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Appraisal reflects attitudes towards motivation and performance (self) and relationships (e.g. peers, subordinates, supervisors, organization), all of which vary from one country to the next". [112] Therefore, appraisal should be in conjunction with cultural norms, values, and beliefs in order to be operative. [ 113 ]
Performance appraisal is the method in which an employee's job performance is evaluated and reviewed. [31] This compares employee work behaviour with the organisations pre-set standards to provide feedback on job performance. Performance appraisals are a form of motivation through either positive or negative reinforcement, depending on outcome.
Research has examined goal orientation as a motivation variable that is useful for recruitment, climate and culture, performance appraisal, and choice. [ 9 ] [ 10 ] It has also been used to predict sales performance, adaptive performance , [ 11 ] goal setting , learning and adaptive behaviors in training , and leadership .
Job performance, studied academically as part of industrial and organizational psychology, also forms a part of human resources management. Performance is an important criterion for organizational outcomes and success. John P. Campbell describes job performance as an individual-level variable, or something a single person does.
Pay-for-Performance is a method of employee motivation meant to improve performance in the United States federal government by offering incentives such as salary increases, bonuses, and benefits. It is a similar concept to Merit Pay for public teachers and it follows basic models from Performance-related Pay in the private sector.
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
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