Performance Appraisal and Employee Motivation

The provided assignment is about the significance of performance appraisal in enhancing employee motivation. It highlights the need for a positive working environment and encourages staff members to achieve professional objectives. The assignment also emphasizes the importance of reducing mistakes, errors, and losses by focusing on employees' performance. It concludes that appraisal sessions create a motivating atmosphere for individuals working at an association.

People,
Management and
Organization

INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
PART 2............................................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................6

INTRODUCTION
Human resource Management is all about managing employees working at workplace in
order to encourage them towards their personal and professional goals. Basically, it is essential to
focus on employees development because men power is considered as most indispensable asset
for organization because business operations are managed and regulated by them only.
Therefore, assignment is totally based on personnel development. It means theme which is
followed in this report is “to identify the impact of motivational culture on employees
performance” in order to encourage positive environment at workplace. Moreover, numerous of
authors are involved in expressing their views and opinions towards motivational factors which
is used by corporate world for enhancing the surrounding of an association. Although, every
individual have their own perspective towards this theme due to which contradiction might
create between scholars. Hence, arguments between specialist of human resource department are
going to outlined in this project for acquiring depth knowledge on this subject as well as
understand the need of motivational culture at workplace.
PART 1
Theme:- “To identify the impact of motivational culture on employees performance ”
Employees are seen as most mandatory aspect for organizational success and
development because entire business functions are maintained and controlled by them only. In
fact they are responsible for company growth and failure. Thus it is essential to pay full attention
on their management for improving the current positioning of an association. Basically, number
of scholars are identified which express their views on opinions on impact of positive culture of
business entity on employees performance. Therefore, entire study is going to analyse the affect
of motivational environment on overall success of staff members.
Thus, as per the article “effect of company culture on employees performance” it has
been analysed that an appropriate environment is playing a very eminent role in enhancing the
knowledge or learning of workers. According to Mangkunergara, 2000 it is stated that culture of
an association is a cluster of assumption based system , beliefs , values, norms and policies
which is designed at workplace for assisting employees towards their professional objectives.
Along with this, aids in encouraging employees to be prepare for resolving complicated
situations which might occurred at workplace. Basically, surrounding of a firm is a shared
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system that is used by each or every individual available at workplace but in a different manner
because views or style are differ from each other.
On the other hand, Soedjono, 2005 highlights that culture of an association assist the
employees in various manner such as; how to interact with juniors, supervisor, learn the way of
working in a team, technique of handling distinct situations faced while performing a job role
and so on. Along with this one more thing which is said by this author is that organizational
culture is consist of diverse things such as; (1) creativity and risk handler, (2)accuracy, (3)
outcome oriented , (4) orientation of staff members at workplace, (5) its all about team work and
association, (6) aggressiveness and (7) stability. It means, mixture of all these seven elements are
known as culture which motivate the employees towards their performance improvement.
Moreover, some of the major findings are also drawn on the positives which is encountered by
employees due to highly effective culture of an association.
It means, corporate park needs to focus on their employees while running a business entity in
order to attain their set of objectives or goals in a desired time frame. Apart from all this facts or
figures one of the major example which is noticed that helps in showing the major relationship
between motivational culture of an enterprise and employee performance is ;
“Volkswagen is most leading organization but still encountering a number of scandals,
conflicting situation and complex problems. From which one of the major one is that faced by
company is at the time of identifying company fraudulent activity of carbon immersion because
of which production of an association was get stopped in order to determine actual facts. Thus,
at that situation number of employees quit this enterprise due to wrongful conduct as negative
environment affects the workers in negative manner. But still some of the employees are still
trusting on company and continuing it for long duration. As a result it shows the major impact of
organization culture on workers performance and minds”.
Hence, this major scandal of Volkswagen shows that motivational culture of an
organization have a major impact on company as well as employees performance. It includes
number of things such as; performance appraisal of workers on time which is seen as a major
aspect or element of motivation as appreciation process is a very suitable components that helps
in enhancing employees performance. Although it is not easy task but still company needs to
focus on this factor because every individual wants to work in a positive and respectful
environment for learning more or more. Along with this, some other elements are also
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determined which create a motivational culture that is ; creating a effective interaction between
employers or employees, promotion , flexible hours and so on. But at the same time number of
authors said that appraisal sessions is useful for encouraging them towards their set objectives
and goals in a desired time frame.
On contrary to this Yun, S. et al., 2007; Omar, WW, 2013 identified that employees
performance is all about result of their work which is achieved by them within an association. It
means, workers are performing their job role for specific purpose or motive such as; in order to
attain specific goals or objectives, establish their image at workplace, gain maximum profit and
so on. Throughout the study it has been understood that some of the major critics said that there
are number of factors human resource management identified which is helpful in improving the
employees performance such as; effective leadership, organizational culture, job satisfaction
hence forth. But few of amongst them are saying on their views that performance appraisal is
seen as a major factor which helps in creating a positive and motivational environment at
workplace.
PART 2
Performance appraisal is that process as performance reviews, performance evaluation,
development discussion and employee appraisal which is the method of job performance of
workers is evaluated and documented. According to Chapman 2009 said that the important
changes are relating to age discriminations in United kingdom employment law which became
effective along with implications for all kinds of appraisal and job law. It will help in
understanding such current laws are being appraised. As per the view of Brown, 2016 who say in
this that performance appraisal is unavoidable elements of an organisation life. There are some
decision in modern organisation that depend on performance appraisal and this is widely used in
most of the structure. Armstrong & Baron, 2005 said that performance appraisal is one of the
major element of the performance management procedure which includes various measurement
through out the firm but it is the factor which is essential if an organisation can take advantages
of their most of the important assets and gain human money benefits. On the other hand,
Cederblom & Pemerl, 2002 said that employees and supervisors mainly have ambivalent
attitudes towards performance appraisal. The organisation can maintaining their culture for in
positive manner. As per the Grote, 2002 he say that performance appraisal allows organisation
for informing their employees about their rates of success, growth and their competencies and
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other their desires. It enable that workers can be intentional in making their person
developmental goals for assist in their personal growth. It is little disagreement that if
performance appraisal is doing well and it serve very useful role in reconciling the demand of an
individual and requirement of the company. Performance appraisal is an effective tool and
method which has been organising and coordinating the ability of each employee of the firm
towards achieving their strategic method.
According to Armstrong, 2006 describing the role of performance appraisal as the
technique for looking forward where they need to be done by people within an organisation for
achieving the motive of job to reach with major challenge. They are using better technology
skills and abilities which assist in developing both organisational and individual capabilities and
reach with the agreement on that areas where they need performance on effectiveness of their
workers which directly affect on company decisions. Sims and Foxley, 2010 said that identifying
the importance requirements of job and supervisors recommend for each employees for analyse
their performance appraisal. Wise, 2005 performance appraisal approach is that desired result in
effectively that enable for reaching with their personal performance targeting to an organisation
meet with their own performance through various motivation of self learning so that they require
to understand that this assist in firm and exceed their strategic target by connecting with persons
performance. As per the another article author Murphy & Cleveland, 2014 said that performance
appraisal of employees has been increasing so that they are doing working hard for getting better
salary and good incentives. The salary enhancement is not good standard due to this rate can be
managed and controlled which are set by organisation and salary alterations can be influenced by
economic human being of the firm rather than employees performance. It can be state by the
author Landy and Farr, 2012 there are various problems with measures the desired potential
reasons why manager can evaluating the employees performance before paying them extra
wages within an organisation. They are using various methods and sources by which they can
easily analysing their monthly performance and provide them rewards and awards according to
this.
Performance assessment is the technique which is used by the management for promoting
employees at a work place, although, this could be rightly said that Murphy & Cleveland, 2015
Performance appraisal is the main tool which is organised into main two groups: judgement or
subjective assessment and non-judgemental assessment. However, judgemental assessment are
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highly used. Objective performance measurements have been supportable assessment of
performance for regular, manual job since 1940. Other non-judgemental indices which does not
evaluate performance in a direct manner but render information on the common health of a
company covering-absenteeism, turnover and accidents which have likewise been investigated.
Objectives assessment do have their antique issues. For instance, absentee calculation does not
implement to various jobs, which are highly often inappropriate and are caused by diverse kinds
of issues which are based on the meaning of absence, differ during of observation, and don’t
reflect relationship along with each other. by way of implementing turnover such as standard
which is complex as this is so hard to bifurcate between voluntary and mandatory turnover.
As per Drucker, 2015 performance appraisal elaborates the role of the performance
appraisal. As this can be rightly said that this is the tool which look ahead to what is required to
done by the employees for attaining the job’s purpose in order to attain the new issues, effective
implementation of tools and attributes. Apart from that, this would emerge firms and individual
capabilities and come to the deal on those areas where performance requires efficiency of its
employee producing information that could affects so many firm decisions. As per the view of
Rosa Cintrón 2007, there are various evaluation methods are those processes and system by
which appraisals is operated in the company. This technique consist of data determination types,
evaluating in the appraisals of clients, the frequencies and forms of communication which make
certain between employees and supervisors. Successful system of appraisal which consist of
three major factors in which first is supervisor should manage and maintain their performance
planning. The another factor is supervisor should render information employee feed back and
ongoing procedure throughout the appraisal cycle course. The the final elements is supervisor
must be inspired for meeting the appraisal system.
As per Liza Estino Daoanis, 2003 there are various types of system of appraisals which
should be carried out in make more positive experience and contribute in the performance
development along with developing workers and productivity. Organisation require to review
and manage the practices according to the demands and requirements of organisation. There are
various issues and problems that can lead to various menace that can aid in development of
overall enterprise in significant manner. This system is often designed to motivate, stimulate and
arouse the confidence, skills and management skills of an organisation. According to the views
of Longenecker & Fink 2000, various companies have adopted appraisals procedure as one of
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the best technique optimise for the development, hence the performance improvement in
business. A proper and direct outcome of which massive adoption can be undertaken and
managed for the quality enhancement and management in regard of satisfying the consumer and
clients in more significant method. HR division is accountable for organising various activities
and practices in order to manage the employee relations and manage their organisation
performance and productivity levels in more significant manner.
According to Longenecker & Nykodym 2002, there are various methods and techniques
that can be arranged and manage for proper personnel manage and appraisals of people of
organisation. The activities and problems are identified through the assistance of worker who has
valuable information and performance sources. The individual who contain more arguably
impact in the shaping of perception and views of appraisals of performance was not considered
as one of the effective tool. Hence, this is required for organisation to manage and reduce the
drawbacks in order to remove their hurdles and managing organisational people. Different
operations and types of promotional activities are carried out for promotion that can help the
entire organisation in developing and sustaining in achieving business objectives in more
significant manner.
Review
The current review is based on the study of two articles regarding organisational
management and appraisal system that prevails within all of them. It is quite essential that
business will grow and make profits only when the members of its organisation will be happy to
work in it and will provide for productivity of the organisation in general. It is therefore quite
essential that managements around the world should come up with various kinds of appraisal
systems which will enhance the overall profitability as well as productivity of the company. This
review is made by taking articles written by different authors and what is their views regarding
certain appraisal system that are working within certain companies and industry in general and
whether those are good enough to attract as well as retain the employees of organisation with the
company for a longer period of time.
There are two articles under review, one is on the apparel industry in Sri Lanka and the
appraisal system that prevails in that industry which have been written down by Hassan ali and
Opatha and another is the appraisal system that is taking place in the Macdonald and was written
by amber qureshi and mubashir hassan. The discussion took place on the kind of appraisal
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system that prevails within these industries and whether the employees were satisfied with the
kind of salary that was given to them and how they have got appraisal from time to time in these
companies. There are various aspects of such study, the main were to know the impact of these
appraisal systems on the overall business performance and how this can be termed as the main
and crucial factor which drives the growth as well as performance of companies and businesses
in the market place.
Comparison of Two Articles
The article on the appraisal system in MacDonald clearly states that performance of the company
is directly related as well as impacted by the kind of appraisal system that prevails in the
company, no employee or member of the organisation would like to stay with the organisation, if
there will be no growth in the company regarding his career. Therefore it becomes an issue of
paramount importance that company and its management shall frame right kind of performance
appraisal policy within the company so that there will be no cases of an employee leaving the
organisation due to lack of growth and appraisals. The company shall make sure that overall
business growth is inclusive and employees are also included in the same by giving them
opportunity to grow with company. The principle discoveries that left the exploration are that the
execution of execution administration framework requires some investment and responsibility
from all included. A critical factor in the long run is the symptoms of execution administration
frameworks that influence the organization. Supervisors can find out about these elements in the
long run. Viable correspondence and a culture of trust are indispensable components for the
accomplishment of execution administration framework. The attention on preparing and
advancement has prompted different advantages. Execution evaluation reports ought to be use to
suggest suitable preparing and advancement session for the beneath normal labourers. This assist
below the job workers to enhance their efficiency in the long run. Enhanced efficiency of the
representatives is useful for the association to accomplish its destinations. McDonald is
following a similar approach for giving preparing to its individual from staff. More over the
company follows the performance appraisal techniques for the purpose of mainintaining the
reward management of the organisation. The above average worker will be rewarded for the
plans that have worked out for them and they have contributed for the organisation in an
effective as well as efficient way. This helps in motivating the employees to a great extent so that
they will give their best for the company and this will in turn leads to higher profits as well as
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productivity of the organisation, which ultimately means Better as well as enhanced performance
of the company.
McDonalds is additionally utilizing a similar strategy for the compensation ascent of
labourers. The normal specialists understand that much pay rise which can take their wage to the
lowest pay permitted by law rate of the following year. The phenomenal entertainer is getting the
compensation rise which is more prominent than the lowest pay permitted by law for that year.
This factor is spurring the better than expected representatives to perform well in the following
years. Therefore to conclude it can be said that the ultimate growth and demand of the brand Mac
Donald is driven by its dedicated employees who are working in the company along with the
management who have not neglected the needs of such employees and have worked hard to give
them the rewards that they deserved through their performance appraisal system and reward
management system.
The other article that is under review is on the apparel industry of Sri Lanka and the
reward system as well as appraisal program that prevail in that industry. This particular article
also gave certain suggestions for the improvement in the working of the industry as such so that
the ultimate growth can be achieved by the business and better workings can also be given by
employees within the company. This can only happen if they will be rewarded for the kind of
performance that they have made and the overall contribution that they have made for the growth
as well as development of the organisation. The investigation discovered observational
confirmation to help the principal speculation saw methodical utilization of execution
examination arrangement of a firm is fundamentally and emphatically identified with its business
execution. It is more probable that orderly utilization of execution examination framework adds
to business execution of a firm emphatically and fundamentally. If a company would have the
right kind of appraisal system in place, it will get reflected in the workings of the company and
along with that in the overall performance of the firm in general. Company should also follow
reward management system within itself for the purpose of enhancing and managing the existing
human capital and to reduce the overall employee turnover. Suggestion of the finding is that a
clothing firm, however it is huge or non-expansive, ought to embrace a more precise execution
evaluation framework with a specific end goal to enhance its business execution. To enhance
quality level of execution evaluation it is basic to take a shot at all the nine measurements i.e.,
Objectives; Policies; Criteria and Standards; Form and Procedure; Training of Appraisers;
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Feedback Discussion; Procedure for Ensuring Accurate Implementation; Make Decisions and
Store them; and Review and Renewal. This article as laid down by Husain and Opataha makes it
quite clear that for an organisation to grow and prosper it is quite necessary that it takes care of
all the aspects of business in an effective manner and employees and human capital are no
exception.
Findings of the comparison
It is quite evident from the comparison of the above two articles that the ultimate growth
as well as development of company along with its performance is directly linked with the kind of
appraisal system that is there in the organisation and what are the rewards that will be available
to the workers and employees for performing the work in an effective manner. The findings have
been that organisation culture is directly influence with the policies of management regarding
employees and ultimate performance of the companies is also affected by the same. Hence
management should make sure that effective appraisal policies have been framed for growth and
development of the organisation.
CONCLUSION
From the above report it has been summarized that number of authors are expressing their
distinct views and opinions on motivational factors in order to improve the employees
performance. But at the same time entire assignment was showing that performance appraisal
which is a major element that creates a positive working environment at workplace as well as
encourage staff members towards their professional objectives. However, it has been understood
that , company needs to focus on their employees performance in order to reduce possibilities of
mistakes , errors and losses. Although , number of critiques are identified which are playing a
major role in arguing on this human resource management subject in order to make clear each or
every aspect of this sector. Hence , it has been understood that appraisal sessions creates a
motivating surrounding for each or every individual which are working at association.
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REFERENCES
Books and Journals
Liza Estino Daoanis, Ph.D¹ ¹ College of Administrative and Financial Sciences, AMA
International University Bahrain. International Journal of Economics and Management Sciences.
Armstrong, M, Blending formal and informal approaches to management learning New York Mc
Graw Hill Book Co., 2006 Armstrong, M and Baron, A , Managing performance: performance
management in action New York Mc Graw Hill Book Co., 2005
Rosa Cintrón, Ph.D. (Corresponding author)Performance Appraisal: A Supervision or
Leadership Tool.
Ashford, S. (1996), Feedback-Seeking in Individual Adaptation: A Resource Perspective,
Academy of Management Journal, Vol. 29, pp. 465-87 Baker, H. (1994), Two Goals in Every
Performance Appraisal, Personnel Journal Vol. 63 (9), pp 74-78
M.A.M. Hussain Ali Faculty of Management and Commerce Sri Lankan Journal of Human
Resource Management . Vol.2, No.1 2008
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