Effect of Performance appraisal and motivation on Employees performance

ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

Signed __________________ Date _________________

ABSTRACT

Performance management is how to change the performance evaluation, performance appraisal is the mistake to pick holes in it? First, make employees aware of performance management and performance appraisal will benefit. Regardless of performance management or performance appraisal, and will not harm the interests of managers and employees at all levels, on the contrary will promote improving the quality of individual ability, which in the increasingly fierce competition in the workplace is critical. In fact, any organization not because there is no performance appraisal and not out of employees, performance appraisal does not mean there is no iron rice bowl.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Background1

Rationale1

Problem statement2

Research questions2

How evaluation affects performance?2

CHAPTER 2: LITERATURE REVIEW3

Reasons for Conducting presentation Appraisals3

Measurement of Performance4

Methods and Formats for Making Performance Appraisal Ratings4

Rater Training5

Sources of presentation Appraisal Information5

Guidelines and Techniques for Performance Appraisal Design6

Intrinsic motivation6

The environment of Intrinsic Motivation7

Definition7

A Brief History7

Contemporary Models8

Flow Theory8

CHAPTER 3: METHODOLOGY10

Design and methodology10

Sample10

Data collection: in-depth interviews11

CHAPTER 4: OUTCOMES AND FINDINGS12

Physical environment12

CHAPTER 5: DISCUSSION13

Storage13

Retrieval13

Appraiser behavior14

Appraisee reactions14

Determinants of Rater Motivation15

Rewards15

Negative Consequences16

Performance Feedback16

Feedback Seeking Behavior17

CHAPTER 6: CONCLUSION18

REFERENCES21

CHAPTER 1: INTRODUCTION

Background

Performance appraisal is a very effective medium of communication managers and subordinates, employees in the performance management process will be in charge of counseling and support. The ability of performers evaluated according to how well they perform their duties proposed by the administration. Meanwhile, the possibility of workers does not always correspond to the functions entrusted to them

Rationale

In practice, the firm is struggling with available methods, such as: the variation of working hours, changing the methods and forms of remuneration, profit sharing. However, according to Western experts, the company's success in this area is relatively small.

Problem statement

Performance management (PM) was defined by Mabey & Salaman (1995) as “a framework in which performance by individuals can be directed, monitored, motivated and rewarded, and whereby links in the cycle can be audited.

Research questions

What is the relationship between Performance Management and employee Motivation?

Can the right performance appraisals motivate personnel for better performance?

CHAPTER 2: LITERATURE REVIEW

In recent years there has been an increased emphasis on user reactions to performance appraisal (PA). This research interest originates from the observation that reactions to appraisal and the appraisal process seem to significantly impact on the overall effectiveness of appraisal systems. (Lepper 2005, 184) It has been argued that “reactions are almost always relevant, and unfavorable reactions may doom the most carefully constructed appraisal ...