Attitude Of The Employees Performance Essay

All employees analyze their environment and strive to be recognized and rewarded for their hard work and dedication they put into the company, in a word they are seeking justice. Justice can be defined as a person receiving what they feel they are entitled to and if they do not receive what they deserve the situation may board on injustice. Unfortunately in today’s society justice and appreciation are not given out to all those deserving (Pinder, 1998). A major problem to address is how to keep the motivation level high in a company when the employees do not feel appreciated.

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

This is an annual evaluation form. Indicate the rating value for each factor using the following Performance Criteria Rating Scale:

are very important part of the company, because thanks to them it can perform properly

Incentive plans are beneficial to an organization because it provides high productive results through teamwork; teamwork is an effective tool in an organization. For that reason, it is important to build an effective team and motivate them. The supervisor has the responsibility to motivate the employees; however, when incentives are given it will motivate the employee to do his or her best and in return the company will gain the maximum productivity of the employees (Businesstown.com, 2001). In the department I work for monetary incentives motivate the employees but nonmonetary incentives as simple as a candy bar or PTO work too.

Training needs for the underperforming employee can be found out as under as as to bring out the best in him and contribute towards his and organizational goals in positive manner.

Performance reviews are designed to both evaluate general performance and measure progress around specific goals. Both negative and positive aspects are incorporated in these reviews as they should serve as a point of reference to both look back in evaluation and ahead in anticipation. Pulling back from daily demands in order to assess and review employee performance allows managers to focus their attention on specific departments and clarify what is high priority to their company. Performance reviews also act as an opportunity to acknowledge working staff and identify professional development which will further support the staff members’ career growth. Reviews are seen as a powerful tool that can be tied to a company’s overall success;

Employees’ motivation is an important theory, to maintain the interest in employees i.e. if employees are motivated with Company’s culture, compensation, training programs and rewards and transparency in work; they would like to share more ideas to Company which could assist to influence the Company’s financial aspects.

Keeping employees motivated in addition to creating incentives and/or additional ways for employees to receive more compensation will create better performance overall within an organization. Contrary if company B gives their employees incentives to perform, without any motivational tactics they probably will not have as many top performances as company A, in addition the company may only seek short term rewards verses have long term success. Lack of motivation for employees within an organization, can cause long term damage for the company’s success. Different things motivate everyone; therefore there should be a system in place to keep employees motivated for the long term success of the company. In the MBM textbook under the concept of incentives, compensation, and motivation, there are a couple of different views of how it should be applied within an organization. We will discuss The Social Role of Profit, Personal Profit and Losses, and the way Market-Based Management view how incentives, compensation, and motivation should be applied and the things that effectively drive employees’ actions while at work.

How many practices are done for various types of employee motivation can influx the performance of employee in workplace? Also this study analyzes the basic motivation opinion and approaches. Knowing these basic opinion and approaches give authorization to organization senior managers to taking decision about types of motivation.

Performance evaluations are significant tools to assess how well an individual or a team is performing as well as to help improve quality, productivity, and efficiency. However, because work has become more team-oriented, performance appraisals now tend to focus on measuring how a team’s output rather than how an individual performs his or her duty. Most of the time, individual’s rating is translated from group performance, which raises a lot issues of fairness and equity when a person does not get what he or she deserves. Therefore, in addition to evaluating the group’s output, it is essential to determine individual’s contribution in order to eliminate the complication. This is not always easy, but developing meaningful metrics can help find and implement the right approach to evaluate individual performance, specifically in the two different situations where a team in a typical college course and a team in an organization that hopes to make significant improvements to their organization over the next two years.

An incentive pay program can reward employees who continue to produce superior work or encourage employees who already produce good work to best. Sometimes, use an incentive system when employees are lack of enthusiasm of getting down to work and improving things. If everyone in the same job classification gets the same pay, there is no real incentive to do an outstanding job (French, 1990). Various incentive plans used to motivate all employees such as production staff, sales staff, administrative staff and managerial and professional staff on an individual basis. To be improved employee work performance, the incentive pay programs need to be fairly matched with the employees’ expectation. Properly designed and maintained incentive pay program has the potential to increase employees’ productivity and work performance.

Performance management aims to manage and improve individual performance with a vision to improving performance across the entire business. (Walter. M, 1995) defines performance management as the process of “Directing and supporting employees to work as effectively and efficiently as possible in line with the needs of the organisation”. It is very important to direct and support employees to work efficiently, and this can only be successful if a well-structured performance management system is put in place. But, nonetheless some organisations don’t get it right. [Bobby, David and Orr, 2014] state that powerful organisations like the World Bank (2007), the US Government Accountability Office (GAO) (2007) and the OECD (2008) say performance management should be exhibited on these pervasive characteristics which include concerns on output and outcomes, planning, performance measures and techniques, communication, review and evaluation, continuous development, monitoring, measuring results and verification. These characteristics must be effectively designed, managed and linked to achieve positive results. These features are explained further.

Effective compensation and reward systems have proven to be very important tools that are beneficial to both company and its employees. The company should consider these systems when selecting new hires. An effective system can make the difference in turnovers and retentions. The new hires compensation should be based on their skill level and the ability to execute the duties that the job description requires. The employer will benefit more from an employee who knows what is expected of them and that they are being compensated accordingly. Companies that offer rewards for exceptional work performances, usually get the employees that work to their full potential. Sign on bonuses, great benefits package, raises, paid time

The main purpose of this research is to identify the relationship between the employees’ motivation and the job satisfaction. The motivation can be rewards, intensives, greetings, appraisal, and good working condition. Without the incentive organizations can 't receive the higher level of employee job satisfaction. Inappropriate motivation and lower level of job satisfaction would cause the higher level of absenteeism and employees turnover. In this research case study organization