Motivating and Rewarding Employee Performance

Motivating and recognize Employee Performance *Mars Model A model that outlines the four factors that do influence an employees voluntary mien and resulting preformance. The motivation,ability,role perceptions and situational factors. *Motivation The forces within a individual that affects his or her direction,intensity,and persistence of voluntary behavior. *Ability Consists of both the natural aptitudes and conditioned capabilities required to succesfully complete a task. Role Perceptions Employees who feel engaged in their jobs not only have the necessary motivation and competencies to perform their work but also understand the specific tasks assigned to them. *Situational Factors Include conditions beyond the employees immediate control that constrain or facilitate his or her behavior and performances. Motivating Employee A Three- position Process Part 1 Managing Motivation done Drives and Needs *Drives Instinctive tendencies to seek particular goals or maintain inner(a) s tability. Needs Mostly conscious deficiencies that energize or trigger behaviors to satisfy your needs. *Maslows Needs Hierarchy Theory A motivation surmise of needs arranged in a hierarchy,whereby people are move to fulfill a higher need as a trim one becomes gratified. Four-Drive Theory A motivation theory based on the innate withdraws to acquire,bond,learn and defend that incorporates both emotions and rationality. *Drive to Acquire This is to seek,take,control and retain o bjects and personal experiences. Drive to Bond This is to drive to form social blood and develop mutual caring and commitments w/ others. *Drive to Learn This is to drive to satisfy our curiosity,to know and understand ourselves and the environment around us. *Drive to bear out This drive creates a fight-or-flight response in the face of personal danger. Part 2 Managing Motivation through Goals,Expectations and Feedback *Goal Setting and Feedback The process of need employees and clarifying their role perceptions by establishing performance objectives. Prepared byHarieth Velasco