M3.12 Motivating To Perform In The Workplace
M3.12 Motivating to Perform in the Workplace
Denise Bell
The Value of Assessing Performance
Our formal system of assessment is through the use of Performance appraisals.
Our performance appraisals are a series of constructive, developmental discussions, between line managers and their reports. They focus on helping people to realise their potential. To be effective, appraisals need to be a series of conversations that culminate in the performance appraisal review. It's much more effective (and easier) to appraise performance by regular meetings to discuss progress and provide support, rather than to wait for a single, annual appraisal meeting.
An appraisal should not be a top-down process, where one side asks questions and the other responds. …show more content…
The individual's goals need to be aligned with those of the team or organisation.
Performance appraisals should be based on trust and mutual respect. An appraisal works best when manager and employee know each other and there is mutual respect between the two. Such conditions need to be built over time with the manager taking the lead.
Appraisals are a key part of the performance management cycle. Appraisals are an important part of performance management, but an appraisal in itself is not performance management. Performance management is a broader process of which an appraisal is only one stage. For example, in the performance management cycle, the review and planning elements typically form an appraisal. However, the development and performance stages are part of the broader performance management process. To manage performance requires more than just a performance appraisal!
I like to carry out informal mini reviews on an ad hoc basis culminating in a one-to-one conversation between myself and my team. These are used to develop a shared understanding of the individual's performance on an ongoing …show more content…
Physiological needs are the basic need. Are salaries enough to meet weekly bills, to feed them etc. Secondly, Safety needs are an obligatory need everyone needs to feel secure. Third, Social needs are very important such as good relationship between the staff because everyone must work in a comfortable environment. It can motivate the staff to work together. After that, Esteem needs are very important as everyone must be given recognition for doing a job well so that they are motivated to continue their work every day. Finally, Self-actualisation is the last factor that influences staff motivation such as being promoted or given more
Denise Bell
The Value of Assessing Performance
Our formal system of assessment is through the use of Performance appraisals.
Our performance appraisals are a series of constructive, developmental discussions, between line managers and their reports. They focus on helping people to realise their potential. To be effective, appraisals need to be a series of conversations that culminate in the performance appraisal review. It's much more effective (and easier) to appraise performance by regular meetings to discuss progress and provide support, rather than to wait for a single, annual appraisal meeting.
An appraisal should not be a top-down process, where one side asks questions and the other responds. …show more content…
The individual's goals need to be aligned with those of the team or organisation.
Performance appraisals should be based on trust and mutual respect. An appraisal works best when manager and employee know each other and there is mutual respect between the two. Such conditions need to be built over time with the manager taking the lead.
Appraisals are a key part of the performance management cycle. Appraisals are an important part of performance management, but an appraisal in itself is not performance management. Performance management is a broader process of which an appraisal is only one stage. For example, in the performance management cycle, the review and planning elements typically form an appraisal. However, the development and performance stages are part of the broader performance management process. To manage performance requires more than just a performance appraisal!
I like to carry out informal mini reviews on an ad hoc basis culminating in a one-to-one conversation between myself and my team. These are used to develop a shared understanding of the individual's performance on an ongoing …show more content…
Physiological needs are the basic need. Are salaries enough to meet weekly bills, to feed them etc. Secondly, Safety needs are an obligatory need everyone needs to feel secure. Third, Social needs are very important such as good relationship between the staff because everyone must work in a comfortable environment. It can motivate the staff to work together. After that, Esteem needs are very important as everyone must be given recognition for doing a job well so that they are motivated to continue their work every day. Finally, Self-actualisation is the last factor that influences staff motivation such as being promoted or given more