PERSEPSI & MOTIVASI

DLM PERILAKU
KESEHATAN
Persepsi

Proses yang kita gunakan untuk

menginterpretasikan data-data sensoris
(Lahlry, 1991). Data sensoris sampai
kepada kita melalui 5 indra kita.
Persepsi : 2 jenis

PENGARUH STRUKTURAL
Aspek-aspek fisik rangsangan yang sampai ke
kita
PENGARUH FUNGSIONAL
Faktor-faktor psikologis yang mempengaruhi
persepsi  subjektivitas ke dalam proses
PERSEPSI
Faktor2 yang mempengaruhi persepsi :
1. Faktor eksternal
• Kontras
• Perubahan intensitas
• Repetition
• Sesuatu yg baru (novelty)
• Sesuatu yg mjd perhatian orng banyak
2. Faktor internal
• Pengalaman/pengetahuan
• Harapan/expectation
• Kebutuhan
• Motivasi
• Emosi
• Budaya
Dalam mempersepsi objek pengamatan,
stimulus akan diorganisasikan
berdasarkan hukum-hukum
pengelompokan
• Hukum kedekatan (proximity)
• Hukum kesamaan (similarity)
• Hukum kesederhanaan (simplicity)
• Hukum keteraturan bentuk (good figure)
• Hukum kesinambungan (continuation)
• Hukum kesempurnaan (law of closure)
• Hukum kesenasiban (law of common fate)
“THEOPPORTUNITYISNOWHERE”
Kalau dikelompokkan, kemampuan
orang dalam membaca keadaan
dapat digolongkan menjadi dua yaitu:

• Kemampuan membaca Tangible

materials (materi yang bisa dilihat dan
disentuh)
• Kemampuan membaca Intangible
materials (materi yang tidak kasat mata
dan tidak dapat tersentuh)
MOTIVASI
DEFINISI MOTIVASI
• Dari Bahasa Latin : “to move”
• Kekuatan yg menggerakkan kita utk
berperilaku ttt.
• Sekelompok fenomena yg
mempengaruhi sifat, kekuatan, &
ketetapan tingkah laku manusia (Quinn,
1995)
• Interaksi antara pelaku dng
lingkungannya shg akan meningkatkan,
menurunkan atau mempertahankan
perilaku (John Elder, et al, 1998)
 Beberapa pendekatan dlm
mempelajari MOTIVASI
1. Pendekatan Intrinsik
2. Pendekatan Pemuasan Kebutuhan
3. Pendekatan Insentif
4. Pendekatan Arousal
5. Pendekatan Kognitif
TEORI MOTIVASI

• CONTENT THEORY
 Cara untuk menganalisis kebutuhan
• PROCESS THEORY
 Memahami proses berpikir
TEORI MOTIVASI
1. Teori Kepuasan (Content theory)
• Pengertian dan Model Motivasi
• Teori hirarki kebutuhan Maslow
• Teori dua faktor Frederick Herzberg
• Teori kebutuhan McClelland
• Alderfer’s ERG theory
2. Teori Motivasi Proses (Process theory)
• Teori Harapan (Expectancy Theory)
• Teori Keadilan (Equity Theory)
• Teori Pengukuhan (Reinforcement Theory)
 Teori hirarki kebutuhan Maslow

“That people’s needs depend on what they already

have. In a sense, then, a satisfied needs isn’t a
motivator. Human needs, organized in a hierarchy of
importance, are physiological, safety, belongingness,
esteem, and self actualization”

Source : Gibson
 Maslow’s Hierarchy of Needs

Self
actualization

Esteem

Social / Belongingness

Safety

Physiological

Source : Stephen P. Robbins

 TEORI DUA FAKTOR FREDERICK HERZBERG

View that job satisfaction results from the presence of

intrinsic motivators and that job dissatisfaction stems from
not having extrinsic factors

Source : Gibson
Traditional and Herzberg Views of Satisfaction-Dissatifaction

I. Traditional
High job High job
dissatisfaction satisfaction

II. Herzberg’s two-factor view

Low job High job
satisfaction satisfaction
(motivator)

Low job High job

dissatisfaction satisfaction
(hygiene)

Source : Gibson
 Teori Kebutuhan McClelland

Learned Needs Theory

Theory that proposes that a person with a strong need will be
motivated to use appropriate behaviors to satisfy the need. A
person’s needs are learned from the culture of a society

Thematis Apperception Test (TAT)

Projective test that uses a person’s analysis of picture to
evaluate such individual differences as need for achivement,
need for power, and need for affiliation

Source : Gibson
 The theory focus on three needs

1. Need for achievement

The drive to excel, to achieve in relation to a set of standards,

to strive to succeed

2. Need for power

The need to make others behave in a way that they wouldn’t

have behaved otherwise

3. Need for affiliation

The desire for friendly and close interpersonal relationships

Tiga Kebutuhan (motif) Sosial
David Mc. Cleland
• Kebutuan berprestasi (need for
achevement)
• Kebutuhan berkuasa (need for power)
• Kebutuhan afiliasi (need for affiliation)
need for power

• Mempengaruhi dan mengatur orang lain

• Senang memberi nasehat
• Memperhatikan reputasi dan posisi
• Mengumpulkan objek prestise
• Aktif berorganisasi
• Mencari dan mempergunakan informasi
untuk mempengaruhi orang lain
need for affiliation

• Menciptakan persahabatan
• Menyenangi suasana yang kooperatif
• Tidak senang sendirian
• Perhatian terhadap orang lebih dari
terhadap pekerjaan
• Menekankan hal-hal yang bisa diterima
orang lain
Need for achievement

• Mengungguli orang lain

• Inovatif
• Menetapkan sasaran yang moderat
• Bertanggung jawab
• Mencari umpan balik
• Memilih berteman dengan para ahli
 Alderfer’s ERG theory

Theory developed and tested by Alderfer that categorized

needs as existence, related-ness and growth

Existence; needs satisfied by such as food, air, water, pay and working conditions

Related-ness; needs satisfied by meaningful social and interpersonal relationship

Growth; needs satisfied by an individual making creative or productive contributions

Source : Gibson
 ERG Theory Relationships among Frustration, Importance
and Satisfaction of Needs

Frustration Importance Satisfaction

of growth needs of growth needs of growth needs

Frustration Importance Satisfaction

of relatedness needs of relatedness needs of relatedness needs

Frustration Importance Satisfaction

of existence needs of existence needs of existence needs

Source : Gibson
A graphic Comparison of Four Content Theories of Motivation

Maslow Herzberg Alderfer Mc Clelland

(need hierarchy) (two factor theory)
The work itself
Need for
Self-actualization - Responsibility Growth
achievement
Higher - Advancement
order Esteem Motivators - Growth
needs
Achievement
Belongingness,
Recognition
social and love
Need for
Quality of Relatedness
power
Physiological interpersonal relations
among peers, with

Basic Hygiens supervisor, with

needs conditions subordinates
Need for
Job security Existence affiliation
Working conditions
Salary
MOTIVASI UTK BERPERILAKU
SEHAT
• Skill deficit  pelatihan
• Performance deficit  reinforcement utk
meningkatkan perilaku, sanksi utk
menurunkan perilaku
PERILAKU SEHAT SULIT ?

• Dampak tidak cepat

• Mungkin tidak berdampak thd penyakit, tp
hanya mencegah
• Memotivasi orang sehat lbh sulit drpd
memotivasi orang sakit.
• Lingkungan sangat berpengaruh