Link between Motivation with Performance and Performance Management
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In UK, performance appraisals practice began more than 2000 years ago. In UK personnel leadership development got subordinated when PMS employed for administrative purposes. Performance appraisals have been used for organizations for aligning goals of the employees with organizational performance and financial objectives. Organizations like Tesco, Iceland Foods, Next Retail Company with organizational compliance have sought to resolve the dilemma of balancing between performance measurement objective and professional development employees' expectations. The aim of this research study is to find out the impact of PMS on employees' motivation and their performances. The study evaluates three companies' PMS impact on their employees' level of motivation and their performances by conducting interviews and surveys. In research study the mixed method was employed, mixed method includes qualitative and quantitative research methods. In the qualitative research method the secondary sources were used, on the other hand the statistical tools were used for extracting and evaluating data that extracted from quantitative research methods These organizations are providing different rewards to their employees just to increase their employees' level of motivation. To what extent, an employee can be rewarded is evaluated by implementing PMS. These companies use PMS for giving monetary and non-monetary incentive to their employees. This assessment contributes to some extent to the employees for improving their performances. The need for training and development is identified by employing PMS in the organizations. Thus, it can be concluded that employees' motivation of Iceland foods LTD, Tesco, and Next Retail Company is linked to employees' performance and performance management system.
TABLE OF CONTENTS
CHAPTER 1: INTRODUCTION1
Background of the study1
Next Retail Company5
Research aims and objectives6
CHAPTER 2: LITERATURE REVIEW8
Significance of Employee motivation8
Employee Job Performance12
Performance Management Systems (PMS)13
Strategic Focus of Studying Performance Management Systems (PMS)17
Work Motivation Theories18
CHAPTER 3: RESEARCH METHODOLOGY21
Research method justification22
Data collection methods and tools24
Validity and Reliability27
CHAPTER 4: ANALYSIS AND DISCUSSION29
According to you, how employees' motivation can be achieved?46
According to you, PMS is an effective tool for increasing employees' performance?47
Do you think that employees of are satisfied with their jobs?48
CHAPTER 5: CONCLUSIONS AND RECOMMENDATIONS52
Questionnaire from employees of selected companies63
CHAPTER 1: INTRODUCTION
Background of the study
Analoui, & Fell, (2002, 279) performance management system was introduced back in 1940s. This process was primarily developed by managers in order to find out regarding the justified payroll. After it's developed in way back 1940s much more sophistication has been evolved in the PMS. The process then includes variations on the usual line managers. The performance evaluations for evaluating employees' competencies included 360 degree feedback, and development planning.
Performance management is a ubiquitous experience for modem moderately sized and larger organizations ...