Motivation And Its Impact On Performance

Performance management is a holistic procedure collectively brings various types of elements that constitute towards the flourishing exercise of people management including, above all, learning and development.

Motivation is the main power that drives us to take an action and achieve success in all aspects of our lives. Sometimes, one might have a desire to achieve certain goals, but if the desire and the ambition are not strong enough, one lacks that inner drive, the motivation to take the necessary actions. As a whole, motivation is affected by state of mind, personal background, the working environment and the expected outcome. These internal and external forces can either help or hinder people to stay motivated and direct their behavior toward a specific goal.

Motivation is having a reason or reasons to act/behave in a particular way. It creates “drive” in people whether it is in pursuit of a goal, or the need to complete an activity. It produces enthusiasm and a willingness to achieve in both a work environment and in your personal life. Motivation can be increased and decreased in line with the incentives on offer.

Performance management is the process of creating a work environment in which people are enabled to perform to the best of their abilities. Performance management begins when a job is defined and it ends when an employee leaves the organisation.

Motivation is a word used to refer to the reason or reasons for engaging in a particular behaviour especially human behaviour. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives.

Performance Outcomes are outcomes or experiences of self-efficacy. Definitively, different experiences may affect a person’s ability to perform a task. Successfully, this person will perform a task if he/she has felt competent performing a similar job (Slaugenhoup, 2016). Reinforcing employee’s skills, ability and Knowledge encourage them to improve performance.

This will have a positive impact on the employee, their team, and their management. It could also

There are several different kinds of motivation, and some of the different types include extrinsic motivation, intrinsic motivation, physiological motivation, and achievement motivation. Intrinsic, extrinsic, and psychological motivation all play a role in an individual’s achievement motivation. Extrinsic motivation is motivation from outside circumstances that can influence an individual’s motivation. Extrinsic motivation factors can range from social acceptance, a promotion, or even a monetary reward. Intrinsic motivation on the other hand is motivation that comes from within an individual. Intrinsic motivation factors would be a person’s enjoyment and satisfaction they get from achieving a task. A person’s

Intrinsic motivation is when someone wants to complete an action because they think it will be an enjoyable or satisfying experience. Extrinsic motivation is when someone acts a certain way because it will benefit them externally in some

The effort to performance relationship: Exerting a given amount of effort will lead to the desired performance.

Extrinsic motivation it is the motivation brought about by what a person is getting from a certain task, rather than interest in the task. An example of extrinsic motivation is when a student who is not particularly interested in math works hard in order to attain a good grade, and in a working person’s life, it could be working on a task that is not necessarily interesting to him/her, but that is giving a good amount of financial reward. A good example of intrinsic motivation is working as a volunteer in a children’s home because taking care of children is of personal interest and satisfaction, to the person, despite getting no reward.

-Intrinsic motivation; this is related to psychological rewards such as using one’s ability, a sense of challenge and achievement. These rewards can be determined by the actions and behaviour of individual managers. (Mullins, L. (2010))

Motivation is the reason or purpose behind action, or what causes one to act in

Fundamentally, performance management is a positive and forward looking process which has two main purposes of operational and measure. The operational purpose, which involves leading, managing and controlling, and the measure purpose, which includes measuring the effectiveness or efficiency of the workforce; share the interlinked processes of managing poor performances and managing improving performance in order for the organisation to continue to grow. The function of performance management is in place for employees to gain better results by understanding and managing performance within a framework of planned goals, standards and competency requirements, this then develops a shared understanding about what is to be achieved and how it is to be carried out. Brumbach (1988) suggested that ‘human performance is managed in order to achieve positive successes, avoid negative success and failures and be hospitable to positive failures’. As Brumback suggests, performance management aligns the employee’s objectives and enables expectations to be defined leaving them to identify their own goals and successes. Performance management is often seen as primarily developmental which is why it may be referred to as ‘performance and development management’.

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.