Using Performance Appraisal as an Effective Tool for Motivating the Employees Performance: A Live Study

Kumari, Neeraj

doi:10.1177/2278533720140205

Cited by 8 publications

(9 citation statements)

References 3 publications

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“…The study concluded that the employees were not fully satisfied by the separation of the training program into two parts, on the job and off the job training, but if sufficient data would have been provided to the employees in advance, this could have helped them during the training process. Kumari (2014) the study concluded that there exists a relationship between perceived fairness of performance appraisal and employee performance. The aftereffect of the measurable investigation was that there exists a huge effect of apparent reasonableness of execution evaluation on worker execution.…”

Section: The Discoveries Proposed That There Was An Essentialness Conmentioning

confidence: 92%

Effective Motivational Tools in Hotel Industry

Kumari

2018

Asian Journal of Social Sciences and Management Studies

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Motivation is especially important in the hospitality and tourism industry, where competence and employee satisfaction are key determinants of service quality. The study aims to find out the important factors which motivate the working personnel in the hospitality industry. The primary data has been collected through a structured questionnaire. The questionnaires were filled by 5 Managers and 40 employees of the Oberoi Hotel, New Delhi. Simple random sampling has been used. For the hotel industry in particular, training is a useful tool for an effective development of the human resource. The job in a hotel involves lot of work pressures and the employees need to be able to cope with this. Though the purpose of training in Hotel is to prepare the employees for future assignments but still training empowers him with knowledge and skill, which in turn affects his motivation level. Thus Training although traditional, still retains its position as an important motivational tool.

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Section: The Discoveries Proposed That There Was An Essentialness Conmentioning

confidence: 92%

Effective Motivational Tools in Hotel Industry

Kumari

2018

Asian Journal of Social Sciences and Management Studies

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“…The level of an organization attainment of its goals and objectives are directly linked to the level of motivation the employee has Mwakindimi (2018). Research findings by Swank & Kamphorst (2015), Kumari (2014), Ushus & Johnson (2015), Akpotu & Oghvubu (2014), Suresh (2013) and Muhammad ,et.al (2011) all support a strong existing relationship between performance appraisal and motivation which leads to a positive outcome in the teaching and learning process. However Guarjardo 2011) opines that it is not automatic that PA appraisal will definitely lead to motivation of employees.…”

Section: Research Problemmentioning

confidence: 95%

Influence of Performance Appraisal on Motivation of Public Secondary School Teachers in Gem-Sub County, Kenya

Okoth¹,

Florah²

2019

AIJCR

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Organizations that adopt an efficient and properly structured appraisal system are likely to impact on the motivation of its employees resulting in higher performance and attainment of an organizations goals and objectives. Many of these studies have been done in the public and private sectors, but very little has been done specifically on teacher performance appraisal and its influence on motivation of teachers in public secondary Schools in Gemsub county. The aim of the study was to establish the influence of performance appraisal on motivation of public secondary school teachers in Gem -Sub-county. Descriptive survey method was used. The target population for this study was446 teachers from public secondary schools in Gem Sub-County. Random sampling technique was used to select the sample of 103. Structured questionnaires were used to collect primary data. Regression analysis was used to determine the influence of teacher performance appraisal on motivation of teachers in public secondary schools in Gem Sub-county. The findings of the study showed that fairness in performance appraisal, performance appraisal feedback, performance rewards and performance goal setting had a positive and significant effect on teacher motivation in Gem sub-county. The study concludes that performance appraisal enhances teacher motivation. This study recommends that the government of Kenya though teachers service commission should continue employing performance appraisal mechanisms. Additionally, there are some human aspects of performance appraisal such as integrity and ethical values that enhances trust in appraisal process. This study therefore recommends that the government should adopt appraisal processes that incorporate integrity and ethical values that will ensure continuous trust in the appraisal process, adopt effective reward mechanisms and effective feedback policies. The study limited itself to teachers in public secondary schools. The researcher therefore recommends further research by academicians on teachers in other schools such as public primary, private primary and secondary schools; use other variable including organization commitment and job satisfaction. Moreover, more studies to be carried out to bring these to the fore since the subject of teacher motivation is important not only to the government but other stakeholders too.

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“…The justifications for chosen this design are as follows: Firstly, the study population is relatively very large (employees of public sector in Ghana) and therefore more appropriate to employ survey design since it is considered as the best design gather authentic data to characterize a population too sizable to account for directly. (Babbie, 2013;Neuman, 2013). This design was applied in this study by designing questionnaire so as to collect data from the sampled population to support the design (Blaikie, 2010;Cohen et al, 2011;De Vaus, 2014;Morgeson et al, 2013.…”

Section: Methodsmentioning

confidence: 99%

Effect of Intrinsic Motivational Factors on the Employees Performances in the Public Sector of Ghana

Ashitey¹,

Marfo²,

Asamoah³

2019

theijhss

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The intrinsic motivation comes out from an individual pleasure or interest in the task and it does not involve working on activities for the sake of external rewards, it instead necessitates the feeling of inner pleasure in the activity itself. It can be seen as a force that involves doing activities without external incentive. Armstrong (2006) presented that intrinsic motivation inner or internal motivation that generally do not need or require external rewards including pay to influence one do well in a job. According to Riggio, (2014) individuals are intrinsically motivated when they seek enjoyment, interest, satisfaction of curiosity, self-expression, or personal challenge in the work. A person can be intrinsically motivated to do a task if there is no clear reward for the task done except the task itself or the feelings which upshot from the task. Intrinsic motivation may be associated with self-motivation and job-based motivation because theemployee enjoys performing the actual or specific tasks and relish the challenge of successfully completing the tasks. This component of motivation is believed to have a longer-term and significant effect on employees' performance as it is inherent in the employee and not imposed by the company or its management, and it is the best form of motivation (Armstrong, 2006; Ekerman, 2006). A critical evaluation of intrinsic motivation show that intrinsic motivation emerges when individual (employee) has the desire or urge to do a specific task or duty because the results of performing the job fulfill the individual's own desire or belief system and therefore attaches importance to it. As noted by Deci, Koestner, and Ryan (2001) when rewards are independent of task or engagement (employee's salary), and the employees have no expectation of these rewards (such as bonuses), the rewards would have a positive association with the employee level of intrinsic motivation. Intrinsic motivational factors include job characteristics, immediate work environment, recognition, achievement, challenge, interest and self-actualisation (Aworemi, Abdul-Azeez, & Durowoju, 2011; Wlodarczyk, 2011). The search to increase productivity has been a major concern to all organizations both in the public and private sectors. Despite technological advancements, most organizations face challenges with regards to retention of employees and high employee turnover, employee counter-productive behaviors such as absenteeism, theft, waste of resources, verbal abuse and procrastination. These negative behaviors of employees affect their performances and the performance of organizations as a whole.

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Using Performance Appraisal as an Effective Tool for Motivating the Employees Performance: A Live Study

Cited by 8 publications

References 3 publications

Effective Motivational Tools in Hotel Industry

Effective Motivational Tools in Hotel Industry

Influence of Performance Appraisal on Motivation of Public Secondary School Teachers in Gem-Sub County, Kenya

Effect of Intrinsic Motivational Factors on the Employees Performances in the Public Sector of Ghana

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