Business Level Strategy Job Performance

Question: Discuss about theBusiness Level Strategyfor Job Performance. Answer: Introduction Job performance assesses whether an employee is performing well in a particular workplace or not. According to Hayati and Caniago (2012), job performance is an important part of industrial and organizational psychology. As stated by L?z?roiu (2015), main characteristic of job performance is that it has to be goal pertinent. Performance must be directed toward organizational goals that are appropriate to the job or role. Goal or objective of any business organization is to gain profitability. Profitability of any organization entirely depends on job performance of employees. That is why; it is important to carry out researches in order to find out how job performance can be enhanced. Motivation Motivation or employee motivation, as mentioned by Bell (2013), is the level of energy, obligation and ingenuity that an organizations employees bring to their jobs. It does not matter whether an economy is growing and lessening, shaping ways to motivate employees is always a concern of the management. As mentioned by L?z?roiu (2015), there is an old proverb you can take a horse to the water; however, he will only drink if he is thirsty. Same thing is applied to the employees. Employees will do what they want to do or they are motivated to do. According to studies, employees are motivated through two aspects of motivation which are intrinsic and extrinsic motivation. Intrinsic motivation improves internal desires of an employee to perform a particular task. This type of motivation comes from internal rewarding. If an organization is providing safety needs, social needs and esteem needs of an employee, then he will be motivated internally (Bell 2013). On the other hand, extrinsic moti vation comes from mostly financial rewarding such as incentives, bonus and payments related to overtime working. Parent Theory (Expectancy Theory) Expectancy theory states that employees will decide how to behave depending on the outcomes they wait for as a result of their performance. In other words, employees will work longer and harder if they are provided a pay rise. Therefore, according to Hsu et al. (2014), it can be said that employees will harder and will provide superior job performance if they are promised a pay rise. This expectancy theory depends on three major elements which are expectancy, instrumentality and valence. Expectancy: It is known as the belief of employees that their effort will result in their desired goal. However, it also depends on their past knowledge, self assurance and how difficult they think the goal is to attain (Renko et al. 2012). Instrumentality: It is known as the belief that the employees will receive a reward if they meet performance expectations. In only this situation they will improve their job performance. If employees are not sure that they will rewards, they will not feel motivated and will not perform accordingly. Valence: It is the value the employee place on the reward. Providing rewards that do not interest employees will not motivate them. Therefore, it is important to select proper rewards in order to motivate employees. Therefore, it can be said that expectancy theory states employees are highly motivated if they believe that they will gain desired rewards and outcomes if they hit an achievable target (Renko et al. 2012). As a result, they work hard and put their best in the workplace that delivers superior ob performance (Hsu et al. 2014). On the other hand, if they are not motivated by the rewards, then they will not feel motivated and will not perform accordingly. Relationship Between Motivation and Job Performance Contradictory research findings for the possible influence of Concept 1 on Concept 2 Support from the literature for the possible influence of Concept 1 on Concept 2 A research work done by (Aly and El-Shanawany 2016) clearly shows that nurses satisfaction with performance appraisal method in the study had a powerful positive influence on their motivation and work performance and productivity. Mostly, intrinsic rewards played a major role to improve job performance of the nurses. This research outcome can be supported by the literature and theory mentioned by Shields et al. (2015) who stated that intrinsic rewards are capable to facilitate motivation among the employees. If employees are motivated they will work harder which will improve job performance of the employees. Research work conducted by (Ogunleye and Osekita 2016) concluded that there is a noteworthy effect of employees job position and accomplishment motivation on their job performance. The research was done on Ekiti State Local Administration employees. From the research work it was found that several aspects were responsible for increasing amount of motivation among the employees. However, each of those factors is helping the employees to enhance their job performance. According to Bell (2013), the achievement motivation theory introduced by John Atkinson and David McClelland dictates that employees can be motivated by achievement in work. Achievement motivation is often contrasted with failure prevention. If employees are ensured that they will not face failure, then they will find enjoyment in performing challenging tasks. These employees will also work hard to improve their skills which not only enhance their job performance but also improve organizational productivity. Proposition After going through the expectancy theory and some research findings, it can be concluded that employee motivation can positively influence job performance. However, it is important to select appropriate reward systems to motivate employees. Conclusion In the end, it can be concluded that employee motivation is a major factor that can improve job performance of the employees. However, the best way to motivate the employees is still not clear. Some organizations mostly depend on intrinsic reward systems and some organizations depend on extrinsic reward systems. Some larger business organizations such as Apple and Google have implemented both intrinsic and extrinsic systems to motivate their employees. However, for comparatively smaller companies it is not easy to implement both the systems. Therefore, it is important to carry out a research and collect feedback of employees before implementing such systems. However, it is proved that motivation in workplace can provide job satisfaction that in turn increases job performance of the employees. References Aly, N.A.E.F.M. and El-Shanawany, S.M., 2016. The Influence Of Performance Appraisal Satisfaction On Nurses' Motivation And Their Work Outcomes In Critical Care And Toxicology Units.European Scientific Journal,12(20). Bell, N., 2013. Experimental evidence on the relationship between public service motivation and job performance.Public Administration Review,73(1), pp.143-153. Hayati, K. and Caniago, I., 2012. Islamic work ethic: The role of intrinsic motivation, job satisfaction, organizational commitment and job performance.Procedia-Social and Behavioral Sciences,65, pp.1102-1106. Hsu, D.K., Shinnar, R.S. and Powell, B.C., 2014. Expectancy Theory and Entrepreneurial Motivation: A Longitudinal Examination of the Role of Entrepreneurship Education.Journal of Business and Entrepreneurship,26(1), p.121. L?z?roiu, G., 2015. Employee Motivation and Job Performance.Linguistic and Philosophical Investigations, (14), pp.97-102. Ogunleye, A.J. and Osekita, D.A., 2016. Effect of Job Status, Gender, and Employees' Achievement Motivation Behavior on Work Performance: a Case Study of Selected Local Government Employees in Ekiti State, Nigeria.European Scientific Journal,12(26). Renko, M., Kroeck, K.G. and Bullough, A., 2012. Expectancy theory and nascent entrepreneurship.Small Business Economics,39(3), pp.667-684. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press.