Motivating and Rewarding Employee Performance

Persuading and Rewarding Employee Performance *Mars Model A model that traces the four factors that impact an employee’s deliberate conduct and coming about preformance. The motivation,ability,role observations and situational factors. *Motivation The powers inside an individual that influences their direction,intensity,and determination of willful conduct. *Ability Consists of both the common aptitudes and scholarly capacities required to succesfully finish an assignment. Job Perceptions Employees who feel occupied with their occupations not just have the fundamental inspiration and abilities to play out their work yet in addition comprehend the particular errands doled out to them. *Situational Factors Include conditions past the workers prompt control that compel or encourage their conduct and exhibitions. Propelling Employee: A Three-Part Process Part 1: Managing Motivation through Drives and Needs *Drives Instinctive inclinations to look for specific objectives or keep up interior soundness. Needs Mostly cognizant lacks that stimulate or trigger practices to fulfill your requirements. *Maslow’s Needs Hierarchy Theory An inspiration hypothesis of requirements organized in a hierarchy,whereby people are persuaded to satisfy a more serious need as a lower one gets satisfied. Four-Drive Theory An inspiration hypothesis dependent on the natural drives to acquire,bond,learn and shield that joins the two feelings and reasonability. *Drive to Acquire This is to seek,take,control and hold o bjects and individual encounters. Drive to Bond This is to head to frame social relationship and create common mindful and duties w/others. *Drive to Learn This is to head to fulfill our curiosity,to know and get ourselves and the earth around us. *Drive to Defend This drive makes a â€Å"fight-or-flight† reaction notwithstanding close to home threat. Section 2: Managing Motivation through Goals,Expectations and Feedback *Goal Setting and Feedback The way to ward persuading workers and explaining their job recognitions by building up execution destinations. Arranged by:Harieth Velasco