The role of motivation in evaluating and improving
employee performance in production Institutions
Prepared By
Marwoa Hashim
Supervision By
Assoc. prof. Dr. Salman Zaidan
1-Introduction: in general human resource consider as critical element in life and
progress, and especially in the economic social development, as its one of the
important element of production and the leader for changing process from real
management to expectation management, that is the good employee performance is
right program to produce abundance, development, good quality product and the
best use to human, material, incorporeal force.
This explains the importance of understanding the motivations that
make employees do the work or causes that leads to get the best performance. That
what makes the motivation and human performance appraisal one of the
management challenges today,
Towards the enhancement of knowledge of things or the reasons that affect the
performance of individuals and provide the right conditions to encourage
them increase production and productivity.
2-Problem statment:
2-1Occupies the motivation and human performance appraisal a place takes almost
all employees attention in perception and action, as an importance subject for
employees in institutions and companies.
But this important subject didn’t take good and sufficient attention.
In order to achieve the highest level of management performance and production.
2-2The process of motivation and human performance evaluation
Is one of the most complex Administrative and technical processes, Because of the
variety needs of workers and the different attitudes and desires, And this also
depends upon a different motivating policies to satisfy these needs and balanced
appraisal of the performance of human.
2-3 Applications of motivation systems and evaluation of human performance,
have an impact on the performance of the organization
While it’s be Invalid to Increase production and productivity, when application
is being away from the goals of the High Commissioner to evaluate human
performance and the application of motivation systems on the other hand.
3- Objective:
3-1 better understands human nature, and then identifies the Employees balanced
needs of moral\ incorporeal and material.
3-2 Clear understanding of the factors that drive workers to submit the best, by
doing this we can easily link performance and productivity on the job to the
individual’s needs
3-3 improve the evaluation process of the human performance and the motivation
that suit the work environment, and Thus ensuring higher
productivity of individuals and provide the results correspond with the plans and
programs of the administration
3-4 achieved balanced system for the process of evaluation human performance, In
conjunction with giving motives to the employees. To increase production
and productivity and improve the efficiency of performance
4-Previous study:
4-1 The affects of the organizational climate on employees’
performance
By Reema Ahmed mulla Hassan zain al deen. Open university Malaysia (2010)
Dr. Isa al-jeeran. In this study, the researcher deals with the reality of incentives
in private organizations and their role in attracting workers to work, And
enhance productivity on a private and public level, the researcher also emphasizes
on the importance of continuous improvement to the motivation system and the
involvement of workers in the process of arrange and prepare it.
4-2 Impact of motivations to raise production efficiency (2003). Samih khrkhash,
University of Mohamed Boudiaf. In this study, the researcher refers to
the impact, of which motivations carry to stimulating employees and increase their
effectiveness and efficiency of productivity and technical alike, referring to
the compatibility between the motivations and the qualitative and
quantitative development of production at the level of individual
and group together.
4-3 Stimulation and its effects on job satisfaction and organizational
commitment (2010). JihanAbu Zeid, Open University Malaysia. In this study the
researcher is trying to show a balance between the existence of
motivation systems and job satisfaction among workers in companies
and institutions which she has been studied, as the researcher showed that the
relationship is reciprocal and positive, between giving motivations and
increased job satisfaction and commitment and its administrative requirements,
technical and production.
5. Methodology
In this research the researcher is dealing with Descriptive approach, which will
depend on the theoretical framework based on the books, references and studies
that addressed the issue of motivation and their impact on increasing the
productivity of workers in companies and institutions, in addition to that the
research methodology will address the practical side through the preparation of the
researcher to search tool of the questionnaire will be distributed to a group of
employees in the number of companies and institutions, productivity.
6-Structure:
6-1 introduction
6-2 . The research problem
6-3. Objectives of the research
6-4. Previous studies
6-5. Research Methodology
6-6. Research divisions
6-7. The Applied research
6-8. Conclusion
6-9References and appendices
Research divisions:
Chapter I - General Framework for Research
Chapter II - The importance of motivation and its administrative development
2-1. The concept and definition of motivation
2-2. Types of motivation
2.2.1. intrinsic motivation
2.2.2. extrinsic motivation
2.2.3. Common stimulus
2-3. Theories of motivation
2.3.1. instrumentality theory
2.3.2. needs theory (maslow)
2.3.3. herzberg’s tow factor model
2.3.4. Macgregor :x and y theory
2.3.5. ERG theory
2.3.6. Acquired needs theory
2.3.7. Equity theory
2.3.8. Expecting theory
2-4. the process of motivation
Chapter III- appraisal of employees’ performance
3-1. the concept of performance appraisal
3-2. history of performance reviews
3-3. essentials a performance appraisals
3-4. positive performance feedback
Chapter IV – Methods and appraisal techniques of human performance
4-1. Performance appraisal systems
4-2 . Self-directed performance review
4-3 peer review system
4-4. performance appraisal tool
4.1.1. Performance appraisal form
4.1.2. Checklists of performance appraisal
4.1.3. Determine the responsibilities of the job
4.1.4. Rating system
Chapter V - the practical side
Conclusion (Results and recommendations).
The references
8- Conclusion
At the conclusion of this research the researcher will address the theoretical
results and practical role of motivation in evaluating and improving the
performance of employees in productive organization in the frame work of
balanced understanding to human nature, and needs, and motives, that
make workers achieve the highest level of production, administrative and technical
performance. Thus the expected result and recommendations
Would be an opportunity available for productive organization to reach the
highest level of productivity and the best appropriate methods in the evaluation
of employees’ performance and motivate employees and improve the
organizational performance in general