CHAPTER 1: INTRODUCTION
1.1 BACKGROUND OF THE STUDY
The aspects related to employee’s job performance have been a concern of all times, but especially of the contemporary society, regardless the field of activity. Performance is defined as the output and accomplishments of a worker, which are acknowledged by the organization or system in which he works (Robbins, 2004). Many studies have focused on analyzing performance and also to determine what are the factors that contribute to achieving it. One of the opinions (Shah, et al., 2011) concludes that Performance = Abilities + Opportunities + Motivation. In this case, motivation is seen as what its general definitions state, more precisely ‘those psychological processes that cause the arousal, direction, and persistence of voluntary actions that
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We have to apply every possible tool for enhancing the efficiency of the civil service considering the incentive systems and administrative culture in Zambia. As field level civil servants are responsible for implementing government’s all development programs and providing services directly to the common people, success and failure of Zambian government in ensuring quality public service delivery and improvement of performance depends on the sincere efforts of its human capital posted in the field level. A large number of studies have been conducted on the effects of motivation and ability on performance in the western countries, but little information is available in this realm regarding developing countries like Zambia. Particularly, there is no study of Job Satisfaction found regarding the perceptions of the officers who are posted in the field administration level (non-managerial staff). Recent public management research has started to emphasize the need to study how public organizations’ unique characteristics affect employee attitudes, behaviors, and decision making (Yang and Pandey,
The Power Of Motivation We do things for many reasons but the most common reason is motivation. Motivation is what prompts a person to act in a certain way, or at least develop an inclination for specific behavior. Motivation is not the part that is important it’s what the motivation is, such as love or fear.
However, in bureaucracy more money doesn’t necessarily mean doing more work. One reason why bureaucracy can be so hard to manage is because of rigid compensations for federal employees. The problem with rigid compensations is that it is given and based on longevity and not necessarily how well a person performs in their work. Usually in other jobs and fieldworks compensations, bonuses, and salary raises are given to those workers who are performing above average and doing excellent work. Unfortunately, in bureaucracies’ things work in the opposite direction.
Motivation is defined as the process that guides, initiates, and maintains goal-oriented behaviours (Cherry, 2015). It comes when a person is willing to sacrifice his own time, money and energy to do well in a particular task. Motivation is an inherent action that provides us impulse to do something in order to achieve our goals. In the movie The Pursuit of Happiness, Chris Gardner who lost almost everything in financial crisis ended up living as homeless with his son. He was jobless and unable to support his son and wife therefore his wife left him.
2.3.2. Competency-Contingent Rewards (Specific) Competency-contingent rewards are rewards administrated for mastery of performance. Exceeding a specific standard of performance that can increase intrinsic motivation through enhancing recipients’ self-efficacy, interests, and performance can coerce them to believe they are competent or self-efficacious. Bandura’s claim has been supported by Cameron and his colleagues’ findings (Salkind, 2008), whereby they submitted that rewards for achievements indeed increase intrinsic motivation as opposed to Deci et al.(2001) ’s claim.
I shall elaborate substantially on this. Job Performance- ‘’ this refers to the level to which an employee successfully fulfills the factors included in the job description.’’
Motivation is defined as the process that initiates, guides, and maintains goal-oriented behaviours (Cherry, 2015). It comes when a person is willing to scarified time, money and energy to do well in a task. Motivation is an inherent action that provide us impulse to do something in order to achieve our goals. In the movie The Pursuit of Happiness, Chris Gardner who had lost everything in some financial crisis and he ended up living in homeless shelter with his son. He was jobless to support his son and his wife as a result his wife leaves him.
introduction Motivation has been defined as some driving force within an individual by which they attempts to achieve some goal in order to fulfill some needs or expectations (Mullins, 1996). Beside Mullins, some scholar also define motivation as the psychological process that gives behavior purpose and direction (Kreitner, 1995) ; A predisposition to behave in a purposive manner to achieve specific unmet needs (Buford, Bedeian, and Linder, 1995); An internal drive to satisfy an unsatisfied need (Higgins, 1994); and the will to achieve (Bedeian, 1993); All those inner-striving conditions described as wishes, desires, drives, etc. (Donnelly, Gibson, and Ivancevich 1995); and the way urges, aspirations, drives and needs of human beings direct
Personal Statement Describe several personal and professional goals you would like to achieve in the next five years, including why these goals are important to you. Goals are what keep us motivated to keep going and doing better than the day before. It is our goals that help us to keep pushing forward and be the best version of ourselves everyday. I have many professional and personal goals for myself.
Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).
It can be said that motivation is a behavior; it is not a thing or special event that can be observed directly. Motivation is a set of processes that the reason of stimulate, orientation and maintaining human behavior towards achieving of goal. It can also be said that motivation can be a method of improving work productivity. That is it is a way of bringing positive results in educational institutions. For successful educational productivity, we need great deal of time, energy, and effort.
How to Achieve Success The term of success appears frequently in public notice and it spurs extensive interests in public. Everybody wants to achieve success, but the fact is that not everyone can make it even though he or she has tried his or her best. Then it comes to a question - how to make it? Does it depend on opportunity or any other features?
In our everyday life, all individuals are obliged to be successful. People work hard on a daily basis looking for money, education, power, perfect relationships with others. However, only a small number of people considers the exact meaning of love. Failure to determine what success means have led to people climbing the wrong ladder. For most people, success means obtaining a specific object such as building wealth, launching a million-dollar business or being in a perfect relationship.
Human Resource Management (HRM) established in early 20th century, it is an integrated set of roles, functions, components, decisions, systems and processes in the whole system that meet the needs and support the work performance of all stakeholders to accomplish organizational goals (Hassani, Mobaraki, Bayat, & Mafimoradi, 2013). In healthcare system, HRM is a vital management of different kinds of clinical and non-clinical staffs who are responsible for public and individual health intervention (Kabene, Orchard, Howard, Soriano, & Leduc, 2006). However, the problem of recruitment and retention of healthcare professionals (HCP) are challenging the HRM of healthcare which would lead to inadequate healthcare services in a country (Kadam et al.,
Employees are considered as one of the most valuable assets for a company. They are the main force behind the company’s success. So happiness of employees is definitely a big factor in driving the company to meet its goals and reap the benefits. Now the question comes that does happy employees create happy customers. Well the answer is definitely yes.
Motivation refers to the process by which a person’s efforts are energized, directed, and sustained towards attaining a goal. This definition contains three main elements which are energy, direction and persistence. Firstly, energy element is a measure of intensity or drive as how much does the motivated person tried. For direction, it states that the employees` effort that directed toward, and consistent with, target organizational goals of their company. Finally, motivation includes a persistence dimension which persist them in putting effort to achieve the goals.