Individual Performance Literature Review
LITERATURE REVIEW
In this section, we will review studies based on psychology theory that examines the improvement in individual performance by using PMS. Furthermore, this study investigates PMS as it is linked with business strategy, or strategic PMS.
Cognitive mechanisms
Hall (2011) contended that PMS can enhance employee behaviour through cognitive mechanisms if PMS assigns clear goals and tasks to all individuals. According to the psychological literature, clear goals can have three effects: motivating people(Latham and Baldes, 1975), improving the superior-subordinate relationship (Carroll and Tosi, 1970) and enhancing productivity and performance even when the goals and targets are quite difficult (Adhikari, 2010; Latham and Baldes,
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120). Intrinsic motivations using PMS can be creating habit, making comfortable working environment, and enhancing healthy competitive atmosphere (Brown, Cron, and Slocum, 1998; Lau and Sholihin, 2005; van Veen-Dirks, 2010). The following section discusses the elements of intrinsic motivations using PMS.
Creating habit. Habits are repeated activities that are generated from past experiences such as the past location, preceding flow of actions and particular people (Wood and Neal, 2007). Moreover, Wood & Neal (2007) convey that habits can be created with regard to individual actions to encode the context of activities in their procedural memory. Aarts & Dijksterhuis (2000) suggested that habits are formed as the representation of goals-action links and implemented to stimulate goals-directed automaticity in routine activities. Similarly, Simons (1995) suggested that automatic and unthinking behaviour in individuals, which he defined as “mindlessness”, can be generated through habit, rules and accepted classification
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Supporting the expectancy theory, most studies found that individuals are heavily influenced by financial incentives to pursue goals. For example, Sholihin et.al (2010) found that employee performance and morale seem low because rewards, promotion and pay raises or other rewards are not appropriately linked to the appraisal systems. Similarly, Guo et al.’s (2012) study found that individuals have a higher motivation to achieve goals if PMS is linked to autonomous extrinsic motivation such as incentives and bonuses. Overall, if rewards systems are properly tied to the individual results, employees have greater motivation to increase their performance (Guo et al., 2012; Pearsall et al., 2010; Stone, Bryant, and Wier,
Coaching And Self-Determination Theory Analysis
848 Words | 4 PagesIntrinsic motivation refers to performing an activity for it own sake and the joy received from it. Extrinsic motivation refers to performing an activity for some external reward, such as money or food. Between extrinsic and intrinsic motivation, there are five levels of motivation, differing by their level of self-determination. First is amotivation, in which an athlete has no extrinsic or intrinsic reasons for continuing their sport or activity. Next, external regulation refers to an athlete performing an activity to fulfil an external demand or for an external reward, such as a paycheck.
Eating Habits Rhetorical Analysis
1277 Words | 6 PagesQuote #1 “This explains why habits are so powerful: They create neurological cravings. Most of the time, these cravings emerge so gradually that we’re not really aware they exist, so we’re often blind to their influence.” pg47 Summary The author is explaining how the experiment proved that habits can be uncontrollable and ingrained in your mind. After Julio comprehended his cue and reward; objects on the computer screen, and then recieving juice in return, he eventually anticipated the juice, and it became a habit.
Overview Of The Occupational Performance Spectrum Model
1100 Words | 5 PagesOccupational Performance Spectrum Model Occupational therapy is a client-centered profession and every client’s experience is individualized and tailored to their own needs. While there are many different interventions and assessments that can be used and no two situations are the same, there are certain interventions that are rooted in theory and backed up by research. These interventions and assessments that are proven to be effective for certain populations can be considered best practice. The model discussed in this paper is the Occupational Performance Spectrum Model (OPSM). The OPSM focuses on there the client is on their personal spectrum of occupational performance and how their mental health, physical health, environment, and motivation
The Relationship Between Perception And Team Dynamics
1003 Words | 5 PagesWe all have different ways of perceiving and making sense of the world around us. What an individual considers a golden opportunity another considers a threat. Perception is the process of receiving information about and making sense of the world around us (McShane et al., 2010: 88). Perception crafts our understanding of the world around us and allows us to act within our environment. Perception isn’t a notion a manager or team leader can directly access or fix in others.
Advantages And Disadvantages Of Self-Determination Theory
758 Words | 4 PagesFor employees, things that aren’t intrinsically interesting requires extrinsic rewards to motivate. Employees can be motivated by extrinsic rewards such as additional monetary compensation, gifts, gift cards, or other monetary rewards. These types of rewards could lead to improved performance and higher motivation. It would also motivate a worker, but only satisfies the person’s lower-level needs. The flip side to this type of motivation stimuli, employees will want the same or better reward to maintain the same level of motivation and performance outcomes.
Importance Of Problem Solving In Nursing
762 Words | 4 PagesIntrinsic motivation is defined as taking some action solely to
The Seven Habits Of An Effective Nurse
1469 Words | 6 PagesThe Habits of an Effective Nurse According to Stephen Covey, there are seven things a person must possess in order to be successful. In his novel The Seven Habits of Highly Effective People he addresses just that, ways to achieve success and effectiveness in all aspects of life. Often times, the word habit has a negative connotation; it is defined as a settled or regular tendency or practice, especially one that is hard to give up (Websters, 2014). The key words there are settled, regular, and practiced.
Mcdonald's Theory Of Motivation
775 Words | 4 PagesMotivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.
Carrot And Stick Approach Analysis
1971 Words | 8 Pagesintroduction 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
Intrinsic And Extrinsic Motivation In The Workplace
1496 Words | 6 PagesIntrinsic motivation being employees are interested on the work because it is personally interesting, rewarding, challenging. Job satisfaction and the achievement of your personal goals are some examples of intrinsic motivation. Extrinsic motivation being employees work solely for the reason to receive a reward or the outcome. Extrinsic motivated employees are more concerned about the end results (pay raise, benefits, and promotions) than
Performance Management: Criticisms And Negative Arguments
1746 Words | 7 PagesPerformance Management Performance management according to --- is a function that that embraces activities such as articulated goal setting, uninterrupted progress reassessment, regular communication and feedback, as well as coaching for better performance. Likewise, it involves execution of employee development plans and rewarding accomplishments. In other words, performance management focuses on improving employee performance along with effort via a process that supports employees to get personal and professional fulfilment by a feel of purposeful contribution. In organisations, management is responsible for meeting organisational objectives through the involvement of others; through evaluating the performance of systems and human resources.
Instrumental Learning Vs Instrumental Learning
1585 Words | 7 PagesGoal directed system involves learning the relationship between an action and the outcome of that action. They are sensitive to changes in the goal value. Habit system involves learning the association between stimulus and response without any link to the behaviour. It is independent of the current value of the goal (Balleine and Dickinson, 1991; Schwabe and Wolf, 2011). In order to differentiate between habitual and goal-directed behaviour in the lab, behavioural tests were developed.
Reflection On Experiential Learning Practice
1809 Words | 8 Pages(Salancik & Pfeffer, 1977) a study found that the use of the “word” goal indicates to an individual that a task is achievable. This study stresses the use of the word “goal” has a positive impact on motivation, a point held by the goal setting theory. This could therefore be applied to my EPP experience with the use of the word goal being used to describe objectives and aspirations of the organisation. However, within my time at the organisation goal setting theory was not always described as goals we needed to achieve, this may have intern limited the possible motivation given to tasks. Some goals set were not being achieved, which counters goal setting theories stance on setting achievable goals.
Literature Review On Employee Performance
1158 Words | 5 Pages1.4.1 Literature Review HRM practices are a process of engaging, motivating, and maintaining employees to ensure the organizational survival (Schuler and Jackson, 1987). According to (Delery and Doty, 1996) HRM practices are prepared and implemented in a way that human capital plays important role in achieving the goals and objectives of the organization. The appropriate use of HRM practices strongly influence the standard of employer and the degree of employee commitment (Purcell, 2003). HRM practices like, training and development, performance appraisal allow the employees to do better in order to enhance the organizational performance (Snell and Dean, 1992; Pfeffer, 1998).
Disadvantages Of Reward System
797 Words | 4 PagesAs per Brickley, the reward system must encourage the employees to stick to the organisation for longer periods as well as increase the motivation and commitment to the company therefore lead to the increase in productivity and profit maximising. [ct. Brickley 2002, pp.172]. On the contrary, Holmes stated that, there are many negative significances lead by reward system if not used properly. Sometimes,
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