KEPUASAN KERJA - Teori Kepuasan Kerja menurut para ahli dan aspek-aspek serta dimensi dari Kepuasan Kerja

Kepuasan Kerja ( Job Satisfaction )

Kepuasan kerja ada;ah bentuk perasaan dan ekspresi seseorang ketika mampu atau tidak mampu memenuhi harapan dari proses kerja dan kinerjanya. Kepuasan kerja adalah suatu keadaan emosional yang menyenangkan yang dihasilkan dari penilaian pekerjaan atau pengalaman kerja .

Wexley dan Yukl mengartikan kepuasan kerja sebagai “ the way an employee feels about his or her job”. Artinya bahwa kepuasan kerja adalah cara pegawai merasakan dirinya atau pekerjaannya, dapat disimpulkan bahwa kepuasan kerja adalah perasaan yang menyokong atau tidak menyokong dalam diri pegawai yang berhubungan dengan pekerjaan maupun kondisi dirinya.

Definisi kepuasan kerja

Davis dan Werther mengatakan bahwa kepuasan kerja adalah keadaan yang menyenangkan atau tidak menyenangkan dimana para karyawan memangdang pekerjaan mereka. Serta kepuasan kerja adalah tingkat dimanan individu merasakan positif atau negative tentang suatu pekerjaan.

Robbins (2001) mengemukakan bahwa kepuasan kerja adalah sebagai suatu sikap umum seorang individu terhadap pekerjaannya. Pekerjaan menurut interaksi dengan rekan sekerja dan atasan, mengikuti aturan dan kebijakan organisasi, memenuhi standar kinerja, hidup pada kondisi kerja yang sering kurang dari ideal, dan hal serupa lainnya.

Gibson, Ivanevich dan Donnely mengatakan  bahwa kepuasan kerja adalah ungkapan perasaan seseorang tentang kesejahteraanuntuk melakukan pekerjaan bahwa kepuasan kerja adalah  sikap seseorang terhadap pekerjaan. Bahwa sikap itu berasal dari persepsi mereka tentang pekerjaan, persepsi itu adalah proses kognitif (pemberian arti)yang digunakan oleh seseorang untuk menafsirkan dan memahami cara pandang individu dalam melihat hal yang sama dengan cara yang berbeda. Kepuasan kerja juga adalah sebagai hasil dari persepsi karyawan mengenai seberapa baik pekerjaan merekadan memberikan hal yang dinilai penting.

Koesmono (2005) mengemukakan bahwa kepuasan kerja merupakan penilaian, perasaan atau sikap seseorang atau karyawan terhadap pekerjaannya dan berhubungan dengan lingkungan kerja dan sebagainya. Sehingga dapat dikatakan bahwa kepuasan kerja adalah dipenuhinya beberapa keinginan dan kebutuhannya melalui kegiatan kerja atau bekerja.

Berdsasarkan pendapat para ahli mengenai definisi konsep kepuasan kerja dan menurut hemat penulis, kepuasan kerja adalah sikap positif dan perasaan yang menyenangkan erhadap pekerjaan, gaji, supervise, rekan kerja  dan hal-hal yang menyangkut dunia kerjanya.

Teori kepuasan kerja menurut Wexle dan Yukl

a.     Discrepancy theory

Teori ini mengukur kepuasan kerja seseorang dengan menghitung selisih antara apa yang seharusnya dengan kenyataan yang dirasakan.

b. Equity theory

Prinsip dari teori ini adalah bahwa orang akan merasakan adanya keadilan (equity) atau tidak atas suatu situasi. Perasaan equity dan inequityatas suatu situasi.

Ada tiga elemen dari teori equity  yaitu :

•  Input adalah segala sesuatu yang berharga yang dirasakan karyawan sebagai sumbangan terhadap pekerjaan.

•  Out comes segala sesuatu yang berharga, yang dirasakan karyawan sebagai “hasil” dari pekerjaannya.   

• Comparison person adalah kepada orang lain dengan siapa karyawan  membandingkan rasio input-out comes yang dimiliknya.

c. Two factor theory

Menurut Herzberg (dalam Munandar, 2001) teori kepuasan kerja yang ia namakan teori dua faktor terdiri dari faktor hygienedan faktor motivator.

Faktor-faktor yang mempengaruhi kepuasan kerja

Beberapa ahli berpendapat mengenai faktor-faktor yang mempengaruhi kepuasan kerja. Faktor–faktor kepuasan kerja menurut Greenberg & Baron (1995) ada 2 faktor yaitu:

a.Faktor-faktor organisasional

1)Sistem penggajian

2) Kualitas dari supervisi

3). Desentralisasi kekuasaan

4). Tingkat kerja dan dorongan sosial

5). Kondisi kerja yang menyenangkan

b. Faktor Personal

1). Variabel kepribadian

2). Status dan senioritas

3). Pekerjaan yang sesuai dengan minat

4). Kepuasan hidup

Selanjutnya Robbins (1996) menjelaskan lagi beberapa faktor yang

mempengaruhi kepuasan kerja diantaranya :

a. Tantangan kerja

b. Sistem gaji yang adil

c. Kondisi kerja yang mendukung

d. Rekan kerja yang mendukung

Menurut Spector (1997) aspek-aspek kepuasan kerja ada 2 faktor yaitu instrinsik dan faktor ekstrinsik. Faktor-faktor ini dijadikan sebagai indikator dalam penelitian ini dalam skala kepuasan kerja.

• Factor Interinsik

1. Activity : Seberapa jauh pekerjaan  tersebut tetap dapat meyibukkan individu

2. Independence : Kewenangan untuk dapat bekeja sendiri

3. Variety : Kesempatan untuk melakukan pekerjaan yang berbeda-beda

4. Social status : Pengakuan masyarakat luas tentang status pekerjaan

5. Moral values : Pekerjaan tidak berhubungan dengan segala sesuatu yang dapat mengganggu hati nurani

6. Security Kepastian kerja yang diberikan

7. Social service : Kesempatan untuk membantu orang lain mengerjakan tugas

8. Authority : Memiliki kekuasaan terhadap orang lain

9. Ability utilization : Kesempatan untuk menggunakan kemampuan yang ada

10. Responsibility :Tanggung jawab dalam membuat keputusan dan tindakan

11. Creativity : Kebebasan untuk mengungkapkan ide yang baru

12. Achievement : Perasaan yang didapat ketika menyelesaikan suatu tugas

Aspek dan factor Eksterinsik

1. compensation Besarnya imbalan atau upah yang diterima

2. Advancement ; Kesempatan untuk memperoleh promosi

3. Coworkers ; Seberapa baik hubungan antara sesama rekan kerja

4. Human relations supervisions : Kemampuan atasan dalam menjalin hubungan interpersonal

5. Technical supervisions : Kemampuan atau skill atasan menyangkut segala sesuatu yang berhubungan dengan pekerjaan

6. Company policies and practice : Seberapa jauh perusahaan menyenangkan para pekerja

7. Working conditions : Kondisi pekerjaan seperti jam kerja, temperatur, perlengkapan kantor serta lokasi pekerjaan

8. Recognition : Pujian yang diperoleh ketika menyelesaikan pekerjaan yang baik.

 Ada lima  komponen utama  kepuasan kerja yaitu:

1)  Sikap terhadap kelompok kerja

2)  Kondisi umum pekerjaan

3)  Sikap terhadap perusahaan

4)  Keuntungan secara ekonomi

5)  Sikap terhadap manajemen

Dimensi dan Aspek-aspek kepuasan kerja 

Berdasarkan konsep para hali terdapat tiga dimensi dalam kepuasan kerja yaitu; 

 1) Kepuasan kerja merupakan respion emosional terhadap situasi kerja maka  dengan demikian bahwa kepuasan kerja dapat dilihat dan diduga.

2)Kepuasan kerja sering dituntut menurut seberapa baik hasil yang dicapai yang memenuhi atau melampaui harapan. Misalnya jika seorang anggota oraganisasi merasa bahwa mereka bekerja terlalu keras dari pada yang lain dalam suatu department tetapi meneroma penghargaan lebih sedikit maka mungkin mereka makan memiliki sikap negatif pada perusahaan. rekan kerja dan mereka tidak puas. serta sebaliknya.

3) Kepuasan kerja mewakili sikap yang berhubungan selama bertahun-tahun. Luthans (2005) menyatakan bahwa ada sejumlah faktor yang mempengaruhi kepuasan kerja. Hal-hal utama dengan mengingat dimensi-dimensi paling penting yaitu gaji, pekerjaan itu sendiri, promosi, pengawasan, kelompok kerja dan kondisi kerja.

  5 DIMENSI KEPUASAN KERJA

  Nelson and Quick   (2006) mengungkapkan bahwa kepuasan kerja dipengaruhi 5 dimensi  spesifik dari pekerjaan yaitu gaji, pekerjaan itu sendiri, kesempatan promosi, supervisi dan rekan kerja.

•  Gaji : sejumlah upah yang diterima dan tingkat dimana hal ini bisa diangap sebagai hal yang pantas dibandingkan dengen orang lain di dalam organisasi. Karyawan memandang gaji sebagai refleksi dari bagaimana manajemen memandang kontribusi mereka terhadap perusahaan. 
• Promosi merupakan factor yang berhubungan dengan ada atau tidaknya kesempatan memperoleh peningkatan karier selama bekwerja. Kesempatan inilah yang memiliki pengaruh yang berbeda pada kepuasan kerja.
• Supervise merupakan kemampuan atasan untuk memberikan bantuan teknis dan dukungan prilaku kepada bawahan yang mengalami permasalahan dalam pekerjaan.
• Rekan Kerja merupakan tungakat dimana rekan kerja yang pandai dan mendukung secara social merupakan factor yang berhubungan dengan hubungan antara pegawai dan atsannya dan dengan pegawai lainnya baik yang sama maupun yang berbeda jenis pekerjaan.

Aspek aspek Kepuasan kerja

a.     Aspek Psikologis yang berhubungan dengan kejiwaandan minat, ketentraman kerja dan sikap kerja, bakat dan ketrampilan dari karyawan.

b.    Aspek social berhubungan dengan interaksi social baik antar sesame karyawan maupun antar karyawan yang berbeda jenis kerja serta hubungan dengan anggota keluarga.

c.     Aspek fisi berhungbungan dengan kondisi tubuhnya meliputi juga jenis pekerjaanya pengaturan kerja, pengaturan waktu istirahat dan keadaan ruangan, kondisi kesehatan dan umur.

d.    Aspek Finasial berhubungan dengan jaminan ddan kesejatheraan yang melipti system besaran gaji, jaminan social, tunjangan faislitas dan promosi.

·       Komitmen Organisasi

·       Organanizational Behavior adalah ketika individu membantu individu lain secara berhati-hati tanpa mengharapkan peghargaan dengan asas asasnya yaitu mengutamakan orang lain, kehormatan, ketilitian, Civic virtue, Peace making.

·       Employee Well-Being yaitu kepuasan kerja mempengaruhi kesejahteraan karyawanpersaan bahagia , sehat, sukses seorang karyqawan adalah konsekuensi kepuasan kerjanya.

·       Stress Kerja selain konsekuensi dari job satisfaction yaitu orang yang tidak puas akan mengalami stress kerja tinggi yang diistilahkan dengan distress dan sebaliknya eustress untuk yang memiliki kepuasan kerja.




Daftar Pustaka 

Waluyo, Minto. (2013). Psikologi Industri. Jakarta: Akademia Permata

Koesmono, Teman. (2005). Pengaruh budaya organisasi terhadap motivasi dan kepuasan kerja serta kinerja karyawan pada sub sektor industri pengolahan kayu skala menengah di Jawa Timur. Jurnal Manajemen dan Kewirausahaan. Vol. 07. Hal 171-188.

Johan, Rita. (2002). Kepuasan kerja karyawan dalam lingkungan institusi pendidikan. Jurnal Pendidikan Penabur, Vol.01, Hal 6-31.

Situmorang, Benyamin. (2014). Pengaruh perilaku inovatif dan kepemimpinan pembelajaran terhadap Kepuasan Kerja Kepala SMP di Medan. Elementary School Journal. Vol. 01. Hal 26-41.

Muzayanah, A., Dian, N. (2008). Hubungan antara kecerdasan interpersonal dengan kepuasan kerja karyawan (guru). Jurnal Soul. Vol. 01. Hal 32-46.

Semoga Bermanfaat Dan kiranya Tuhan memberkati...

Profill Management Bank Danamon - Profil manajemen bank danamon

Management Company

 

Management of an enterprise is the lifeblood of a company. Management determines the growth or the bankruptcy of a company. The presence of a good management and the management of a company will be able to withstand all the pressures, constraints, and obstacles. Will develop into even bigger and better.

Business is an activity in selling products or services in order to provide benefits to its owner. Business is a risky activity disadvantages in terms of both material and non-material.Agar avoid the risk of a business then the business should be run properly with careful planning and execution of a serious and steady in terms of concepts and management. Namely components like perancanaan be mature, qualified human resources, loyal, integrate and sejahterah, open management, assertive and demokaratis in leading and running the company's operations and thus creating a good working team, working nurture support for employee comfort, open and willing to innovate

Management of PT Bank Danamon Tbk

Overview
Since December 2013 the Bank is a financial institution with the largest network in Indonesia through more than 2,600 branches and service centers and 1,485 ATMs and 70 cash deposit machine with a service area of Aceh province on the northern tip of the island of Sumatra to Papua.

  In connection with the Bank's vision "We Care and Helping Millions of People to Achieve Prosperity", the Bank partnered with leading institutions and experts in their field to develop the segment of micro, small and medium enterprises (SMEs), which form the backbone of the Indonesian economy and one of the creators of the field work in Indonesia. And the Bank is always improving its performance and services oriented to the comfort and convenience of its customers by innovating and working with other companies such as the Silver bird examples of the group Blue bird to ease preformance customers make payments through debit card taxi or credit card, Manulife also for the perpetrators of SMEs so that they facilitate to get a deposit funds, banking solutions, sms and internet banking with one stop solution and collaboration with other big companies.

Bank's profile

Bank Danamon or PT Bank Danamon Indonesia, Tbk. In line with the development of its business, the Bank continually improve the quality of corporate governance. This is demonstrated through the achievement of the Bank in the year 2013 in which the Bank received the "Best Overall ASEAN Corporate Governance Scorecard", in the event the 5th Indonesian Institute of Corporate Directorship (IICD) Corporate Governance Conference and Award and also won 2nd place Award 2012 Annual Report Category Private Finance listed on the Financial Services Authority (FSA), Bank Indonesia (BI) and the Indonesia Stock Exchange (IDX). In the age of 57 years, the Bank is now one of the largest financial institutions in Indonesia. As a universal bank, Danamon has developed a variety of banking business, from micro financing through Danamon Savings and Loans, Retail Banking, SME Banking to Islamic Banking & Commercial and Corporate Banking, financial services and automotive, general insurance and consumer goods financing through Adira Finance, Adira Insurance and Adira Kredit

LINE OF BUSINESS DANAMON

In accordance with the Articles of Association of the Bank, the main business activities of the Bank is to collect funds from the public in the form of deposits in the form of demand deposits, time deposits and savings, both in rupiah and foreign currency, as well as providing loans to the public. Supporting business activities of the Bank, among others, include issuing debt, the guarantors, factoring activities, credit cards and act as trustee / custodian bank. The products and services produced in the Bank can be found at page Corporate Data section in this report.

 
Identity and history of the Company  

Name of Authorized Capital  PT Danamon Indonesia, Tbk 10 trillion USD  Line of Business Exchange
Banking Services Jakarta Stock Exchange Date of establishment of the stock code BDMN   ID1000094204 16 July 1956 Legal Basis Establishment Shareholding Composition: Asia Financial (Indonesia) Pte Ltd. .: 67.37%: JPMCB-Franklin Templeton Investment Funds: 6.40% Community: 26.23% Deed Masteer Radeen Soedja, S.H. No. 134 tangga1 July 6, 1956 which was passed by Minister of Justice of the Republic Indonesia with letter Decision No. J.A.5 / 40/8 dated 24 April 1957 and has
published in Supplement No. 664, in the Official Gazette of the Republic Indonesia No. 46 dated June 7
In 1957.

Head Office

Prof. Dr. Jln Menara Danamon Satria Mega Kuningan Jakarta kav E4 No. 6 No. Tel: (+ 62 21) 5799 1001-03Situs & Email: www.danamon.co.idcorpsec@danamon.co.id public.affairs@danamon.co.id relation@danamon.co id

HISTORY COMPANY HISTORY

Established as Bank Kopra Indonesia in 1956 and turned into a Changed name to PT Bank Danamon Indonesia in 1976 and in 1988 became Bank Indonesia's foreign exchange, in 1989 became a public company through a stock offering on the JSE Jakarta Stock Exchange and the year 1998 was taken over by the government due to the Asian financial crisis in 2000 to the Legal mergers 9 banks and by the year 2003 in the acquisition of a majority stake pe, ering by the Asian financial (Indonesia) Pte. Ltd. 2005 expansion of the branch network and the launch of the savings and loan danamon vision, mission and value of the new company, 2006 acquisition of American express card business in Indonesia and as the 50th anniversary of the 2006 peresmiaan danamon cooperate University and the branch network 2009 rights issue worth 4 triliaun S and penmambahan stake in Adira Finance to 95% 2010 Danamon and Adira finance to issue bonds with a fixed bungga to diversify sources of funding, in 2011 as a celebration of the 55th bank Danamon launched sharia pawning gold solution and a rights issue worth 5 triliaun and bond issuance Adira finace tirliun worth 5, 2012 the expansion of branch offices and publishing solutions sharia gold debit card and ATM Manchester United, and in 2013 working with Wells Fargo and overseas private cooperation (OPIC) and with (IFC) to finance the SMEs sector in Indonesia and pembaangunan new headquarters at Menara Danamon Danamon and card issuance or GRI global reporting initiative.

Vision, mission and values

Vision
We Care and Helping Millions to achieve Welfare Penjelasanya: the Bank believes that its existence is to realize kepeduliannyakepada customers, employees, and the wider community and help all of the bertumbuhkembang achieve better welfare.

Value
Caring: Giving sincere concern for the good of common dankemajuan will encourage us to always be the best.

Honest: Always hold the truth to yourself and others with no hidden.  Striving for excellence: Always dare to look for better ways of working to achieve the best results by taking into account the existing risk and without sacrificing toughness companies.

Cooperation: Making plurality among us as the strength of a team toward a common goal.

Professionalism and discipline

Running with the responsibility of upholding the standards and ethics of the profession through the human discipline, disciplined thought and disciplined action.

Mission
Danamon was determined to be leading the financial institution here has been calculated as the One whose existence centered oraganisasi nassabah serving all segments by offering a unique value for each segment, based on sales and service excellence, and supported by world-class technology.

Our aspiration is to be the company of choice for work and are respected by customers, employees, shareholders, regulators and the communities where we are located.

Organizational structure

Committee Members: asset liability committee, human resources committee, committee of fraud, the risk committee, the executive business committee

Director Henry Ho Hon Cheong, council komisarissebagai risk monitoring board and nomination committee and remuneration and Sharia Supervisory Board. The sub-sub-directors namely Mr. Khoe micro business director Minhari Handikusuma, Director of SME and Wholesale banking is cpc director Ali Yong Tcm and Tb prandip Chhadva and director of consumer banking and Michelina Triwandhany. And cooperate governance committees, sharia by Herry Hykmanto director and audit committee with the chief internal auditor Antony Kurniawan While in the main the Adira finance director while director Willy Dharma suwandi main areas, namely credit and managing director Ramli Lynn Adira Insurance ie i = Indra Varuna.

Profile CEOs and directors of the Bank

Malaysian citizens. 59 years old. He was appointed as a Director since 29 April 2010 and re-appointed as Director in the Annual General Meeting dated March 30, 2011.

He graduated from University Malaya with a B. Eng (Mechanical) in 1978 and from McGill University, Montreal, Quebec, Canada in 1980 with a Master of Business Administration in Accounting & Finance. He began his career in banking with Citibank NA, Kuala Lumpur 1982 For 23 years he held various positions, including as Country Risk Officer of Citibank NA, Kuala Lumpur and the Pan Asia Corporate Head at Citibank NA, Singapore, as Chief Country Officer of Citibank NA Bangkok and as General Manager and Group Head at Saudi American Bank Riyadh Kingdom of Saudi Arabia. Prior to joining the Bank was appointed President Director / CEO of PT Bank International Indonesia Tbk. and Managing Director at Temasek Holdings (Private) Ltd.

Duties and Responsibilities: Henry Ho oversees all of the duties and authority of the Board of Directors as well as directly supervising the areas of the following tasks: Internal Audit, PT Adira Multi Finance Tbk and PT Asuransi Adira.

Special Assignment:

􀂇􀀃 Member of Human Resources Committee

􀂇􀀃 Risk Management Committee Member

􀂇􀀃 Asset and Liability Committee Members

􀂇􀀃 Information Technology Steering Committee Members

􀂇􀀃 Commissioner of PT Adira Multi Finance Tbk

􀂇􀀃 Chairman of the Nomination and Remuneration PT Adira Multi Finance Tbk

Ng Kee Choe

Singapore citizens. Age 69 years. Ng Kee Choe served as Commissioner since March 2004 and Chairman since May 2006 and re-appointed as  Commissioner of the General Meeting of Shareholders held on March 30, 2011. Ng Kee Choe, also a non-executive Chairman of CapitaLand Ltd. and SP AusNet *.
Other Directorship including as Director of Singapore Exchange Limited, Director /Chairman of SP Australia Networks (Transmission) Ltd, Director / Chairman of SP Australia Networks (Distribution) Ltd, Director / Chairman of the Australian SP Networks (Finance) Trust through the Australian SP Networks (RE) Ltd, Chairman of Capital Land Limited, Director of CapitaMalls Asia Limited and Director Fullerton Financial Holdings Pte Ltd. He is also a member of the Temasek Advisory Panel of Temasek Holdings (Private) Ltd., a member of the International Advisory Council of China Development Bank, Chairman of the Tanah Merah Country Club and a special advisor NTUC Income Insurance Cooperative Limited. Ng Kee Choe previously Vice Chairman of DBS Group Holdings. He retired from the executive position in July 2003 after 33 years working in DBS. Ng Kee Choe was awarded the Public Service Star in 2001 and the Meritorious Service Medal in 2012 to contribute to the public service he in Singapore.

Special Assignment:

􀂇􀀃 Member of Nomination and Remuneration expertise

􀂇􀀃Financial

􀂇􀀃 credit

􀂇􀀃 Human Resources

􀂇􀀃 Treasury

􀂇􀀃 Risk Management

Qualifications / History Education

􀂇􀀃 Chemistry from the University of Singapore, 1967

* SP AusNet is a dual listed company on the Australian Securities Exchanges and Singapore

Exchanges Securities Trading Limited

Director

Vera Eve Lim was appointed as a Director in June 2006 Vera Eve Lim served as a member of the Board of Management and Chief Financial Officer since October 2003, and later became director in June 2006, he graduated from the Faculty of Economics, University of Tarumanagara and completed the executive program in Stanford Graduate School of Business in 2008 he is currently acting as a Commissioner of PT Asuransi Adira.

Duties & Responsibilities:

As Chief Financial Officer, he was responsible for directing and overseeing all financial activities of the Bank. He also monitors the financial statements to ensure compliance with financial and accounting standards and regulations set. He acts as a business partner in creating added value through reporting and analysis of strategic and operational performance of each business. Vera served as chairman of the Executive Committee of the Business / Business Executive who is responsible in the discussion of the business to achieve revenue targets Bank. Through its involvement in the business environment, Vera also acts as an advisor Managing Director and other business leaders in providing the latest information about the macro economy and competition. In addition, he also became vice Danamon in capital markets and investment communities.

Special Assignment:

Chairman of the Business Executive Committee Member • Operating Committee Member • Asset and Liability Committee • Information Technology Steering Committee Member • Members KomiteRisiko • Commissioner of PT Asuransi Adira.

Corporate Strategy

Focus on Portfolio with a High Rate of Return

The company focuses on asset financing activity with a high rate of return, with regard to the quality of these assets. Risk Management In the Heart Heart Thorough study on the financial ability of each prospective customer and requires a minimum payment on each advance. Commitments for Productivity and Efficiency Completion of systems and procedures to continuously improve productivity, support the financial activities and improve efficiency. Strong relationships and Closely  Companies are well aware that a strong and close relationship with customers and business partners is a key to the success of the Company. Therefore, the Company strives to maintain good relations and to improve the confidence and satisfaction of both consumers and business partners.

Expansion of Business Services

In an effort to reach out and provide the best service for consumers and business partners, the Company continues to develop its business services in order to get closer to customers and business partners.

Development of Information Technology and Human Resources

The company understands that information technology and human resources plays an important role to support the growth of the Company. Therefore, the Company strives to develop the information technology and human resources on an ongoing basis. Synergies with the Parent Company, PT Bank Danamon Indonesia Tbk

The combined products, network expansion and potential consumer-based business of PT Bank Danamon Indonesia Tbk has created a strategic business synergy. Balanced Diversified Funding Sources

The company is always trying to in finding a stable source of funding and competitive funding to make ends meet, in addition to full support of the Parent Company, Adira Finance also moving towards diversification into the various options available in the capital market in an effort to capture business opportunities that will be maintained effective funding structure and balance.  

SWOT Analysis on PerusahaanBank Danamon. Tbk

Disadvantages

Less is known by some of the rural masyarakyat compared by other private banks that have branches spread to every corner of the country. Also due to lack of promotion through the media so that the public is better known. Some directors are foreigners as well as its ownership is still dominated by foreigners.

Opportuniti

Opportunity (opportunity) is a lucrative business potential that can be achieved by a company which is still controlled by the competitor and still has not been touched by any party.

There are many business opportunities that can be touched by the bank's SME Unit in the area as well as danamon banks can improve the performance of its subsidiaries such as PT. Adira Finance Tbk as a mortgage lender motor vehicles, electronic items etc were very superior than others. And can mereaih business opportunities through which other services such as cooperation in the field of Commerce and shipping because Indonesia is an archipelagic nation is in dire need of funds flow field it.

Threats
As one of the companies engaged in banking services in Indonesia, this company has pu threat of some good Competitor Threats of Bank private and government-owned bank that some of them are with the Bank's management company better and bigger. Many other private banks that offer better service and also integrated more branches so it makes masyarakyat choose a suit from the other banks. Also the threat of bad credit customers will be and the impact of the global economic crisis. sources of data

Source

https: //www.danamonline.common. co. id

www.danamon.co.id (accessed 29 September 2014 at 23:18)

Company profile of Bank Danamon

Bank's annual report

Profile of directors danamon