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Submitted to:
Dr. Mohd Hasanur Raihan Joarder
Associate Professor,
Director, School of Business (UIU),
United International University
Submitted by:
Name
Tasria Alam
Sadman Shourov
Sumiya Basair Toma
Tashfea
ID
111 123 035
111 123 113
111 131 568
111 bla bla bla
Section: B
Assignment topics
1.
2.
3.
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Introduction
Employee performance is defined as whether a person executes their job duties and
responsibilities well. The job related activities expected of a worker and how well those activities
were executed. Many business personnel directors assess the employee performance of each staff
member on an annual or quarterly basis in order to help them identify suggested areas for
improvement.
There are many variables that affect the performance of employees at work place. These
variables include managers attitude, organizational culture, personal problems, job content and
financial rewards. All of these variables have positive impact on the performance of the
employees except personal problems of the employees that hinders the performance of the
employees. We will see the effect of these variables managers attitude, organizational culture,
personal problems, job content and financial rewards.
Performance of employees is affected by numerous factors at work place. It is defined as the way
to perform the job tasks according to the prescribed job description. Performance is the art to
complete the task within the defined boundaries. There are lots of factors that affect the
performance of employees. The main theme of the study revolves around those variables.
This study will focus to know about the performance and factors affecting the employees. The
variables that are determined to affect the performance at work place include managers attitude,
organizational culture, personal problems, and job content and financial rewards. These variables
are described in different studies that affect the performance of employees at work place. This
study will find out the impact of managers attitude, organizational culture, personal problems
and job content and financial rewards on the employees performance. It will also highlight how
these variables affect the performance either positively or negatively. Although the positive affect
has been seen through the literature review but this study will determine it again
Theoretical framework
Employee
Performance
Mangers
attitude
Organization
al Culture
Personal
Problems
Job Content
Financial
Reward
Motivation Commit
were hired for, or than their background has prepared them for, can diminish employee
performance.
Any job requires creativity, enthusiastic environment and challenging goals to accomplish. If the
job content is challenging and innovative then the employees are willing to give positive output.
If the job tasks are creative and attainment of goal is necessary, then the employees give more
output than others. For this job enrichment and job rotation is important. Employees get bore of
doing the same routine task all the time. Innovation and creativeness enhance the employees
performance
Employees that feel as though the company has made a commitment to employee success tend to
perform better, according to Personnel Systems Associates. Commitment means offering a
competitive rate of pay and benefits package, offering assistance in paying for employee's higher
education costs, developing a regular training schedule that keeps employees updated on
company changes and gives pertinent information for employees to do their jobs and upgrading
equipment to make sure that employees have the most efficient technology available to do their
work. Commitment shown by the company is returned in the form of commitment from
employees
Employee Evaluations
An effective employee evaluation is an interactive process where the manager gives his input on
the employee's performance, and the employee gets the chance to point out what she has learned
throughout the year. Managers create a plan along with the employee for the coming year on how
the employee can develop and improve their performance. Comprehensive employee evaluations
are important to the ongoing performance of employees.
Conclusion
The factors above provide an innovative attempt at investigating an obvious yet neglected link
there is a positive relationship between the managers attitude and employees performance. The
firms with congenial managers attitude have more positive impact on employees performance.
The factors also suggest that there is a positive relationship between the Organizations culture
and employees. There is a relationship between the Personal problems and employees
performance.
Reference:
1. Bang, H.S., T.G. Ross and Jr, Reio, 2013. From motivation to organizational commitment
of volunteers in non-profit sport organizations: The Role of Job Satisfaction.
2. Chen, G., R.E. Ployhart, H.C. Thomas, N. Anderson and P.D. Bliese, 2011. The power of
momentum: A New Model of Dynamic Relationships Between Job Satisfaction Change
and Turnover Intentions.
3. Dencker, J.C., M. Gruber and S.K. Shah, 2009. Individual and Opportunity Factors
Influencing Job Creation in New Firms.
4. Janssen, O. and NW. Van yperen, 2004. Employees goal orientations, the quality of
leader-member exchange and the outcomes of job performance and Job Satisfaction.
5. Kirkman, B.L., B. Rosen, P. Tesluk and C. Gibson, 2004. The impact of team
empowerment on virtual team performance: The Moderating Role of Face-to-face
Interaction.