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The Impact Of Performance Management And Motivation

Coordinated association of purposes, intent and values amongst staff, squads and organisation is the basic facet of motive. The better the association and personal coordination with organisational purposes, the better the motive.

Where it ‘s tough to keep association with organisational purposes, so most motivational thoughts and activities will bring forth low success degree.

Motivational and bestiring address Markss, verse forms, postings, motivational talkers and narratives, squad edifice games and activities, all develop employee motive for gross revenues and concern staff in all sorts of organisations. These improve employee ‘s attitudes, poise and presentation.

Motivation is a behaviour that is directed with certain end or ends, which are governed by the social, emotional and reason factors ( Metsala & A ; ehri,1998 ) .Motivation makes the individual to move in a specific order or behaviour and it is being marked with the degree of committedness towards a peculiar end or undertaking. ( Rabin,2003 )

Two types of motives

Intrinsic motive and extrinsic motive

Intrinsic motive is concerned with the motivational activities related with the self-government. The person in this sort of a motive takes the activity as a personal undertaking and challenge. The ain desires of that single make that activity interesting and worthy to carry through. ( Sternberg, 1999 )

Extrinsic motive is controlled by the external environmental factors in which an a persons is motivated by wagess, achievements, gifts, or any other thing which that person is endeavoring to accomplish. ( Sternberg, 1999 )

A satisfaction in the employee public presentation assessment procedure is normally linked with the employee public presentation and its result towards the end and aims of the organisation. However, the procedure picks up the gait when this procedure is being mediated with the intrinsic motive of the employees. Therefore, the intrinsic motive is the factor that can farther hike the satisfaction of the public presentation assessment satisfaction eventually ensuing in premier outcome output by an employee. ( Kuvaas, 2006 )

On the footing of employee results are what all the organisations all around the universe operate. However, employees are being invariably evaluated through public presentation assessment plans in order to measure their possible and part given to the organisation.

Normally a satisfaction in footings of public presentation assessment systems helps to give the premier result from the employee. But on the other manus intrinsic motive is besides another factor that is truly associated with the public presentation result of the employees every bit good. Therefore, it ‘s really valuable to analyze and to place how public presentation appraisal satisfaction and employee result are being linked together with the presence of intrinsic motive of an employee within the organisation.

Purposes and aims:

Performance appraisal satisfaction from an employee ‘s point of position is one of the cardinal ingredients for that employee in footings of giving the result for the organisation. Motivation as ever is strongly associated with the end product and public presentation of the employee besides. Even without the public presentation appraisal the intrinsic motive can still be holding the concluding impact on the employee result.

This survey will assist to place the behaviour of intrinsic motive as an excess property with the presence of two working phenomena public presentation appraisal satisfaction and employee result.

Similarly this survey will besides assist to measure how these three variables intrinsic motive, public presentation assessment satisfaction and employee result are being interlinked with one another.

Aims of the survey

To place relationship in between the public presentation assessment satisfaction and employee result.

To measure the relationship between public presentation assessment system and employee turnover connotations.

To measure the behaviour of the intrinsic motivational factor with regard to public presentation appraisal satisfaction and employee result.

To measure the nexus between employee committedness with the public presentation assessment satisfaction

Research methods:

The research is conducted in order to analyze the impact of public presentation assessment system on employee satisfaction and public presentation. The survey focuses on cardinal variables including employee satisfaction, work public presentation and employee committedness, turnover connotations which are the dependent variables and is influenced by the Performance assessment system the independent variable. Performance assessment system is straight related with employee satisfaction.

Data will be collected from both the secondary beginnings every bit good as from the primary beginnings. In footings of primary beginnings of informations questionnaire will be used as an instrument. Which will comprises of properties of public presentation assessment satisfaction, employee committedness, work public presentation and employee turnover connotations and employee intrinsic motivational degrees.

The secondary beginnings of informations upon which my literature reappraisal will be based from the online published research documents, online books and magazine articles available on Ebsco, Springerlink, Blackwell synergy etc.

Researcher will be concentrating on Deductive research attack chiefly ; as he feels that by this method he can explicate and calculate out the debatable country in an enhanced attack.

Data will be collected trough qualitative methods nevertheless for instance survey quantitative informations will besides be utilized where required.

Literature reappraisal:

Amongst assorted behavioural theories Frederick Herzberg ( 1923 – 2000 ) and Abraham Maslow are considered most in concern literature

Herzberg 1959, a psychologist in his book ‘The Motivation to Work ‘ proposed theory about motive hygiene ( two factor theory ) . He performed surveies to reason, what factors is involved in satisfaction or dissatisfaction of an employees in his work environment.

He analyzed that occupation satisfaction factors were different from those doing occupation dissatisfaction.

Whereas Abraham Maslow, in his book ‘Motivation and Personality ‘ 1954 developed theory about rank and contentment of assorted human demands and how people pattern these demands.

If unsated needs leads to motive, so its worthwhile for a director to understand which demand are more of import for single employee.

So in this respect Maslow presented a theoretical account in which basic, low degree demands such as physiological demand and safety must be satisfied before higher degree demands such as self-realization are practiced. In this theoretical account when a demand is satisfied it no longer motivates and following degree demand takes its topographic point.

Maslow hierarchy of demands are

Physiological demands:

Air, H2O, nutriment, slumber

Safety demands:

Populating in a safe topographic point, medical insurance, occupation security, fiscal militias.

Social demands

Needs for friends, demands for belonging, needs to give and have attention.

Esteem demands:

Assurance, achievement, concentration, recognition, character.

Self Realization:

Legitimacy, just dealing, good judgement, significance.

Adams equity theory on occupation motive calls personal attempts, difficult work and wagess and other similar, give and take issues at work severally inputs and end products.

Input signals are what we give or put into our work and end products are everything we take in return.

Equity theory therefore gives us thought why wage and conditions entirely do non reason motive. It requires just balance, what we put into our occupations and what we get out in return of it.

Douglas Mcgregor ‘s Theory X Y Harmonizing to Douglous Mcgrere ‘s Motivation theory ( X, Y ) . The theory Y oriented people are the 1 with higher intrinsic motive and people who became the basic constituent upon which the organisations achieve competitory advantage.Intrinsic incentives are factors such as chances for creativeness, chances to utilize your enterprise, and how you perceive the importance of your work in the exterior. Merely a motivated individual sets ends, which besides leads to positive effects of him accomplishing them successfully at the workplace. Motivation is an energy supporter at work public presentation as it takes best out of employee because he is willing to set that excess pace into his work. Therefore, there are more opportunities that a satisfied public presentation assessment which is comprised of ends and aims every bit good as mediated with the intrinsic motive which serves as synergizing consequence at the result in any given working conditions. ( Early, Northcraft, Lee and lituchy, 1990 ) .

As we compare Maslow and Herzberg ‘s theories the similarities which came across are, both used hierarchical graduated tables, both are based on the statement our behavior depends on desire to carry through internal demands, both specify standards what motivate people, both are inclined by environmental conditions, worker attack and as a consequence their motive.

Differences we found are Maslow says each phase of 5 properties must be complited to the full earlier progressing to the following phase, nevertheless Herzberg suggested 2 phases hygiene and incentives.

Maslow said that satisfying each phase is a motive, nevertheless Herzberg position is, fulfilling hygiene phase merely result in employee being in impersonal province and contentment. Where as motive comes from 2nd phase.

Peoples will non usually and sustainably better their public presentation or attack when they are shouted at or given kick up the back side. Peoples will on the other manus by and large better their presentation if empowered to spread out their ain planned ability and liability with in organisation.

However Herzberg, Adams, Handy, Maslow and Mc Gregor and even other direction and motive experts confirmed all this long ago.


The survey had merely one independent variable and three dependant variables which were work public presentation, employee committedness and turnover connotations. We analyzed the impact of public presentation assessment. Performance assessment system has an impact on employee results in footings of committedness, public presentation and in instance of dissatisfaction from the assessment system can take to turnover.

Employees agree that the assessment is conducted for future developmental intents instead than knocking the hapless public presentation. This indicates a positive relationship between the public presentation assessment satisfaction and employee results and frailty versa if the satisfaction falls.


Since there is ever a room for betterment in the organisation within the visible radiation of new constructs and new analysis the undermentioned processs can farther hike the procedure of public presentation assessment satisfaction and employee results. These include

Performance assessment should be implemented on a regular basis in the organisation non merely on annual footing. There should be uninterrupted feedback provided by supervisor to measure and the assessment should be quarterly conducted to better communicating and extinguish component of surprise when one-year assessment is conducted this would farther heighten to the Employee satisfaction and public presentation.

The public presentation assessment should be end oriented.It should n’t be about knocking the negative facets of the employee ‘s public presentation. Furthermore, direction every bit good as employees should pass on together to put such ends and aims.

The design of the public presentation assessment should affect all the participants of the organisation.

Coaching and Counseling should be provided to employees to steer them how they are executing.

Performance direction system should be just and consistent throughout the organisation. It should be crystalline. The employees should be involved in the public presentation assessment system. Employees should be given a opportunity for the self appraisal of their public presentation.

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