Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved. Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the “driving force within individuals” (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008).
The aims of reviews are to not only give feedback on performance but also to facilitate communication between workers and executives. Reviews as a whole are beneficial as they identify employee training needs and provide an opportunity for individual growth and change. In addition, performance reviews allow the employee to discuss their own perception of their performance, in addition to, their boss’. Performance reviews allow one to receive feedback both personally and career-wise, as generally employee’s tend to like to know how they’re doing overall; appraisals help improve the future.
Employees should be given goals to reach, so it challenges their knowledge and so managers can give feedback for improvement. This is all part of the goal setting theory. The motivation behind it is to become better at the specific job. Managers can also motivate employees using pay or benefits. There are various types of pay/ benefit plans that motivate employees to do better or accomplish all tasks because they are rewards.
When managers take up this approach, they seek to create an environment that focuses on the strength of their employees. Creating the circumstances to promote the feeling of motivation requires managers to emphasize accountability, encourage autonomous decision-making, share information with the employees, help the employees develop their skills, and promote innovation (Medes & Stander, 2011). In order to do the things listed above, managers must work on perception; how do the employees perceive the tasks that are being asked of them, and, above all, the attitude it is being presented with (Liebler & McConnell, 2012). A true leader will empower their employees. Empowerment can be achieved when a manager creates an atmosphere of meani... ... middle of paper ... ...oyee’s choice whether or not they want to be motivated; a manager can only do so much.
Motivation theories are unique to each organization. Some organizations have come up with motivation theories such as setting work goals, job performance evaluations, and fair treatment policies within the work environment to keep employees motivated. The impact that individuals, groups and structures have on behavior within organizations is Organizational Behavior. Motivation is affected by organizational behaviors, which is why different organizations apply motivation theories to motivate employees. Applying Motivation Theories to Motivate Employees Keeping workers motivated in today workplace can be not just a job, but also an adventure.
MOTIVATING YOUR EMPLOYEES Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace. People want to do more than work as machines; they want to be productive as well as being recognized by others.
The purpose of conducting this research is to identify that how work design affects on employees performance and how motivation helps to influence the employees to actively perform job tasks, that whether job design maximize performance or not. Job design should be aligned with the employee’s capabilities or desire. Employees are an important asset of any organization so, organization should make sure that whether their employees are satisfied with their roles or not. Work design according to one’s own choice brings involvement and satisfaction among employees. It is foremost responsibility of HR department to understand the significance of job design because improved job design will lead to employee’s satisfaction and will result in better performance.
Rewards and incentives can be established for employee to better accomplish the company goal. Motivation can be intrinsic or extrinsic. Intrinsic motivation can be described as the process of motivation by work to satisfy the personal needs of the employee. The factors affecting intrinsic motivation include for example responsibility, freedom to act, courage to develop employee own skills and opportunities for advancement. Extrinsic motivation is the amount of effort other people give to the person to motivate them.
The procedure of peer evaluation is significant especially in the time of sharpening the skills of the workers. As a major role in the company, peer evaluation helps in exposing capability of the worker. The use of the concept in the company assists in giving group members with an opportunity of facing the reality. Members participating in the
However, organizations can motivate staff with commitment to their staff in the performance of their jobs. Staff deserves fair pay and they deserve to be motivated by managers who have the farsightedness to trust, delegate to and include their staff members in the decision making process. It can be seen, that motivation is the key even when fiscal incentives are not available. References Robins, S.P. (2001).