Performance Management And Herzberg's Model Of The Maslow Model

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Performance management aims at developing individuals with the required commitment and competencies for working towards the shared meaningful objectives within an organizational framework. (Lockett1992)
There are major objectives for performance management that is to promote a both way system of communication between mangers and its employees for clarifying expectations about the roles and responsibilities, communicating the company mission and goals, by providing a regular and a clear feedback for improving performance and needed coaching in Identifying the obstacles for effective performance and resolving those blocks through constant monitoring, coaching and development.
As well to Creating a basis for several organizational decisions
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Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a hierarchical order of increasing importance. This order is “prepotency”. It means satisfied need no longer remains a motivator and only the next greater needs can motivate an employee to perform further. This was later analyzed due to there is no certainty that these needs are consider as a motivation hierarchical order as recommended, therefore
Motivation doesn’t always follow the hierarchy as Maslow’s theory of needs.

Herzberg’s model (1956) is the most used in business. It splits hygiene factors from motivation factors. Hygiene factors are related to salary, working conditions, policies and administration are not managed well lead to dissatisfaction in the employees when they are not satisfied. (Saiyadain, 2009)
While Motivation factors are related to the ability to achieve and experience psychological growth such as achievement, recognition, participation, involvement, delegation, autonomy and other intrinsic aspects when fulfilled generate motivation in the employees.
The model introduces ‘job enrichment’ for true motivation, as opposed to ‘job
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