Performance appraisal  Coursework Example

Week 10 Management DB Question
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Abstract
Performance appraisal is a management tool used to evaluate the commitment by employees and then rewarding the best. Workers need to be motivated for them to put more efforts in helping an organization achieve its set goals. As a result of this trend, business managers need to define clear frameworks that are used to reward employees who demonstrate extra effort to meet the set targets. However, some of the mechanisms, as used by many companies may appear to be ineffective. Also, there are those that are very important to keep an organization going. The HR department is responsible for rewarding employs. Thus, the department should survey the best motivational tools to avoid wasting time and resources. This essay provides an analysis of some of the commonly used motivators and their impact. These reward systems include those that are necessary, those that are useless, as well as some who are nice, but they have no bearing on company productivity.

Motivators
Some of the best motivators include the rewarding of efforts, offering flex hours, as well as sending written recommendations. Also saying thank you can be a sign of appreciation and recognition of a particular rare attempt. An employee will feel that his/her effort is recognized. Also, this process motivates junior employees and those who are lazy. Similarly, employees increase their efforts making them work under minimal supervision.
However, some of the given motivators are useless.

They neither add anything to the quality of output nor boost employees’ morale. For instance, blowing out candles, loosening the shoes, as well as offering a free pass are some reward systems which add no value. Other motivations waste time and resources. Also, they do not recognize worker’s contribution to the company.
Also, some motivators are good, but not necessary. For instance, making fun in the workplace may cause other members to be lazy. Also, dolling out cream and sugar may be relevant to individual workers but may not help the overall HR function. Some motivators touch on social and personal issues which can be done outside the business hours and premises. Also, there are some motivators which may bring animosity among employees as they carry unnecessary competition. Applauding employees is also necessary but not sufficient. Other workers have also developed expectations so that they get rewarded whenever they do well (Nohria et al., 2008). Thus, coming up with a contrary reward system in some circumstances may not make any effect.
No cost motivators are essential to boost the working morale among employees. Also, they impact limited finances on the business. However, there is need to combine some of these aspects and do away with those that may waste time while not affect the organization directly. Motivation requires understanding and empathy in the HR department. This help to recognize each other’s efforts and abilities.

Reference
Nohria, N., Groysberg, B., & Lee, L. E. (2008). Employee motivation. Harvard business review, 86(7/8), 78-84.