Performance strategies

 Performance strategies

Performance management strategies are particularly concerned with workforce motivation or, more accurately, management belief in the factors which lead to employee effort and commitment.

Read 'Promotion must not be dependent on performance'  - This article explores why existing formal and informal approaches to employee performance management and appraisal (EPMA) tend to work well enough in theory, but fail to meet expectations in practice.

 Motivation and performance

There is a considerable body of literature on the relationship between motivation and work performance. Theories range from the simplistic 'economic man' variety, typical of 'scientific management',  to complex expectancy models.

For a more practical survey read  Performance and productivity boosted by regular reviews - Nearly 4 in 5 (79%) of businesses who use performance assessment say that regular employee performance reviews benefit overall business performance, and almost as many (76%) feel that they improve employee productivity.

 Achievers and non-achievers

Several researchers have attempted to identify the important factors leading to successful performance by comparing recognized high achievers with average performers. Furnham reviewed much of this and found consistent themes such as: perseverance, ability, contacts (through networking), self-reliance, thinking big and good time management.

 Locus of control

Performance management implies that employees can be influenced or controlled to perform effectively. However, people vary in their reactions to the persuasion or coercion of others. This section of Human Resource Management in a Business Context discusses the issue in terms of internal and external locus of control.

 

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