant.
  33. Offer incentives. Knowing ahead of time that there’s a $500 prize on the line or extra vacation days to be given away will make achieving goals that much more worthwhile.
  34. Provide balance. A lively work environment promises a good time, but balance is just as important to maintain levels of productivity — and the sanity of coworkers.
  35. Welcome new methods. The digital age is changing life as we know it. Embracing, rather than avoiding, new methods will ensure your business and employees stay ahead of the competition.
  36. Cultivate a positive work environment. There is no place for negativity if success is to be achieved. A positive work environment is the result of positive leaders.
  37. Give them a reason to come to work – every day. Showing up to work five days a week, ready to exceed expectations, requires a level of loyalty that can only be achieved if morale is high.
An employee who enjoys coming to work is a worthy investment.
Bryan J. Zaslow is a 38 year-old philanthropist, athlete, lawyer and serial entrepreneur residing in New York City. Bryan is the founder of a family of companies within JBCHoldings NY LLC inclusive of JBCStyle, JBCPlatform, JBCconnect, Project Soulmate, and recently acquired Janou Pakter.
The Young Entrepreneur Council (YEC) is an invite-only organization comprised of the world’s most promising young entrepreneurs. In partnership with Citi, YEC recently launched StartupCollective, a free virtual mentorship program that helps millions of entrepreneurs start and grow businesses.