Employee Motivation from Performance Appraisal Implications: Test of a Theory in the Software Industry in West Bengal (India)

Sanyal, Manas Kumar; Biswas, Soma

doi:10.1016/s2212-5671(14)00187-7

Cited by 33 publications

(23 citation statements)

References 30 publications

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“…To have a comprehensive understanding of employee motivation, one must examine its history, as well as further development, because employee motivation and engagement has long been a major concern for research (Sanyal and Biswas 2014). When Frederick Herzberg researched the sources of employee motivation during the 1950s and 1960s, he discovered a dichotomy: the things that make people satisfied and motivated on the job are different, in kind, from the things that make them dissatisfied.…”

Section: Introductionmentioning

confidence: 99%

Motivation Factors Influencing Senior Managers in the Forestry and Wood-Processing Sector in Slovakia

et al. 2016

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Senior managers in the forestry and wood-processing sectors in the Slovak Republic were asked to complete questionnaires. The aim of the research was to identify the importance of certain factors that affect the process of their motivation. A total of 493 senior managers were surveyed. The respondents used a five-point rating scale to rate the significance of each motivation factor, where 5 was very important and 1 was unimportant. The importance of 36 motivation factors was studied for senior managers through the use of statistical methods. Based on the study, it was concluded that the base salary is the most important factor of motivation, followed by job security as the second most important motivation factor, and the third most important factor was the fair appraisal system. Keywords INTRODUCTIONOrganizations focus on their employees to gain a competitive edge. Technology, processes, and organizational structure can be copied, but the value that competent and dedicated employees can bring to companies cannot be easily taken away (Ahmad et al. 2012). Managers in companies strive to build a functioning process within their enterprises (Vaňová et al. 2009). This is why companies have to cooperate with their employees. Companies must motivate and stimulate employees to make them feel satisfied with the organization and to prevent them from leaving. Halepota (2005) defines motivation as "a person's active participation and commitment to achieve the prescribed results." Without motivation, employees cannot offer their best performance, resulting in the company's performance being less efficient (Muslim et al. 2016). Motivated employees help businesses to succeed, as they are more productive (Almacik et al. 2012). Hence, motivated employees can contribute to making an organization more valuable and profitable (McKenzie-Mohr and Schultz 2014).To have a comprehensive understanding of employee motivation, one must examine its history, as well as further development, because employee motivation and engagement has long been a major concern for research (Sanyal and Biswas 2014). When Frederick Herzberg researched the sources of employee motivation during the 1950s and 1960s, he discovered a dichotomy: the things that make people satisfied and motivated on the job are different, in kind, from the things that make them dissatisfied. The renowned two-factor theory of established hygiene factors and motivators influenced better employee Fakhrutdinova et al. (2013), there are several means of employee motivation, such as bonuses, career growth, or obtaining the right to purchase shares of the company at a discounted price. During the economic crisis, motivation platforms are focused not only on financial incentives but very often on non-financial incentives, such as rebuilding teams, providing education and training within the company, offering qualifying training courses, language courses, managerial and IT courses, seminars, or using different outsourcing market tools (Wu et al. 2008;Kampf and Ližbetinová 2015). Kamasheva...

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Section: Introductionmentioning

confidence: 99%

Motivation Factors Influencing Senior Managers in the Forestry and Wood-Processing Sector in Slovakia

et al. 2016

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“…On the contrary, the literature shows that task derivative, growth latitude, recognition agreement, innovation reinforcement, empowerment, tolerant culture (Gopala and Tripathy, 2015) are much more imperative than financial agreements, which indicates a clear proclivity towards Herzberg's motivator factors among the highly educated, skilled dynamic academic workforce (Nosraty et al, 2015) in countries like India (Sanyal and Biswas, 2014). In absence of proper quantifying techniques, so far the evaluators interpreted these data based on their own judgment and personal bias (Moers, 2005).…”

Section: Analysis and Resultsmentioning

confidence: 99%

“…Viewing the conventional procedure for appraising the performance of academic staff in institutions of higher learning from a different humanistic angle, Sanyal and Biswas (2014) have criticised the existing system for not taking note of emotional quotients like, tribal sentiment, social and political factors and even personal emotions and mood swings associated with both the employer and employee. Such situation may lead to bias in the system and further deteriorate the performance of the affected employee.…”

Section: Review Of Literaturementioning

confidence: 99%

Designing a fuzzy approach for modelling the performance evaluation of education service providers

Das

Mukherjee

2017

IJSOM

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Faculty performance evaluation is an all-time controversial issue. Especially, in the developing countries where, instead of any scientific and standardised measurement techniques the appraisal mostly depends on the qualitative judgment of the academic administrators (e.g., vice chancellors, principals, HODs or deans), such discontents and controversies are bound to happen. Hence a comprehensive performance measurement tool is called for performance measurement of educators which could be used for their promotion decisions. This paper proposes the design of an evaluation system for necessary promotion of an academic employee in an institution using fuzzy logic approach. An integrated two-layered fuzzy inference system (FIS) has been designed taking into consideration all the features of the system. Finally, the defuzzified output has been compared finally with a laid-down standard to conclude whether a particular faculty member has to be recommended for promotion or not.

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“…Ultimately, performance is the result of work [4,5] and the appraisal aims to diagnose, evaluate and improve gradually such performance [6]. Performance appraisal intends to always answer two questions [7]: "what things are not going as they should?"…”

Section: The Importance Of Performance Appraisalmentioning

confidence: 99%

“…To implement a performance evaluation process it is necessary to reflect carefully on the objectives to achieve and the procedures to follow, defining when, who and how to intervene in the evaluation [11]. The performance appraisal process should be based on the close proximity of the appraiser and the assessed: this proximity enables a better performance appraisal and provides a fast and effective feedback to the assessed [5].…”

Section: The Importance Of Performance Appraisalmentioning

confidence: 99%

Who Can Assess HR Performance in IT/IS Projects: A Review

Silva

Varajão

Pinto

et al. 2017

Advances in Intelligent Systems and Computing

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Acting in markets characterized by a growing demand, organizations need to manage their human resources effectively and nowadays recognize that human resources (HR) are key elements to obtain success. In fact, organizations, by looking for operation optimization, have interest in enhancing the performance of human resources through systematic appraisals, by collecting and using information from individual and team performance. In the context of information technology/information systems (IT/IS) projects, the research that focuses on HR performance appraisal is scarce. To help fill this gap this paper presents a review of sources on performance information, which are applicable to these kind of projects.

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Employee Motivation from Performance Appraisal Implications: Test of a Theory in the Software Industry in West Bengal (India)

Cited by 33 publications

References 30 publications

Motivation Factors Influencing Senior Managers in the Forestry and Wood-Processing Sector in Slovakia

Motivation Factors Influencing Senior Managers in the Forestry and Wood-Processing Sector in Slovakia

Designing a fuzzy approach for modelling the performance evaluation of education service providers

Who Can Assess HR Performance in IT/IS Projects: A Review

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