Performance Management And Herzberg's Model Of The Maslow Model

According to Maslow’s Needs theory, based on the fact that a person is justified as long as he still has not reached a certain level of satisfaction, has a better understanding of the fact that human motivation leads to a broad spectrum of their needs we could say that in order to motivate people, the manager has to give employees the opportunity to meet the needs in a way that together lead to the organization's objectives.

Performance management can be defined as a systematic process, which helps an organization by improving the effectiveness of its

Maslow’s theory of motivation is called the “hierarchy of needs”. Maslow believes that people have five main needs in the following order of importance;

Maslow’s Hierarchy of needs was introduced in the mid-1940’s by Abraham Maslow; it is one of the most popular theories of work motivation to this day. the theory was originally used specifically in a psychological setting, but was made more popular by Douglas McGregor in the late 1960’s and began to be used by not only psychologists but managers as well (Steers & Porter, 1983). The hierarchy is based on the fact that human beings have needs, Maslow took these needs and separated them into five categories: physiological needs, safety, belongingness or social needs,

Clarity of job role/performance expectations: jointly agreeing targets/objectives that are clear, fulfilling and stretching will motivate employees. Successful performance management processes measure performance against targets, provide regular feedback and positive reinforcement and work collaboratively with employees to evaluate performance, development needs and future aims and objectives.

Performance management relates to an organization’s ability to implement a system to evaluate and advance employee performance. Achieving peak performance requires consistency, clear objectives, and constructive employee evaluation. According to Mithas, Ramasubbu, & Sambamurthy (2011), an organization must design the performance management system based on extensive research about the organization’s mission, and then properly communicate the purpose of the system to employees, stakeholders, and decision makers. After the performing the research, the information should be used to establish the appropriate performance management specialized for the organization. In addition, an effective performance management system should align

Today, organizations need to have a clear understanding of where their organization is and where it needs to be in the future to secure longevity and financial success (Moore, Ellsworth, & Kaufman, 2011). Organizations need to have a performance management system in place to stay competitive. Therefore, having a well-developed performance management process in place allows the employer and employee to communicate goals, share information, and establish career growth. Performance management needs to contribute to the success of the organization while providing a positive impact on the employees. Therefore, the mission, goals and performance management should coincide with one another.

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

Performance management is about creating a culture that encourages the continuous improvement of business processes and of individuals’ skills, behaviour and contribution. It is a repetitive process that is continually reviewed and is both strategic and integrated. It is about broad issues and long-term goals and integrated by linking various aspects of the business, people management, individuals and teams to delivering successful results in organisations. It does this by improving performance and developing the capabilities of teams and individuals.

Our performance management philosophy is to empower those whom we are working with. Giving them the opportunities to achieve their goals and improve the success of the team.We accomplish this by properly prepare employees in their current roles by setting expectations, utilizing HRM strategies to maximize success, and to evaluate overall output and productivity. It is our goal to trust those on our team and build upon each other's strengths to improve job performance.

The definition of the term ‘performance management’ varies in different literatures. As Hutchinson(2013) summed up, combined with Den Harton’s theory(2004), it is a continuous process which links individual and team objectives with organizational goals by measure and improve employee’s skill and performance. According to Armstrong (2012), human resource management aims at making sure the organization has the most talented, skilled and engaged people in order to attain its goals. In this context, performance management is one staple practice helping managers identifying and retaining most competent employees as well as correcting poor performance.

The subject of motivation has been an important component in both theoretical and applied literature. There are many reasons why the motivational theories have generated so much discussion. In an organization motivation has been considered an important factor because employee motivation is considered essential for an organization 's status within the business environment and the community. The two motivation theories selected for this paper is Maslow’s Hierarchy of Needs and Herzberg hygiene factors.

Companies Performance Management system need to concentrate on the overall improvement the way the company performs. They achieve this by managing the performances of all personnel within the company no matter who they may be. This can be attained by ensuring that everyone within the company truly understands what the overall mission and goals that have been set for them within the company. Performance Management system has a very distinct way that it can manage the performance of the entire company and as long as everyone understands the goals that the company sets forth than the company as a whole will meet those goals. The developmental objective is fulfilled by defining the training requirements of the employees based on the results of the reviews and diagnosis of the individual and organizational competencies. (MSG)

Performance Management is the key component used to review, plan, and monitor the work objectives that are set by an employee, along with his input to the organization.

Author explained that there are lot of disappointments and depression factors that cause the employees to be less effective in their jobs and that will lead to decrease their performance and such as conducting or sticking to a specific timetable or using the academic or the correct educational equipments. To add more, Peterson and Quintanilla (2003) did some studies and showed that there is a linkage between motivation and socialization and some social work values and norms play an important role too in applying the organizational applications of the motivation of the intrinsic factors and they are related to two theories such as namely cognitive evaluation theory and job characteristic theory. Furthermore, according to Lord (2002), he said that there are two important factors which related to motivation such and they are productivity and retention. Also Herzberg (1968) did some arguments which can end the cause of dissatisfaction and it won't be appear in the satisfaction field. And satisfaction level or motivation level can be appear only if there is a use of motivation. Also according to Maslow 1970, he said that there are popular needs which the human can't live without and this theory is very important to understand more about the motivation. This theory was named the hierarchy needs includes the most five basic levels of needs which lead the human to be satisfied. These factors of the motivation