Premium Essay

Individual Performance

In: Business and Management

Submitted By arasona
Words 574
Pages 3
“Individual performance = Ability × Motivation
Individual performance is determined by the following factors: * Motivation, the desire to do the job * Ability, capability, know how to do the job(cognitive ability, reasoning ability, physical ability) * Work environment, tool materials and information to do the job
The energy to perform in an organization is directly influenced by the level of motivation and the expectancy.
As long as the desire to do something is present, the mount of performance output is direct proportional with the level of energy exercised.
Motivation is a function of expectancy, instrumentality and valance.
Expectancy, as a broad theory of motivation, is used as a tool to explain the determinants of workplace attitudes and behavior. In other words: try to perform and you will succeed.
Expectancy theory has three underlying concepts: 1. The Concept of valence refers to anticipated satisfaction. While value represents the actual satisfaction that a person experience from an attained outcome. Potentially a discrepancy can occur between the anticipated satisfaction from an outcome (valence) and the actual satisfaction that it provides (it’s value). When such disparity occurs, the reward system implemented will lead to loss of the motivational value. 2. Instrumentality represents a person’s belief about the relationship between performing an action and experiencing an outcome. The high performance is most likely to occur when both the valence and instrumentality are perceived high. It is important to understand individual’s motivational behavior by not only identifying his/hers satisfaction expected as a result of attained particular outcome, but also what actually the person thinks that he /she needs to do or not, to achieve the outcome. 3. Expectancies, representing a link between making an effort an actual...

Similar Documents

Free Essay

Individual Performance Review

...IndIvIdual Performance revIew (IPr) 3 IndIvIdual Performance revIew (IPr) GuIdelIneS Shell is committed to creating and maintaining a high performance culture. our strategic aim is to become the world’s most competitive and innovative energy company. To achieve this we must commit to developing and supporting our employees, while rewarding their contributions. The IPr process is...

Words: 2535 - Pages: 11

Premium Essay

Managing Individual Performance

...(Bill Roth) When selecting the team members, be sure to evaluate their interpersonal and communication skills as well as their individual professional abilities and expertise. (Messmer) When selecting the team members from the "Managing Individual Performance" simulation. I selected the following members: Lisa Stafford for the "Build Case Files" task. I selected Lisa because the task required several sit visits, research, analysis and recording. Lisa's characteristics included working well with people; correct issues...

Words: 1837 - Pages: 8

Premium Essay

Impact of Emotional Intelligence Individual Performance

...Impact of emotional intelligence on individual performance Marriam Naseer Mphil-11 Quaid-I-Azam University Islamabad. 1: Introduction: Emotional intelligence: There have been numerous definitions of what constitutes emotional intelligence. All reference the thoughts and feelings behind people’s actions, which guide their response patterns in different situations. It therefore follows that people who are emotionally competent are able to recognize these different emotional patterns in themselves and others, and to direct them in appropriate ways. (Clíona Diggins, Pearn Kandola, 2004). EQ is a subset of social intelligence, a set of mental abilities separate from personality. Goleman’s (1995, p. 34) “notion of EQ includes knowing what you are feeling and using that knowledge to make good decisions”. Emotional intelligence (EI) refers to the ability to perceive, control and evaluate emotions. Some researchers suggest that emotional intelligence can be learned and strengthened, while others claim it is an inborn characteristic. Since 1990, Peter Salovey and John D. Mayer have been the leading researchers on emotional intelligence....

Words: 2397 - Pages: 10

Free Essay

Individual Performance Commitment and Review Form

...INDIVIDUAL PERFORMANCE COMMITMENT AND REVIEW FORM Name of Employee: CARLITA P. CURADA Name of Rater: FERDINAND A. LAGRADA, Ph.D. Position: Teacher I Position: PRINCIPAL III Review Period: ______________________ Date of Review:_______________________ Division: PUERTO PRINCESA CITY TO BE FILLED IN DURING PLANNING | TO BE FILLED DURING EVALUATION | MFOs | KRAs | OBJECTIVES | TIMELINE | WEIGHT per KRA | OUTPUT | PERFORMANCE INDICATORS(Quality, Efficiency, timeliness) | ACTUAL RESULTS | RATING | SCORE | ten | Teaching-Learning Process(40%) | 1.Prepared 40 appropriate instructional materials for 48 kindergarten pupils within the rating period.2. Delivered and Completed 80% of learning competencies through having functional daily work period plan within the rating period3. Formulated 10 classroom rules and guidelines from June to March4....

Words: 903 - Pages: 4

Premium Essay

Strategies That Can Be Used to Improve Individual Behavior and Performance

...Using practical examples, identify and discuss the various strategies that can be used to improve individual behavior and performance. (30 marks). Human resource is the most important resource of the organization. As much as it is important to tap the most from it various strategies must be implemented to improve behavior and performance in order for the attainence of overall organizational goals. The focus on the strategies of improving individual behavior and performance is important in that if the strategies and appropriately implemented this will translate into improved organization performance. Performance appraisal A performance appraisal system must be well defined, corporately supported and monitored (Antony et, al 1996). It must also be widely communicated and focused towards achieving corporate objectives. Fischer, (1997), postulates that performance appraisal should be used as an employee development tool to identify areas of skill and ability deficiency to improve the focus for training and development, as the possession of appropriate skills and abilities are key elements in improving individual performance. Organization commitment on the development of the employee results in change in behavior of the employee as employee loyalty is increased. Maintenance of a good performance appraisal system enhances communication between line managers and staff thus also enhancing employee satisfaction, commitment and performance....

Words: 750 - Pages: 3

Premium Essay

Issues Associated with Individual Attributes and Their Effect on Job Performance

...Issues associated with individual attributes and their effect on job performance Name Institution Issues associated with individual attributes and their effect on job performance Individual attributes are defined as the person’s inclination to react to the motivations uniquely and primarily grounded in their professional work environments. The definition suggests that individual attributes are applicable to the particular mission of the workplace. For instance, if a company is concerned with manufacturing tires then a worker's input, which affects tire production, is effectually an individual attribute. Besides, research suggests that business and commercial entities are more probable to engage or employ individuals whose desires and ideals are attuned to the entities mission. Additionally, it can be argued that the composition of the workforce is projected to mirror the nature of the work done by the business entity. It would appeal to personnel who yearn for superior prospects to satisfy higher order needs and motives by executing professional functions. Fundamentally, it is posited that the individual attributes that are habitually seen as the key to inspiring personal conduct (Mills, Bratton & Forshaw, 2006, pp. 89-90; Mullins, 2005, 39-40; Robbins, Millet, Boyle & Judge, 2011, pp. 28-30). Therefore, individual attributes have potentially significant consequences for the professional job performance....

Words: 2767 - Pages: 12

Premium Essay

Hrm 531 Week 4 Individual Performance Management Plan

...HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management Plan HRM 531 Week 4 Individual Performance Management......

Words: 812 - Pages: 4

Premium Essay

Does Work Place Design Increase Individual Job Performance and Well-Being?

...Does work place design increase individual job performance and well-being? Morgan A. Niehus Florida Institution of Technology Does work place design increase individual job performance and well-being? Abstract Today more than ever there is more pressure on manager’s to hire and retain top talented people to stay competitive in their respective markets. Quality people have choices in where they work. People will choose a place of employment where they can work hard, be immersed in the latest technology, socialize with a diverse group of people, have pride in their work and share ideas to improve themselves and to improve performance, and have fun doing it. The work design is an integral part in achieving this holy grail of work environments. My objective is to take a look at three individual studies that look at different elements of work design such as employee environmental controls, work place innovation and well-being. I will then summarize my conclusion with a recommend course of research to further prove that providing a well thought out work place design will promote a work place environment that leads to increase job satisfaction, productivity, group unity, collaboration and performance. First let’s define work design. Wikipedia defines work design as the application of Socio-Technical Systems principles and techniques to humanization of work....

Words: 2615 - Pages: 11

Premium Essay

A Close Alignment of Organization Strategy with Human Resource Development (Hrd), as a Way to Improve Individual and Organizational Performance

...Schuler explains that integration of business strategy with HRD functions does not only assist an organization in enduring the changing external environmental factors but also boost individual and organizational performance. Therefore, this essay aims to address three main objectives and they are: to establish the relationship between organization...

Words: 3033 - Pages: 13

Free Essay

When Theaters Do Not Empower the Artistic Individuals in Their Organization, They Should Consider Vertical Disintegration If They Want to Increase Economic Performance.

...When theaters do not empower the artistic individuals in their organization, they should consider vertical disintegration if they want to increase economic performance. Over 40 years ago, Broadway had become more and more commercial. In order to respond, a small group of pioneers founded the American regional theatre movement. In the early years of the movement there was a certain organizational structure within these theaters. It was called a dichotomous structure; the artistic energy on one side and the administrative energy on the other (Whitehead, 2002). However, when the theaters become more popular and reached a larger audience , the administrative side of the theaters had become increasingly important in how the theatre operated. The people on the artistic side of the theater, were far away from the institutional decision-making centre of the theatre. The theatre now produces institutional art; instead of the artists, it's the institution who determines the ecology of artistic creation. Now there was a hierarchy; the various components in the theatre had very different access to and power over the budgetary process of the institution. The people on the administrative side, like the board, the administration staff and the marketing directors, had the most power. In contrast to the artists, producers and technicians, who are situated at the bottom of the chain and have therefore less power (Whitehead, 2002)....

Words: 255 - Pages: 2

Free Essay

Organizational Behavior

...|Unit title: |EFSM14 - Manage the performance of teams and individuals to achieve objectives (MCI C13 – amended) | |Element titles: |14.1 Allocate and delegate work to teams and individuals | | |14.2 Agree objectives and work plans with teams and individuals | | |14.3 Assess the performance of teams and individuals | | |14.4 Provide feedback to teams and individuals on their performance | | |14.5 Resolve performance issues with teams and individuals | |Scope of this unit | |This unit is about making the best use of your team and its members so that they can achieve your organisation’s objectives. It covers allocating work, | |agreeing objectives, and setting out plans and methods of working. It also involves monitoring and evaluating the work of your team and its members and | |providing feedback to them on their performance....

Words: 2118 - Pages: 9

Premium Essay


...Performance management should incorporate: • Performance improvement - throughout the organisation, in respect of individual, team and organisational effectiveness • Development - unless there is continuous development of individuals and teams, performance will not improve • Managing behaviour - ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships. At its best, performance management is a tool to ensure that managers manage effectively - as part of which they ensure that the people or...

Words: 2177 - Pages: 9

Premium Essay

Performance Management

...Performance Management Name Institution Introduction In the past, various studies have been conducted regarding the ways of improving performance in the workplace. Traditionally, the efforts have been geared towards the level of performance at an individual level with others examining the output of the team as well. They did that even though most of the researchers based their consideration towards the important aspect of performance appraisal. However, the traditional view ignored the fact that if the individual performance were improved, then the overall organization would record significantly improved results in the end. It is because the output of the individual contributed to the firm-level results as well. As such, the literature review conducted in the past concluded that most of the organizations had not discovered this direct link of improving performance. Rather, most human resource professionals concentrated on ways of improving firm level performance as a whole but not on individual basis. Therefore, it was important to examine the various applicable methods that could be adopted by different organizations to improve performance. Additionally, the aspect of measuring the individual performance could contribute towards improving the overall output of the team. If the individual is measured using an absolute parameter, then it would motivate them to achieve higher results and exceeds the expectations of the organization....

Words: 1733 - Pages: 7

Premium Essay

Small Scale Approach to Development

...Performance management systems consist of the activities and/or processes embraced by an organization in anticipation of improving employee performance, and therefore, rganizational performance.[35] Consequently, performance management is conducted at the organizational level and the individual level. At the organizational level, performance management oversees organizational performance and compares present performance with organizational performance goals.[24] The achievement of these organizational performance goals depends on the performance of the individual organizational members.[24] Therefore, measuring individual employee performance can prove to be a valuable performance management process for the purposes of HRM and for the organization.[24] Many researchers would argue that “performance appraisal is one of the most important processes in Human Resource Management”.[14] The term performance management is commonly used to describe a range of managerial activities designed to monitor, measure and adjust aspects of individual and organisational performance through management controls of various types. Therefore, This essay seeks to discuss performance management being indispensable in any organisation. ............................ defines performance management as a continuous process of identifying, measuring and developing performance in organisations by linking each individual’s performance and objectives to the organisation’s overall mission and goals....

Words: 555 - Pages: 3

Premium Essay

Performance Management

...Performance Management and its relationships to business objectives. Performance management’s primary objective is to drive improvement by collectively developing the ability of individuals to excel the expectations & achieve their full potential to fulfill the enterprise set goals and objectives. It’s a cohesive relationship between workforce and performance; performance of individual to profit and goal achievement. Performance management is a technique to ensure that individual works collectively towards organizational goals. In short performance management is a recurring method, to achieve full potential of individual, group or group of workers working towards achieving organizational goals. The Performance Management Practise is very vital to an organization in context to people & workforce development. Performance management is a system which tends to achieve the below: * It empowers individual’s understanding of their expected results in terms of output and their contribution towards the organizational goal. * It helps understanding and estimating their individual need to develop skills to achieve the set targets. * It helps to keep the individual motived and work more efficiently towards goal achievement. * It strengthens a productive working association between a manager and member of different groups....

Words: 2005 - Pages: 9