Management Essay:员工绩效下降 [3]
论文作者:www.51lunwen.org论文属性:叙事文 Narrative Essay登出时间:2016-05-05编辑:zhaotianyun点击率:11766
论文字数:2726论文编号:org201605021946072906语种:英语 English地区:泰国价格:免费论文
关键词:Employee performance计划样本
摘要:摘要:本文主要讲述了员工绩效基本上是有效的员工进行工作分配给他。员工的动机水平,员工参与,健身计划、任务描述、评价和反馈,以及他对他工作的态度的重要因素,影响员工的表现。
ncreased and there were more workers working under one manager. Later group work and team of employees, assigned to a specific job or project, with a high degree of autonomy. His research showed that group work and autonomic work groups had a direct relationship with employee performance which motivated employees to give a better performance as a group.
Brayfirld et al(2005) in his research has studied the earlier relationship built between employee motivation and the performance of employees. To carry his research he has studied empirical literature that contained all the information related to these variables i.e. employee motivation and performance of employees. The methodology used was also discussed it in it, 16 stores in U.S were chosen for sampling. A principle was established and they tried to find out problems in previous papers about the design and the analysis. After studying the critical analysis of the papers he found out that job satisfaction and the employee performances have a very weak relationship. Hence it is concluded from this that to achieve employee satisfaction one can do a hard work but once an employee is fully satisfied, the future productivity levels are no longer enhanced by motivational force.
Gruman et al (2011) in their paper have tried to find out the relationship between the employee empowerment and employee performance. To find out their findings they have studied performance management system of an organization in Ontario, Canada. Authors have reached on a conclusion that employee performance can be increased by engrossing their work and making an emotionally attachment between employees and their organization which is known as employee engagement. Hence there is a direct relationship between employee engagement and employee performance.
Peter Park (2012) in his paper has tried to combine to different types of approaches i.e. affective approaches and cognitive approaches which would result in an increase in the task performance. In these approaches the types of variables studied were organizational commitment and information sharing. In Britain they conducted workplace employment relations survey in order to find out the relation between these two variables and employee performance. After properstudy of this survey results its was concluded that self-management teams and group incentives who were given power and benefits had a positive relation with information sharing and the information sharing had a positive relation with organizational performance levels and with organizational commitment. The methodology used by researcher in this research is a survey of 19 companies and sample size of 174 workers was selected. This sample size was divided into groups of 5-6 people.
Hon Joseph (2012) in his research has tried to find out the relationship between the employee performance and competency based pay. Competency-based payis when an employee is paid for the types of skills and knowledgehe is capable of rather than his position. The author has also mentioned that the competency-based pay can help to improve execution of business tactics and will have a positive impact on the employee and organizational performance. The type of methodology used for data collection was surveys and a sample size of 218 Chinese employees was chosen from a lodge. This survey was conducted in order to find out their opinion about competency-based pay systems as well a
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