The most significant motivational theories are Maslow’s Hierarchy of Needs, Alderfer’s ERG Theory, Herzberg’s Two Factor Theory, McClelland’s Acquired Needs Theory, and Goal Setting Theory. These theories are similar as they focus on motivating employees. All theories are of the view that it takes time to get all the needs that are required for motivation. Each theory, however, enables the employees to select goals and needs that will be helpful in motivating them. Maslow focuses on self actualization, esteem, belongingness, safety, and psychological needs, Alfderfer emphasizes on growth, relatedness, and existence, Herzberg stresses on motivators and hygiene factors, and McClelland focuses on affiliation and achievement power (Hartel & Fujimoto, 2014).
Motivation is a major concern during the process of performance appraisal because it helps in energizing employees, and propelling them in order to pursue their goals and objectives. Motivation plays an effective role in performance appraisal process by demonstrating improvement needs, and meeting psychological needs of employees (Secord, 2003). The motivational levels of employees can be impacted by this process as this process paves the way to enhancement of personal development of employees, and increase their satisfaction.
Ability to perform represents aptitude of an individual. It also indicates resources and training provided by the organization. Motivation is, however, a product of commitment as well as desire. The ability to perform and motivation are correlated with each other via performance. Performance is considered as a function of motivation and ability. A person who is motivated in an effective manner has more ability, and his/her performance is better as compared to other individuals who are not motivated.
In order to improve individual performance, ensuring employee engagement, giving immediate feedback, collaborating with employees, and sharing techniques of problem-solving are effective strategies. They are even beneficial for reducing negative reactions to the process of performance appraisal as with the help of motivation and positive feedback two ways communication is ensured which provides an opportunity to employees to solve the problems.
References
Hartel, C.E.J., & Fujimoto, Y. (2014). Human Resource Management. Pearson Australia, Australia
Secord, H. (2003). Implementing Best Practices in Human Resources Management. Canadian Cataloguing Limited, Canada
