Motivation Theories Essay

An appraisal is one of the most commonly used methods of formal assessment and is used to evaluate and assess the performance of an employee against agreed targets and objectives, with the aim of improving employee performance. Where an employee has been able to achieve their targets, the appraisal can be used to recognise successes. This often helps to increase an employee’s confidence and motivation and can lead to better organisational performance. Many organisations will use the outcomes of an appraisal to identify potential candidates for promotions or even an increase in pay. At the same time, an appraisal meeting may include discussions on underperformance, identifying why this has occurred and how this can be avoided in the future.

What are performance appraisals? Simply put, they are the evaluation of goals that are pre-determined and set by both the employee and organization (Harvard Business Press, 2009). They are used to measure an employee’s performance and team performance.

The purpose of a performance appraisal is to be used to improve employee performance. It should be used as a guide for recognizing outstanding behavior that is in line with departmental policies and work objectives, but should also be used as a tool for feedback to improve observed employee deficiencies. Performance appraisals should never be a surprise when it is presented to the employee. It is important for subordinates to understand what they are being evaluated on and what it takes to be successful.

Motivation is the force that makes us do things, whether accomplishing personal goals or completing tasks at work. Most people are motivated as a result of their individual needs being satisfied, which gives them the inspiration to perform specific behaviors for which they receive rewards (Kinicki & Williams, 2011). These needs vary from person to person, as everybody has specific needs to be satisfied. When we consider factors that determine the motivation of employees, many of us think of a high salary. This answer is correct for the reason that some employees will be motivated by money, but mostly wrong for the reason that it does not satisfy other needs to a lasting degree (Bizhelp24, 2010). This supports the idea that human

The purpose of this paper is to provide a report of the selected motivation techniques that will be used for creating Enron as a learning organization. The researcher will provide a description and definition of the motivation technique. Finally, the researcher will provide rationale for the using the selected motivation technique.

First, we need to ask what performance appraisals are. They are “The identification, measurement and management of human performances within an organization.” (GOMEZ-MEJIA, 2010) Performace appraisals are popular and used world wide to measure personal and team performace. Performance management has increased with the gripping economy and having less to do more. Managers have always thought of optimal performance, yet a poorly written performce appraisal has a devistating impact on the employee, the manager, and the company.

“Performance appraisal can be viewed as the process of assessing and recording staff performance for the purpose of making judgments about staff that lead to decisions. Performance appraisal should also be viewed as a system of highly interactive processes which involve personnel at all levels in differing degrees in determining job expectations, writing job descriptions, selecting relevant appraisal criteria, developing assessment tools and procedures, and collecting interpreting, and reporting results.”( The University of Georgia, & VirginiaTech, 2008)

Although performance reviews have been in place for generations, until recently, very little effort was given to understanding whether the process motivated employees or irritated the. One may develop the most technically sophisticated, accurate appraisal system, but if that system is not accepted and supported by employees, its effectiveness ultimately will be limited (Fischer, 2010).A review of the evidence supporting the use of feedback (such as performance appraisal) suggests that providing personnel with feedback is like gambling in the stock exchange: On average, you gain, yet the variance is such that you have a 40% chance of a (performance) loss following feedback (Kluger & DeNisi, 1996 Vol 119(2)).

Motivation is the desire to achieve the goal or reason why is making you do something it makes you feel like that to continue work to achieve your goal. Also to be successful in lifestyle you will need a good motivation to have the opportunity to survive. For example, some students have got motivation to complete their education. To put it simply motivation is knows as an interaction of the individual and the situation. Remember that the level of motivation varies between each individual and among individuals in different time. This essay will seek to critically examine to understand what motivation is as well as evaluate the three theories.

“Performance appraisals can enhance employee performance as well as advance the mission and goals of an organization. There are many advantages of performance appraisals if they are applied fairly, consistently and objectively. Performance appraisals not applied fairly can be counterproductive and even destructive to

Gives teachers impression that he/she is working diligently but just gets the answer from a classmate or from copying from someone else’s paper

First, I’ve learned in this course that motivation in employees can be separated into two concepts: intrinsic motivation and extrinsic motivation. Intrinsic motivation comes from internal rewards inherent to a task or activity in itself, such as the enjoyment one gets by accomplishing a big project or goal. On the other hand, extrinsic motivation comes from an outside source of reward such as pay, promotions or bonuses. For a company to succeed in motivating their employees they will have to assess these values.

Foundation of today's organizations. These theories go back to the turn of the century and in some cases are considered by the uninformed to be simply fads which come and go. As I have discovered, these theories are rather the steps on a ladder which continually takes us higher and higher. Douglas McGregor in his book, "The Human Side of Enterprise" published in 1960 has examined theories on behavior of individuals at work, and he has formulated two models which he calls Theory X and Theory Y. Theory X Assumptions The average human being has an inherent dislike of work and will avoid it if he can. Because of their dislike for work, most people must be controlled and threatened before they will work hard enough. The

The word motivation comes from the Latin word "movere", which means to move. Motivation is defined as an internal drive that activates behaviours and gives it direction. The term motivation theory is concerned with the processes that describe why and how human behaviour is activated and directed. It is regarded as one of the most important areas of study in the field of organizational behaviour. The act of directing and controlling a group of people for the purposes of coordinating and balancing the group towards accomplishing a goal beyond the scope of individual effort is known as management.

Performance appraisals are often viewed as a “no-win” situation by both managers and employees (Glen, 1990). Managers view performance appraisals as their job to provide performance feedback and motivate employees in order to drive individual and organizational improvements (Glen, 1990). Employees see performance appraisals as the means to an increased income, improved skills through developmental training and promotional opportunities (Glen,