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Assignment 01

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

2nd April 2016

United International University

Assignment topics
1.
2.
3.
4.

Appraisal Method and Effectiveness


Problems and obstacle in performance appraisal
Performance Appraisal from sociological perspective
Variables influencing employees performance

VARIABLES INFLUENCING EMPLOYEE PERFORMANCE

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.

An employee performance appraisal is a processoften combining both written and oral


elementswhereby management evaluates and provides feedback on employee job
performance, including steps to improve or redirect activities as needed. Documenting
performance provides a basis for pay increases and promotions. Appraisals are also important to
help staff members improve their performance and as an avenue by which they can be rewarded
or recognized for a job well done. In addition, they can serve a host of other functions, providing
a launching point from which companies can clarify and shape responsibilities in accordance
with business trends, clear lines of management-employee communication, and spur reexaminations of potentially hoary business practices. Yet Joel Myers notes in Memphis Business
Journal that "in many organizations, performance appraisals only occur when management is
building a case to terminate someone. It's no wonder that the result is a mutual dread of the
performance evaluation sessionsomething to be avoided, if at all possible. This is no way to
manage and motivate people. Performance appraisal is supposed to be a developmental
experience for the employee and a 'teaching moment' for the manager."

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

Relationships Between Managers Attitude and Employees Performance:


The managerial control affects the performance of employees at work place. If the managers
attitudes fair with the employees, then the employees are willing to work energetically. The
performance bar of the employees is raised positively if the managers control is fair in
monitoring them. If the control and attitude of the manager is interactive and promoting, then the
employees work in the betterment of the organization. If the manager is unbiased towards
employees, these organizations progress more than others. It is necessary that the manager is
unbiased and treats every employee without discrimination. Managerial standards can be a factor
in motivating or de-motivating employees, according to technology employment resource Tech
Republic. Managerial standards should be in line with the job duties outlined in the job
description outlined by human resources. The background of the employee, including their
educational history, is also outlined in a job description. Managers should keep their expectations
in line with the duties assigned to the employee. By expecting more from an employee than they

were hired for, or than their background has prepared them for, can diminish employee
performance.

Relationships Between Organizations Culture and Employees Performance:


The organizations culture matters a lot in upgrading the employees performance. If the
environment is easy and comfortable to work, then the employees are encouraged to work
effectively and efficiently. The good and competitive organization culture enhances the
performance of the work force. The members of the organizations are encouraged to work
effectively if the culture of the organization is strong and motivating. Organizational culture is a
reflection of employees performance. It is directly proportional to the employees performance

Relationships Between Personal Problems and Employees Performance:


Personal traits of the employees affect the performance of the employees at work. Personal
problems are a major hindrance in the productivity of the employees. An employee with a dull
mind set cannot work with attention. If the employee will be fresh and free from tensions, he will
be able to give positive results and output at work. The intelligence of the employees is affected
by the personal problems. Any person disturbed from family problems or upset mentally cannot
work will full capacity at work. Personal problems have negative impact on the performance of
the employees

Relationships Between Job Content and Employees 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

Relationships Between Financial Rewards and Employees Performance:


There is a strong relationship between financial rewards and employees performance. If the
performance is backed by financial rewards, then employees work more energetically. It is
considered a great motivator for the employees. Incentives increase the employees commitment
which ultimately results in good performance. Assigning financial benefits result in the positive
performance of employees at work.

Relationship between Motivation and Employees performance


To get the best performance from employees, there needs to be some sort of motivation beyond
the weekly paycheck. Motivation can come in the form of financial incentives, the opportunity to
get involved in company projects, a career path that leads to management and direct involvement
from management into the daily tasks. Effective motivation can create a productive work force,
but a lack of motivating factors can leave employees searching for reasons to give their
maximum effort.

Relationship between Commitment and 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.

6. Liao, H. and A. Chuang, 2004. A Multilevel Investigation of Factors Influencing


Employee Service Performance and Customer Outcomes.

7. Liao, H. and A. Chuang, 2004. A Multilevel Investigation of Factors Influencing


Employee Service Performance and Customer Outcomes.

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