But balance needs to be maintained as too many rewards reduce its importance and effect. Punishments may force employees to follow ethical rules but may also act as a deterrent in the long run. Negative reinforcement forces an employee to follow rules to avoid a difficult situation. A manager also needs to be sure about what constitutes a reward for a person as what one person considers a reward may be thought of as a punishment by another person. According to the father of behaviorism, B.F. Skinner, human beings’ behavior was affected by the rewards and punishments received throughout life.
Brief Overview of Performance Appraisal Performance Appraisal can be referred to as a method of evaluating your employees. Using this method, the performance of an employee is evaluated in terms of the quality, quantity, cost and time. Performance appraisal can be regarded as a part of career development. According to the modern approach of performance appraisal, it can be regarded as a formal interaction between a superior and a subordinate, usually taking place periodically, during which the performance of the subordinate is discussed with the aim of identifying the strengths and weaknesses of the subordinate. This takes place mainly to help the subordinate enhance his skills and also to analyze the opportunities that are available to the subordinate.
Performance appraisals are useful tool to motivate employees. However, it is important that managers acquire the necessary skills to conduct effective performance appraisal interviews. Works Cited Bauer, T. & Erdrogen ,B. (2009). Organizational behavior.
Job status rewards should be calculated based on objective reasoning of an employee’s value to the organization. Individuals differ widely in the rewards they desire and in the value they attribute to each. Job status rewards play a large role in understanding motivation. Rewards affect employee satisfaction, which can influence individual performance. Employees tend to compare their person... ... middle of paper ... ...e, and ensure rewards are relevant and valued.
Such information is aimed at changing and sustaining behaviour. Performance feedback can be also be observed by organisations by implementing various techniques such as offering training, providing development opportunities, clearly specificing job requirements and expectations and by also gathering feedback from fellow line managers about such performance related to these techniques. In doing this, the margin of error by implementing such features may be reduced. Performance feedback is typically conducted in such a way where managers have the only authority to examine the performance of their employees. This literature review will discuss the importance of giving performance feedback, it’s proposed benefits for employers, challenges and under what conditions, for example, the system used, can improving performance feedback be recommended.
Organizational Behavior Human Resource Management (OBHRM) especially employee performance measurement has been research accordingly to organizational psychology and human resource management principles. MEASURING PERFORMANCES The objectives of measuring performance of employees are to motivate employees, provide feedback, fairness in structure of organization and equal opportunities, support employees and help them to improve themselves (Griffith (2003); Key (2003) as cited in Kazan and Gumus (2013)). According to... ... middle of paper ... ...t be the same with employee cutbacks. Managers who make decision should discuss with managers who measure the employee performance. In addition, Zatzick, Zhao and Tingling (2014) also stated that managers that will decide which employee will be dismissed must also discuss with managers responsible for recruiting because “to avoid mistakes such as “last in, first out,” hiring managers are in the best position to know whether the most recent hires have the cutting-edge skills companies need most and therefore are the ones most difficult to replace.” “Employees are more satisfied with a system in which the supervisors, in addition to evaluating their results, involve them in seeking improvements to the work process” (Lam and Schaubroeck, 1999).
One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource.
Behavior Analysis believes these are imperative to understanding behavior and the influence of events. Furthermore, the term operant conditioning behavior corresponds to the stimuli of the consequence. Moreover, the Consequence that precedes a behavior can be positive or negative. The significance of these stimuli is the ability to influence and affect the contingency of the individual target behavior. The main dynamic of Applied Behavior Analysis is it capacity of being able to measuring Behavior.
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.
Goal setting theory can help motivate employees to do their job as managers can relate to Professor Edwin Locke goal theory. The underlying concept behind this theory is the belief that people’s goals play a vital part in deciding their behavior. People drive to satisfy these goals to help their emotions and desires. Goals guide people’s responses and actions. Goals command employee performance and actions and this can call for action or feedback.