Supporting Good Practice in Performance and Reward Management (3PRM)

3. Love/Belonging – the need to feel part of a group and to be accepted.

According to Fundaments of Management book, is essential for the companies to understand individual behavior and the differences effects of those in employee’s motivation.

Motivation is defined as, “the reason for the action; that which gives purpose and direction to behavior.” Motivation is key in personal life as well as the career world. Motivation in the work place is highly dependent on employers being able to understand the needs and wants of their employees. When employers can understand and satisfy an employee’s needs, the employee is more inclined to perform well in his position. “The ranked order of motivating factors were: (a) interesting work, (b) good wages, (c) full appreciation of work done, (d) job security, (e) good working conditions, (f) promotions and growth in the organization, (g) feeling of being in on things, (h) personal loyalty to employees, (i) tactful discipline, and (j)

This study analyzes the association between work motivation, overall job satisfaction and organizational commitment. The survey tool is developed and modified in consideration of previous studies and keeping in view the local conditions of Pakistani firms. Few questions like organizational commitment and work motivation were adopted from two previous researches Moon (2000). Some questionnaire items will be adopted which has been widely used by management practitioners in analyzing job satisfactions. Responses are based on likert scale from 1 to 5 where“1”

|Describe at least 3 components of a total reward system, 1 of which should be non financial. |2.2 |

This is important for high job satisfaction as it can affect an organizations performance. Self-determination theory taps into an employee’s motivation, which increases their effort at work. An organization that has a high level of intrinsic motivation allows their employees opportunity for growth and to participate in management decisions; thus, increasing the incidence of employees being engaged. Whereas, organizations who do not promote an intrinsic motivation environment has employees who are less engaged with less regard for organizational policies. This addresses the third hypothesis of employees report lover levels of intrinsic motivation will more than likely engage in deviant behavior towards the organization.

The word Motivation is a common terminology which most employers are familiar with and in every organisation the employers has different techniques and strategies the use in motivating their employees. Many scholars have argued on different forms of motivation and argued that to be motivated should be individual employee’s responsibility and the employers responsibility, this theory was criticized by some school of thought.

Employee motivation and performance management depends on a good system that offers both financial and non-financial rewards (non-monetary rewards). The purposes of rewards within a performance management system helps:

Describe at least 3 components of a total reward system, 1 of which should be non financial.

Performance management depends on good systems that offer both financial and non-financial rewards. Reward within a performance management system ensures that:

2.1 What are 2 purposes of reward within a performance management system and give an example of this within your own organisation, or one which you are familiar with?

Tillman, A. (2013). Improving Worker Satisfaction Yields Improved Worker-Retention Rates. Employment Relations Today (Wiley), 39(4), 27-31. doi:10.1002/ert.21386

The relationship between motivation and performance always make people think, doing the research, and wonder what is the real connection of these two behind the surface. Although a variety of motivations may affect performance, and performance may be contingent on a multitude f other factors, one of the more important factors affecting performance arguably is the motivation to perform well on the job (Kuvaas, 2006, p. 2). Moreover, the Human asset in the 21st century is considered the most important asset of any company (Hafiza, Shah, Jamsheed & Zaman, 2011). The staffs of any companies are key resources for company’s success as well as maintain competitive advantage.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following

Motivation is all grounds which cause someone to conduct a specific action or to tend to accomplish certain goals (Hauser, 2014). The most important factors is motivation which influencing human behavior and performance.The Project teams commitment directly related with the level of motivation which directly affect the overall success of the company or organization. Employees motivation crucially decide organiazational success as they are the major resources of organizations. To achieve overall organizational goal organization should acquire clear understanding between employees and develop the factors of motivation to increase the performance (Wan Fauziah Wan Yusoff, 2013). Managers have to start a motivation program when they see result of a motivaton is a happyier worker. Increased output, cost reduced, increase profitability is an result of effective motivation (Davidmann, 1989). Through a study figure out that, most employees can keep their jobs without being fired by working only 25% of their total ability when motivated same workers working 85-90% of their total ability to achieve goals (Rodda, 1997). HRM practices working as a lever to increase the motivation of employees. They have few variables like- training, competition, promotion, performance appraisal, incentive, rewards, skill based compensation which are the number of efficient factors (Fey, 2009). Through job satisfaction and postive motivation Human Resource Management practices directly influnces