Motivation, Engagement and Performance Management

It is vital to recognize that diversity exists and that different people are motivated by different things. Motivation can be described as the “process that accounts for an individual’s intensity, direction and persistence of effort toward attaining a goal”. There are “several theories of motivation” and in one of those theories which is “Abraham Maslow’s hierarchy of needs” it is argued that the basis of one’s motivation is influenced by one’s needs, and those needs consists of “Physiological needs, Safety needs, Social need, Esteem and self-actualization”. Other theories suggests that motivation is binomial and that the outcome is either positive or negative. Another theory suggests that motivation is much more complicated and that simply removing dissatisfaction does not necessarily make the opposite true.

Engagement refers to how focused one is on a task or set of tasks. Global trends indicate that Employee Engagement has a direct influence on the performance and success of a business, companies are therefore adjusting their strategies to include engagement as a key investment. An Engagement Model provides an opportunity for leaders to understand what is required to motivate individual employees within the team. This information can then be used to guide employees to achieving a set of predefined goals.

Performance Management
Performance management is a component of Management By Objectives (MBO) which is a methodical process of designing goals. These goals should be “Specific, Measurable, Agreed upon, Realistic and Time-based (SMART). These SMART goals become the performance management objectives of the individual employee. Performance management drives increased levels of engagement and in return delivers efficiency and success in the business while poor communication and feedback fuels the feeling of being disengaged.

* The fact remains that one should treat employees as your most valuable assets.


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