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Does Performance Feedback Improve Employee Performance

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CHAPTER ONE INTRODUCTION 1.0 INTRODUCTION Environment literally means surroundings and all those things that impact human being during the lifetime. A working environment is a situation where people work together to achieve organization objectives. It means structures, measures, systems and tools and all those things which interact with employees and affect in positive or negative ways on employees work. It can also be defined as the location where a task is completed. The distance of the world is diminishing at a faster rate because of technology, distances are getting shorter, and events in other parts of the world are affecting us more immediately than in the past. Today 's organizations and their workers need to be apt to adjust …show more content…

The qualitative portion of the study aims to delve more thoroughly into the issue of performance as a concept and how performance can be related to pay. Also describe the factors that develop workplace environment and impact positively on employees productivity and explain results for validating the proposed framework. 1.3 RESEARCH QUESTIONS This study will attempt to answer the following research questions. Which are : i. How is an individual 's performance is evaluated in the modern environment ? ii. How does performance feedback improve employees ' performance ? iii. What are the physical work environments that add towards employees ' performance? 1.4 SIGNIFICANCE OF THE STUDY The significance of this study is to develop an understanding for …show more content…

Basing on this study the factors are explained below. 2.2.1 Motivated employees are more productive Employees need the motivation to thrive under pressure. They also need motivation when it can mean for them that they are working for something more e.g. more money, achievement, respect and Job satisfaction. Whether employees are happy and pleasing their needs at work environment. Many measures claim that employee satisfaction is a factor in employee motivation and goal. 2.2.2 Decision-making It is important to bring employees on a board in the decision-making process, but create realistic expectations in the process. 2.2.3 Work Environment and Flexibility Employees doing the right job for their personality and skill set, and performing well at the job greatly increases employees motivation and satisfaction. A safe and non-threatening work habitat are necessary to maintain a high level of work motivation. Flexible human resource policies, flexible time, working from home, childcare also be liable to have happier and more motivated

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1.4.Significance of the Study 1.5.Definition of Concepts and Terms used in the study 2. Literature Review 3. Methodology 3.1.

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This study would be conducted using qualitative and quantitative

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Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee

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Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

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The performance appraisal system is used to measure and develop the employee performance. It helped in the standardization within the organization, improve open communication among the employees and employer, it has developed and improve the due process within the organization (R. Mondy, 2010). 360-degree feedback has increase transparency among the employees as they receive their feedback among themselves that has brought out a high impact to the employees behavior and performance. According to Wadhwa, (2011) 360-degree feedback offers a huge and broader perspective of employee performance, as it doesn’t rely on one source feedback

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• Feedback: Employees should know about their performance. Apart from regular feedback, employees get quarterly reminders to evaluate their expectations. Besides, special sessions on receiving and giving feedback are conducted. • Development and growth : Every employee is responsible for his/her career and personal development.

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Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.

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Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.

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