The relationship between motivation and performance is often mentioned, but not many organizations, efforts to study in detail, and ends up in the cul-de-sac, instead of the decision, on the basis of the findings and instigators.
Manager believe that the motivation of students is just psyching employee to give excellent performance. It is not greater than the old method of continuous monitoring, after a time that is no longer a worker is very pleased with the prep talk about the carrot dangling for histrionics or strengthen incentives, such as the organization makes the World to their future career.
The tools for measuring the relationship is also rudimentary, most organizations believe their strategies motivation to work when there are fewer dis-satisfaction of employees and a high turnover rate.
The benchmark May certain light in the hey days or economic development, but also in the rapid approach of stagnant economic management has also been proven and tested method. The key is the integration of people, processes, technology and the establishment of an environment in which the symbiotic motivation comes from what is an employee of an organization, as for what he said.
The process should be designed to ensure that staff as part of the work to put their knowledge, skills and expertise. The results should be fairly transparent, so that a person is not compelled by higher authorities to interpret performance. Finally, everyone should be treated as an individual is not a small wheel to wheel. The time has come when people should orientation of the strategy of the company and not the technology, machinery and results. People results if they know how they can increase their capacity and the possibility of a business if it is not why she says. The reason, as it is by nature, all human beings know what is expected, not only for itself but also by organizations. Congruence of these two needs, employees can motivate them to give the best, rather than the commission of pot.