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Performance appraisal defined by Boswell and Boudreau 2002 and Judge and Ferris 1993. In work environment, employees develops competence if they are motivated and they enhance performance at the level of performance appraisal systems, and so they are distributed with rewards and the Efforts which arise and which are concerning with the people are their attitudes, experiences, skills, that improves effectiveness of employees.
In the year 1997 Fletcher said that there will be Lack of success of Performance appraisal for developing motivation in employees if they will not be satisfied. Performance appraisals help to Influence the employees in their behavior future development depends on the performance because it will help them to achieve their defined goals and employee must experience positive appraisals from the organizations.
Cardy and Dommins in the year 1994 explained very beautifully that If not then appraisal system will doom to failure Performance appraisal is the most frequent satisfaction which we are experiencing from today’s employees. Levy and William’s field research defined the between Performance appraisals reactions and employee attitudes and behavior.
The reading can explain the relationship between satisfaction and employee outcomes in form of work performance that is affective organizational commitment and turnover intention.
Ryan and Deci 2000- have explained the work motivation could be a key mediating variable.
Direct relationship between Performance appraisal satisfaction and employee outcomes. Fletcher 2001 In the book 2001, Fletcher also described about the techniques relate to the methods and theories of performance appraisal and employees satisfaction so as the turnover which are as follows:
Goal setting and feedback which measures the work schedule, planning and management and the activities and steps which are taken to measure these goals.
He also defined the strategy of the performance achievement how to increase individual performance.
Goal setting theory has been defined by Neubert 1998 proved successfully in this case or paper about the robust and intellectual policies of human resource management which enhances performance and able to produce the high quality peer group. He has defined in a sentence that Performance appraisals offer knowledge and skills.
There will be a positive relationship between performance appraisal and work performance then to communicate organizational goals and strategies and vision.
Goals are the key areas which an organization focuses.
A performance appraisal increases the behavior, nature and perceptions of employees that they are being valued by the organization & also they are being part of an organization team. Perceptions are very closely related to affective commitment so this also generates a high quality peer review which is possible only when the organization wants.
From the case the research which had taken upon the sales people for information requiring about their market experience which suggest that an organization commitment is positively associated with openness to discussing the appraisal and negatively related to role ambiguity so after getting deeply into the knowledge they found that there is positive relationship between performance appraisal satisfaction and affective organization commitment.
Lath man 2003 says that the arguments about communication of goals, capacity of performance appraisals to increase employees perceptions of being valued in the organization and dissatisfaction of performance appraisal systems can might influence the employees to quit from the job so turnover will also get affected so from his sayings he have explained that this is a negative relationship between performance appraisal and turnover intention.
The hypothesis 3 explained that intrinsic motivator as a mediator so decision making does not get affected and they can apply the thoughts and ideas in to their decisions.
Roberts and Reed 1996 proposed the participation of employees, goals and feedback which impact on appraisal system and acceptance by the employees which affects appraisal satisfaction finally employee motivation and organization’s as well as people’s productivity.
This Research has explained the people about the job satisfaction measures and the job related works which helps to appreciation and satisfaction.
The Hypothesis 4 proved that the relationship between satisfaction and work and performance Appraisals rely the fact of satisfaction and affective commitment
Intrinsic motivator works as a moderator which is linked with the fact of learning styles and learning experiences like training and development certain sessions for motivation etc .
Paper Usefulness:
The paper is very useful for the people who believe in reading, the paper is really very helpful for children who think he or she can be motivated by reading motivational theories and examples with highly proved statements. It helps the employees who are associated with some organization so for better understanding and usefulness this paper is really very much useful. It can help the people to achieve the goals, targets, ambition and so forth the dreams as well in single word. I therefore can suggest that please believe the authors want us to learn with certain learning principles he have defined and so we can work upon it and thus can improve upon it. Motivation enhances learning and performance associated with Performance appraisals.