Motivation vs Employee Performance

This chapter examined relevant literature from full treatment that m new(prenominal) already been d iodin on the topic. The literature freshen up was incorpo enjoind in the following form Introduction, penury, the early theorists of require, and contemporary theorists of indigence. Area of domain 1MotivationMotivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what ca practices us to act, whether it is get a glass of water to reduce thirst or practice session a book to gain knowledge. It involves the biological, emotional, social and cognitive kings that activate behavior. In eachday usage, the term motivation is frequently calld to describe wherefore a soulfulness does something. For example, you might say that a student is so motivated to get into a clinical psychology program that she knock offs every night studying.Psychologists see proposed a number of antithetical theories of motivation, including dr ive theory, intellect theory and humanistic theory. Motivation is the step upcome that initiates, guides and maintains goal-oriented behaviors. It is what causes us to take bring through, whether to snatch a snack to reduce hunger or enroll in college to earn a degree. The forces that lie beneath motivation evict be biological, social, emotional or cognitive in nature. Researchers have developed a number of different theories to explain motivation. Each man-to-man theory tends to be rather limited in scope. However, by looking at the find ideas behind each theory, you dope gain a better accord of motivation as a whole.1.1. BonusBonus is the extra amount in money, bonds, or goods over what is normally due. The term is applied especially to getments to employees either for output in excess of the normal ( affiance incentive) or as a tract of surplus profits. The wage incentive was designed during the late 19th cent. non precisely to increase production but to take the more respectable and more energetic fakeers. The hourly or weekly wage was to be figured as sufferment for a exemplar rate of work, and the workers who exceeded that standard were to receive a bonus.However, the system fell into disfavor with labor unions because rate cutting was often resorted to when bonuses became withal high. Industrial engineers of the 1930s realized that decided standards ofaccomplishment and flavor must be set to make wage incentives workable. Many firms have used an annual bonus plan for distributing irregular profits to employees. The term is in like manner applied to payments to former servicemen in step-up to regular pensions and insurance.1.2. IncrementSalary increments atomic number 18 often expressed as a character of an employees overall base pay. An increment usually represents a portion of what the employee earns per stratum. Employers use increments to increase or decrease base salaries or to award bonuses. Employees use them as a ben chmark to either negotiate a pay increase or a starting salary with a crude employer. When an employer offers a starting salary that is 5 percent below average, a potential employee might counter with a 5 percent increase. state-supported employees typically receive annual raises based on salary increments.1.3. improve FacilitiesDesigning a workplace that raises opportunities for the broadest potential workforce makes good business sense. This allows employers to portion out the most qualified populate from the largest possible applicant pool. It whitethorn besides improve work efficiency, employee productivity, workplace safety and the quality of work. The workforce entrust likely represent a wide range of demographics and abilities. Most workers spend much of their time at the workplace. therefore, many design considerations for workplace facilities may be different than other types of built surroundingss that be used by fewer plenty over shorter time spots. Job fulfi llance is beat out when the purlieu neither under-stimulates nor over-stimulates the employee. Lighting, the thermal environment and noise are the light upon environmental variables to consider. The most desirable levels of each will non only convert across work environments and multitude, but also will vary for different line of work requirements. It is therefore important for the designer to have a good discretion of the work requirements to design effective environments.Area of Study 2 Employee surgery Employee performance is basically related performance appraisal interms of and man-to-man goals. Employee execution means the level at which your employees are performing. Employee performance is more than just completing the dreaded annual review in order to get the annual bonus or pay increase. It is an ongoing activity with the ultimate goal of improving both individual and corporate performance.Employees set their objectives for the upcoming review period monitor the ir increase against those objectives, and develop the right set of expertnesss and objectives for the future. Teamwork is the ability to work together toward a familiar vision. The ability to direct individual accomplishments toward organic lawal objectives. It is the fuel that allows common plenty to attain uncommon conclusions. Andrew Carnegie (1835 1919)2.1. The appraisal process is made up of three stages Goal setting set goals and objectives for the upcoming review period Evaluation assess the employees performance against the established goals and objectives Improve performance and skill development career planning, training, personal development, train, mentoring and more.2.2. Why should an presidential term consider implementing an Employee Performance precaution (EPM) solution? Automation save time and money by automating this potentially labour intensive activity. Not only will organizations move around more efficient, they will be able to improve on their H R reporting and analytics. Goal Alignment the goals and objectives of the organization can be cascaded mickle to every level of the organization. Everyone in the organization will be operative towards a common objective. Remote Workers- technology and the nature of the work force has made alternative working arrangements a reality. Employees no farsighteder have to physically be in the office in order to do their job.2.3. With an EMP solution, managers and employees can collaborate on their performance objectives.Flexibility EMP solutions can be put together to meet the unique of necessity of every organization. Competency Management every organization has specific competencies that are important for the company, departments and roles thatcan easily be managed using EMP software. Talent Management EPM is an important part of the Talent Management Process. It swear outs to identify known competencies for success, develop succession plans, pinpoint talent gaps, and establish compensation scales. The employee performance management solution allows organizations to manage their talent in order to maximize their human resources in order to gain a competitive advantage.Motivation and Employee PerformanceAccording to Dubin (2002), Motivation is the complex of forces starting and keeping a person at work in an organization. Motivation is something that puts the person to action, and continues him in the pedigree of action already initiated. Motivation refers to the way a person is enthused at work to intensify his desire and willingness to use his energy for the achievement of organizations objectives. It is something that moves a person into action and continues him in the course of action enthusiastically.Motivation is a complex phenomenon, which is influenced by individual, cultural, ethnic and historical concomitantor ins. Motivation can be defined as a series of energizing forces that prepare both within and beyond an individuals self. These forces rig the persons behavior and therefore, influence his/her productivity (Jackson, 1995). According to De Cenzo et al,(1996), deal who are motivated use a greater effort to perform a job than those who are not motivated. In other terms this means that all thinkable factors of physical or psychological cycloramas that we move with, leads to a reaction within our self or of the entire organization.According to Latham and Ernest (2006) motivation was in the beginning of the 1900s thought only to be monetary. However, it was discovered during the twentieth century that to motivate employees, there are more factors than just money. In their view, employees satisfaction with their job is an important indicator for a good job performance and happy employees are productive. To them, motivation is a psychological factor and is affected by the workers mental attitude and health. Therefore, in order to be motivated, a person require to have certain basic needs fulfilled. If these needs are lacking, a persons self-esteem and self-actualization cannot develop.This couldresult in lack of interest to progress and develop, both professionally and personally. There are several theories of human needs, which are the buns of motivation. CIPDs observe Survey (2005a) reveals that human resource (HR) and line managers fail to develop reward strategies for their employees. Guest and Conway, (2005) established their suggestions on the basis of CIPDs survey on employee welfare and emotional convention that managers fail to motivate and improve the performance of commonwealth whom they manage.The familiar notion that people leave managers, not organizations, suggests that the organizations concerned, were subjected to blow for holding managers responsible to consider their role in motivating people and to manage performance as effectively as they can. The biggest challenge for HR managers is to push line managers to manage and develop people.According to Butkus and Green (1999 ), motivation is derived from the word motivate, means to move, push or persuade to act for hearty a need. Baron (1983) defined motivation in his own right. He says that motivation is a set of processes concerned with a kind of force that energizes behavior and directs it towards achieving some specific goals. Many writers have expressed motivation as goal directed behavior. This objective nature of motivation is also suggested by Kreitner and Kinicki (2001) put forward that motivation represents those psychological processes that cause the stimulation, constancy of voluntary actions that are goal directed.A motivated person have the awareness of specific goals must be achieved in specific slipway therefore he/she directs its effort to achieve such goals (Nel et al., 2001). It means that motivated person is best fit for the goals that he/she wants to achieve, as he/she is to the full aware of its assumptions. Therefore if the roles of managers are assumed to successfully guide e mployees towards the organizational agenda of achieving its objectives, accordingly it is very important for them to educate and understand those psychological processes and undertakings that root cause the stimulation, direction of destination, determination and persistence of voluntary actions (Roberts, 2005). Mo (1992) differentiates between the terms movement and motivation.Movement carries out the occupation for compensation, requital in humans mind to act, term the term motivation is stapled with conglomeration involvement of a person in its tasks to carry out with excitements andhappiness. In simple words, movement compels a person to carry out tasks, while motivation is self-realized jubilant and pleasing act of carrying out specific tasks. The detective emphasizes on motivation which is basis for the success because the person involved in it is very happy and voluntarily excited not for compensation. Motivation is tenability for individuals accomplishments to carry out the project (La Motta 1995).There are many aspects of motivation in an organization a person motivated by those aspects may not necessarily motivate another person, because there are many different factors that affect motivation for different level employees. On reaching the understanding and believing that people (employees) are naturally motivated, an organization simply allow for the environment for their motivation to be enhanced and improved (Baron, 1983). It means that an organization is a better environment and working atmosphere provider, it only needs to believe that the people have the motivational behaviour. Lawler (2003) noted that different theories mocking why people prefer certain careers, why they seek situation rewards and why they feel satisfied or dissatisfied with their work and rewards.These are some of the resonating questions that create so many assumptions and hypotheses to be researched. It is astray recognized in management circles, that motivation plays a role in keeping an employee performing his or her best in any task assigned. Assessing La Motta and Baron, views on the concept of motivation makes one wonder why incentives provided to workers did not yield intended purpose. This is as a result of dynamics of individual needs and humans can never be accomplish in that, when one need is catered for responded, the worker shifts to another need and this then becomes a challenge hence the call for further research on the issue of motivation.An individuals motivation is influenced by biological, intellectual, social and emotional factors. As such, motivation is a complex, not easily defined, intrinsic driving force that can also be influenced by external factors. Every employee has activities, events, people, and goals in his or her deportment that he or she finds motivating. So, motivation about some aspect of life exists in each persons consciousness and actions. The trick for employers is to figure out how to inspire employ ee motivation at work. To create a work environment in which an employee is motivated aboutwork, involves both intrinsically satisfying and extrinsically support factors.Employee motivation is the combination of fulfilling the employees needs and expectations from work and the workplace factors that enable employee motivation or not. These variables make motivating employees challenging. Employers understand that they need to provide a work environment that creates motivation in people. But, many employers fail to understand the significance of motivation in accomplishing their mission and vision. Even when they understand the splendour of motivation, they lack the skill and knowledge to provide a work environment that fosters employee motivation. here(predicate) are thoughts about encouraging and inspiring employee motivation at work.3.1. Factors to Encourage MotivationThese are some of the factors that are present in a work environment that many employees find motivating. Mana gement and leadership actions that adorn employees,Transparent and regular communication about factors important to employees, Treating employees with respect,Providing regular employee recognition,Feedback and coaching from managers and leaders,Above industry-average benefits and compensation,Providing employee perks and company activities, andPositively managing employees within a success manakin of goals, measurements, and clear expectations.Every person has different reasons for working. The reasons for working are as individual as the person. But, we all work because we obtain something that we need from work. The something obtained from work fixs morale, employee motivation, and the quality of life. To create positive employee motivation, treat employees as if they matter because employees matter. These ideas will help you fulfill what people want from work and create employee motivation.3.2. What People indispensableness From Work Some people work for personal fulfillmen t others work for love of what they do. Others work to accomplish goals and to feel as if they are modifyto something larger than themselves. The bottom line is that we all work for money and for reasons too individual to assign similarities to all workers. Learn more.3.3. How to Demonstrate Respect at Work Ask anyone in your workplace what treatment they most want at work. They will likely top their list with the desire to be treated with dignity and respect. You can demonstrate respect with simple, yet goodly actions. These ideas will help you avoid needless, insensitive, unmeant disrespect, too. Read more about respect.3.4. erect Feedback That Has an Impact Make your feedback have the impact it deserves by the manner and ascend you use to deliver feedback. Your feedback can make a difference to people if you can avoid a defensive response.3.5. Top ten slipway to Show Appreciation You can tell your colleagues, coworkers and staff how much you respect them and their contribu tion any day of the year. Trust me. No occasion is necessary. In fact, small surprises and tokens of your appreciation spread throughout the year help the people in your work life feel valued all year long.3.6. Trust Rules The Most Important Secret Without it, you have nothing. Trust forms the foundation for effective communication, employee retention, and employee motivation and contribution of discretionary energy, the extra effort that people voluntarily invest in work. When trust is present, everything else is easier. Learn more.3.7. Provide motivational Employee Recognition You can avoid the employee recognition traps that single out one or a few employees who are mysteriously selected for the recognition play out the morale of the many who failed to win, place, or even show confuse people who meet the criteria yet were not selected or sought votes or other personalized, subjective criteria to determine winners. Learn more.3.7.1. Employee Recognition Rocks Employee recognition is limited in most organizations. Employees complain about the lack of recognition regularly. Managers ask, Why should I recognize or thank him? Hes just doing his job. And, life at work is busy, busy, busy. These factors combine to create work places that fail to provide recognition for employees. Managers who prioritize employee recognition understand the power of recognition.3.7.2. Top Ten Ways to Retain Your Great Employees Key employee retention is critical to the long term health and success of your business. Managers readily agree that their role is expose in retaining your best employees to ensure business success. If managers can cite this fact so well, why do many behave in ways that so frequently encourage great employees to quit their job? Here are ten more tips for employee retention.3.7.3. Team weeing and Delegation How and When to present People Employee involvement is creating an environment in which people have an impact on decisions and actions that affect the ir jobs. Team building occurs when the manager knows when to tell, sell, consult, join, or set apart to staff. For employee involvement and empowerment, both team building and delegation rule. Learn more.3.7.4. Build a Mentoring Culture What does it take to develop people? More than committal to writing equal opportunity into your organizations mission statement. More than send someone to a training class. More than hard work on the part of employees. What development does take is people who are willing to see and help their colleagues. Development takes coaches, guides and advocates. People development needs mentors. Learn more.