Literature review on motivation and job performance

Cite Harvard Patrick, D. Journal of International Business Research and Marketing, 1 4pp. Journal of International Business Research and Marketing, 1 4 Journal of International Business Research and Marketing.

Literature review on motivation and job performance

In previous studies, there are numerous research on the job performance, Performance appraisal, job satisfaction, Absenteeism and turnover are two variables which effect on job satisfaction Steijn, Job performance appraisal relates to the job production and job productivity.

Wong in his study on the impact of job satisfaction among secondary school teachers in Hong Kong opines that low level of commitment regarding the job and work diversity and productivity among the teachers is directly linked with the level of job satisfaction and turnover and absenteeism, which was lower than expectation in future.

Further, Wong recorded that teachers and workers are ready to take the opportunity of the job and commitment in the organization that job satisfaction plays an important role in changing employee decision to change job and transfer from one organization to other organization without having the organizational support.

When the workers are satisfied with terms and conditions of the work then the organization will get the more chance of getting the higher production and productivity. The worker work attention depends on the work commitment and work performance from the employer.

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Theree are some factors which help the employees to attract the present and future employees towards the organization and that ultimately impact the organizations goal and commitment in the long run to achieve the goal. HRM is said to be concerned with achieving the following: The HR development system is defined with the connection and the interrelated organizational system that through training, career development, career planning and career choice which performance and reward management foster the development of employees in accordance with the organizational and individual capabilities, competences and needs.

Specific research goal of the study is to answer the following question: These HR practices are Human Resource Management Policy, Human Resource planning, Policy and Philosophy, recruitment and selection practices, placement practices, training practices, compensation practices, employee performance evaluation practices, Motivational forces and factors, Employee Grievances, promotion practices, empowerment and Physical and social and safety security, self-esteem security and self actualization security or pension.

Huselid studied sevral practices that are personnel and staff selection, performance appraisal system, incentive system, compensation system, job design, empower of decision, information sharing, attitude assessment, labor management relationship and participation, recruitment and selection efforts, employee training and development and promotion criteria.

Factors affecting working conditions in public hospitals: A literature review - ScienceDirect

Current study explains and analysis and interprets the relationship between four HR practices that are Compensation Practices, Promotion Practices, Performance Evaluation Practices and Empowerment Practices.

In Pakistan per capita income is very low because it is developing country. HR Practices are linked with the management of human resources, activities necessary for staffing the organization and sustaining high employee performance Mahmood, The researcher have identified the some basic characteristic for the Six HR practices selective hiring, compensation policy, rewards, recognition, training and development and information sharing have been studied with relation to employee job satisfaction.

These elements are very highly potential the organizational improvement in the long run. The study examines and investigates the relationship between three HR Practices i.

Performance Appraisal Performance appraisal is nothing but it is the comparison present performance to the past performance. Performance appraisal is the great tools of measuring the level of performance of an employees with the given standard which is predetermined and it used in the all over the world.

Where it is ranked the level of performance of an employees and A performance appraisal is a systematic and annual or periodic process and ways of assessing the value of an individual employee's job performance, Job production, Job rotation and productivity in relation to certain pre-established criteria and organizational objectives where it is pre-determined and pre-settled goals Manasa, K.

Therefore, improving Performance appraisal is needed to evaluate and justify to the performance level in maintaining for everyone should be among the highest priorities of contemporary organizations outcomes.

Performance Appraisal has been considered as the most significant an indispensable tool for an organization, for the information and outcomes it provides is highly useful in making decisions regarding various personnel aspects such as promotion criteria and performance measurement and awarded in long way and merit increases.

Performance measures also link information gathering and decision making processes which provide a basis for judging and measuring the effectiveness and efficiency of personnel and the organizational views sub-divisions such as recruiting, selection, training and compensation, Motivation and performance appraisal, safety and health and grievance handling.

This research will concentrate on examine the effect of the performance appraisal on an individual as well as on the organizations outcomes and the production and productivity. Performance appraisals have impacts on job satisfaction Figure 1. Performance appraisal and evaluation process 3. Sometimes they are satisfied easily and feel enthusiasm on work.

But most of the work forces are sometimes very negligible to the work and organization. Job satisfaction is a pre-requisite for employee performance in any company organization and. It is really important for both the employee and the employer in an organization.

Job satisfaction provides them a sense of mental, physical, financial technical and human security.

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It helps the employee to retain in the future in the organization where employee commitment and work performance regarding the work environment will ensure and develop the quality environment and quality product. More connection with the organization will help the employee to retain in the future and develop a commitment to them.

It is the ones happiness to the organization that I am happy with my job and what I have got from the job. Job satisfaction is in regard to one's feelings or happiness or state-of-mind regarding the nature of their work.

Literature review on motivation and job performance

Job satisfaction can be influenced by a variety of factors, for example pay and compensation practice, Fringe benefits and pay matrix quality of one's relationship with their supervisor, quality of the physical environment in which they work whereby turnover refers to the characteristic of a given company or industry, relative to rate at which an employer gains and losses staff.

For example, if an employer is said to have a high turnover and transfer, it means that employees of that company have a shorter tenure than those of other companies in that same industry.

Job satisfaction and employee turnover are directly related with each other. Job satisfaction and turnover are basically related by which job satisfaction has directly effect on the turnover.

Vast literatures exist on the relationships between two variables as mentioned. They employ the implementation of a PPM as the characteristics of participative decision making; control over work practices; organizational supportiveness; collegial relationships; open, multilevel communication; and rewards linked to clinical proficiency.

The results of their study affirm the significantly correlated with increased job satisfaction and lower turnover rates among staff nurse in rehabilitation hospital.A Brief Literature Review on Employee Motivation Posted on March 25, by John Dudovskiy Bruce and Pepitone () propose an interesting viewpoint according to which managers cannot motivate employees; managers can only influence what employees are motivated to do.

The review also explores the following personal outcomes of the follower: empowerment, job satisfaction, commitment, trust, self-efficacy beliefs, and motivation. By understanding the impact of. motivation to learn a language is closely tied to a person’s sense of self identity and, as a result, carries with it a multitude of complicating factors such as: personality, .

literature review focused on finding peer reviewed journal articles with an “employee motivation” keyword and the term “case study” within the text.

Arielle Turner

By conducting the search in this manor, the resultant articles were specific case studies of. employee motivation and its impact on performance within the industry by identifying what really motivates them and keep them going in the industry as it is perceived employees within these industries are highly motivated.

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Literature review on motivation and job performance

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Motivation - Wikipedia