Motivation

Salary increment,
Recognition
Team work,
Promotions
Fringe benefits,
Employee car loan scheme
Housing loan scheme
Trainings,

Independent variables
Dependent variable
Motivation
Salary increment,
Recognition
Team work,
Promotions
Fringe benefits,
Employee car loan scheme
Housing loan scheme
Trainings,
Job performance
2.7 Theoretical Framework
As indicated in figure 2.2 in the conceptual framework the two variables are interrelated and there is
no way you can separate them. Dependent variables are variables that researcher will measure in
order to establish change or impact created on them.
From the conceptual frame work above, recognition is the most important and effective incentives for
improved performance. According to (Ricks et al., 1995) recognizing self motivated, self managed
and highly productive individual will encourage and help the continuation and development of the
above features in the employees which will resultant set for an example for others to follow.
However, recognition is the appreciation of performance by the organization of an act done by the
team member. Recognition has two essential goals: firstly is to encourage the employees or team to
repeat or continue the behavior and secondly is to encourage other employees to do the same. 29
Praise, however should be given judiciously- it must be genuine related to real achievements.
Financial; rewards, especially achievement bonuses awarded immediately after the event, are clearly
symbols of recognition to which tangible benefits, and this is an important way in which mutually
reinforcing processes of financial and non financial rewards can operate.
Most of the team recognition plans fall into celebrating organizational objectives habitually an event,
designed to acknowledge the successful performed of important company goals. Recognition, either
informal (oral) or formal (written remarks and events) has been the most effective way to strengthen
required for performance within an organization. However, when recognition is acting in isolation of
compensation and equity reward its frequently loses much of its appeal.
Salary increment as indicated from the figure above figure is also a factor influencing employee
motivation. Once an employee salary has been increased, life’s become much easier in the sense that
you will be able to accomplish with the increment. Salary increment gives employees a sense of
being recognized for his/her effort and so he/she will be automatically reflecting that in his or her
performance.
Promotion is always a dream of an employee in any organization. Some workers succed in
fulfillment of their dream whereas the others do not the reason behind this success or failure is their
performance.
Heads of organization, should promote their employees grades on the basis of their performance
making the right evaluation. This only provides them with satisfaction but also encourage a healthy
competition among the workers benefiting the organization and making it distinguished among
competitors (Ricks, et al, 1995).

30 Intrinsic Motivators
- Achievement, Recognition, Responsibility, and
Advancement Extrinsic Motivators
-Pay, Working conditions, Physical surroundings, Job
security, and Relations.
Job Security. If an employee is sure of his/her present job, he will be having inner peace that will
restrict you from wondering and you will be able to develop more interest in the performance of the
job
Team work is used across many different organizations in order to increase performance, employee
unity and company culture. Teamwork is important due to the problem-solving synergy gained from
multiple minds working on a solution. By using teamwork, team members pool their collective ideas
together to generate unique ideas for dealing with problems.
However, teamwork is the backbone of effective communication within a company. When
employees work as individuals or independently on projects, they may not readily share knowledge
or new information. Teamwork promotes conversation between employees regarding the task at
hand, possibly preventing employees from working in opposite directions. Cohesion is also an
important by product of teamwork within a company. This cohesion could be the result of increased
chemistry, trust or both from working on projects as a team.
Moreover, when employees work together as a team within a company, every employee learns
from one another. This knowledge is not limited to the personal experiences of coworkers;
employees from different departments may learn information from each other regarding the
limitations and possibilities of those departments.

What are the Parameters to measure

Employee Performance?
Employee performance is usually measured in terms of results and time. But what I feel is just
time and result cannot be the parameters to measure employee performance. For example: An
employee who shows 9 hours on his worksheet might have wasted most of his time or might
have not made much within those hours. Whereas, an employee who works for 5 hours a day
might have delivered more on the project he is working on.

Therefore, there are other parameters to measure employee performance.

Creativity: Creativity is not quantifiable, but it is very important as it adds an extra glare to the
work you do. Creativity in the work you do shows that you can think in different terms to make
the outcome look better and get the best results. So, an employee can measured in terms of
his/her creative ability.

Communication: Creativity is understood and achieved only when you can are able to
communicate it to your team. Therefore, communication is also one of the parameters to be
considered during evaluation.

Absenteeism: To put thoughts into action, it is very important for the employees to be at work.
An employee is obviously not performing when he or she is not at work.
Obedience to company policies: It is difficult to be creative and abide by the rules and
regulations at the same time. But, when employees can align both of it, then noting like it! It
perfectly shows their efficiency.

Personal habits: Talking over the phone for long hours, not being in their seat during work
hours, gossiping, sharing tips and recipes during the meetings, throwing attitude, passing
comments and so on are not signs of and efficient employee. Therefore, personal habits do
becomes a parameter to measure employee performance.

Take initiative: Employees who take initiative expresses his want to learn more to better his
work. Organizations always look for employees who are keen to learn and explore more about
their industry. Employee performance cam is also measured on this.

Punctuality: Employees who regularly arrive late for work or are frequently absent from the
office are unlikely to be meeting their performance objectives. The underlying issue needs to be
addressed here – have they received adequate training? Do they get along with their co-workers
and manager? Issues with punctuality mean an employee is not doing their job to their full
potential and a negative attitude may also be affecting their colleagues.

Quality of work: The timely completion of projects to the desired standard is a key indicator in
measuring employee performance. Is the work being carried out average or outstanding? Are
they committing maximum effort to projects? Is their attitude affecting their ability to meet your
expectations? Do they understand their personal performance objectives? The answers to those
questions will help you to understand the root causes of any problems.

Observe personal habits: Perpetual bad habits can detract from employee performance. This
may include indulging in office gossip, taking unauthorized breaks, disruptive behavior and the
use of computers for personal reasons (such as social media, online shopping). In order to
prevent these habits from being adopted by their co-workers, you must be clear on what is
acceptable in your business and issue an appropriate behavioral code.

Check their attitude: A bad attitude will often manifest itself in insubordinate behavior. Again,
this is indicative of an individual who is unlikely to be meeting their performance objectives.
Typically, these employees will not comply with company policies and are likely to display
disrespect for your company and co-workers

Meets Deadlines

When an employee misses deadlines, it can affect the production of related staff members or
departments. It’s not always possible to meet deadlines, so a good employee will let her
superiors or co-workers know in advance. In a review, discuss how the employee could have
better handled a missed deadline.
Works Well With Others

An employee who gossips, creates cliques, insults, boasts or confronts other employees
decreases your workers’ morale. This type of behavior and how to address it should be part of
employee reviews. Don’t tolerate gossip about individual workers or the performance of a
specific department or the company in general.

Attendance

It’s important that you set parameters for dealing with tardiness, leaving early, taking long
lunches, or taking vacation or personal days on short notice. An employee who comes in late or
leaves early can negatively affect the attendance of other workers who see that worker getting a
perceived benefit they aren’t.

Communication Skills

Determine if the employee communicates well with superiors and subordinates. Some workers
don’t like confrontation or bad news and may wait to reveal a problem until it is too late to fix it.
Some employees communicate important information informally, such as in verbal exchanges in
the hallway, rather than putting requests or deadlines in writing.

Skill Set

To help your employees improve at their jobs, evaluate their skills and their ability to do their
tasks. You may find that an employee needs or will benefit from additional training, such as
seminars or night classes at a local college.

Performance

The bottom line of a performance review is to measure how well the employee met his goals. All
of the other attributes used to evaluate an employee most likely explain why the staff member
performed the way he did. Match the goals you gave the employee in his job description against
his results to determine his ultimate performance. This could include parameters such as meeting
revenue goals for a department, costs for project or division, sales goals, or production times.

Performance reviews often require you to assess an employee’s performance on some qualitative
aspects of the job. To do this objectively, focus on measuring behaviors.

Aside from questions that are specific to the position and your company, consider these 7
attributes:

(1)Initiative: Does the employee demonstrate ambition or take initiative to improve processes
and products?

(2)Ability to ask questions:

Does she know when to ask questions rather than make assumptions?

(3)Cooperation and teamwork:

Is he flexible when asked to perform a task outside of his regular duties or work extra hours? Has
he volunteered to pitch in when the team is short-handed?

(5)Productivity:

Does she prioritize job duties effectively and meet deadlines?

(6)Reliability: Does he consistently demonstrate dependability and competence?

(7) Self Improvement: Has she improved in areas that were noted on her previous evaluation ?