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Motivation and performance
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Introduction
What is motivation?
Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.
What causes motivation?
intensity of desire or need
incentive or reward value of the goal, and
individual expectations
(1) Internal and external factors that stimulate desire and energy in people to be continually interested and committed to a job, role or subject, or to make an effort to attain a goal.
Motivation results from the interaction of both conscious and unconscious factors such as the (1) intensity of desire or need, (2) incentive or reward value of the goal, and (3) expectations of the individual and of his or her peers. These factors are the reasons one has for behaving a certain way. An example is a student that spends extra time studying for a test because he or she wants a better grade in the class. Read more: http://www.businessdictionary.com/definition/motivation.html
http://www.businessdictionary.com/definition/motivation.html
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Sources of Motivation
People are motivated in situations where
They can participate,
They can feel accomplishment and receive recognition for their work,
Where the communication is frequent and
There are opportunities for career and knowledge growth.
people are motivated in situations where
(1) they can participate,
(2) they can feel accomplishment and receive recognition for their work,
(3) where the communication is frequent and
(4) there are opportunities for career and knowledge growth.
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Performance
What is performance?
The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed
Importance
Performance helps organizations achieve their objectives
The accomplishment of a given task measured against preset known standards of accuracy, completeness, cost, and speed. In a contract, performance is deemed to be the fulfillment of an obligation, in a manner that releases the performer from all liabilities under the contract.
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Performance measurement.
Performance management helps ensure that the staff meet the business expectations.
Performance measurement may be done through:
Graphic rating scales
management by objectives
Forced ranking
Performance management helps ensure that the staff meet the business expectations.
Performance measurement may be done through: Graphic rating scales management by objectives, and forced ranking.
1. Graphic rating scales are used by evaluators to indicate on a scale where he would rate a particular performance result.
2. Management by objectives involves outlining a number of priorities for management, then measuring the obtainment of those set goals.
3. Forced ranking requires managers to measure the performance of an employee against the performance of his peers.
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Factors affecting employee performance
Job fit
Technical training
Clear goals and expectations
Tools and Equipment
Morale and company culture
Job Fit
Employees must be qualified to perform a job in order to meet expectations. The best fit for a job is identified by skills, knowledge and attitude towards the work. If an employee is in the wrong job for any of these reasons, results will suffer.
Technical Training
Employees can bring skills to a position but there are likely to be internal, company- or industry-specific activities that will require additional training. If a process requires a new software package it's unrealistic to expect employees to just figure it out; they should receive adequate training.
Clear Goals and Expectations
When everyone understands the targets and expected outcomes, it is easier to take steps to get there and measure performance along the way. Organizations without clear goals are more likely to spend time on tasks that do not impact results.
Tools and Equipment
Just as a driver needs a vehicle in operating condition, employees must have the tools and equipment necessary for their specific jobs. This includes physical tools, supplies, software and information. Outdated equipment, or none at all, has a detrimental affect on the bottom line.
Morale and Company Culture
Morale and company culture are both difficult to define but employees will be able to report when they are poor or positive. Poor morale exists when there is significant whining, complaining and people just don't want to come to work. On the positive end, the workplace is energized by a sense of purpose and teams that genuinely want to work together
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Importance of employee performance
Achieving Goals
Positive Work Environment
Measure Employee Growth
Establish Team Trends
Achieving Goals
The most important factors in employee performance is to achieve goals. Successful employees meet deadlines, make sales and build the brand via positive customer interactions.
Positive Work Environment
When people are doing their jobs effectively, morale in the office gets a boost.
Measure Employee Growth
Using employee evaluations on a consistent basis helps employees see their growth, so that they can feel good about making progress over time. It also helps them set new goals, keeping the energy in the office high.
Establish Team Trends
Smart managers evaluate the deficiencies to see if it is a talent issue or a management and development issue. This can affect team training strategies, as well as future recruiting strategies.
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Effect of motivation on performance
Motivation is about giving your staff the right mixture of guidance, direction, resources and rewards so that they are inspired and keen to work in the way that you want them to.
Motivation makes the employees go an extra mile in providing a service
positive motivation leads to better performance and higher productivity
Motivation is about giving your staff the right mixture of guidance, direction, resources and rewards so that they are inspired and keen to work in the way that you want them to.
positive motivation leads to better performance and higher productivity
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Ways to motivate employees
Recognition
Benefits
Coaching
Leadership Opportunities
Breaks from the Norm
Recognition
Recognition of a job well-done is a great way to inspire employees. Recognition costs managers nothing and, to employees that feel under-appreciated, can mean everything. Praise doesn't need to be lavish or excessive, but keep track of employee achievement and publicly recognize it.
Benefits
Benefits boost job performance. Pay raises, bonuses, stock options and profit sharing are examples of positive motivators. These motivators reward employees for not only doing their job, but doing it well and with enthusiasm.
Coaching
Coaching is one way in which managers can utilize their time as a motivational tool. Sit down one-on-one with employees facing challenges and opportunities in the company and talk it through with them. Offer non-judgmental constructive criticism to help them improve and praise where it's deserved.
Leadership Opportunities
If you can't offer raises to top-performing employees, you can still give them compensation in the form of leadership opportunities. Promoting your best employees to positions of higher authority can inspire them to continue their excellent work. This can also help you retain great employees by presenting them with new challenges. Those who get bored in their current positions might soon look elsewhere for more dynamic work opportunities.
Breaks from the Norm
Taking a break from the daily grind such as office fun days, casual days and company events.
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Conclusion
Setting clear, attainable goals for the employees improves focus and team cohesion.
Employees are motivated by Beneficial incentives such as performance based bonuses, sales commissions, achievement rewards, pay raises and promotions. to boost morale and productivity.
Negative reinforcement such as use of bad performance reviews, verbal and written warnings, suspension, pay reduction or dismissal warnings may also get the workers motivated.
Employees who are well motivated perform better and add value to business
1. Setting clear, attainable goals for the employees improves focus and team cohesion.
2. Beneficial incentives boost morale and productivity, such as performance based bonuses, sales commissions, achievement rewards, pay raises and promotions.
3. Negative reinforcement is using unfavorable tools to achieve desired results, such as bad performance reviews, verbal and written warnings, suspension, pay reduction or dismissal warnings.
4. Employees who are well motivated perform better and add value to business. However, unmotivated employees produce less and do not substantially contribute to businesses.
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