Motivation, Leadership and Performance Management

It is the process managers use to influence others so that their work efforts lead to the achievement of organizational goals.

• Leadership

• Motivation

• Management of Change

• Team Effectiveness

It is the process that accounts for an individual’s intensity, direction, and

persistence of effort towards attaining a goal.

• Leadership

• Motivation

• Management of Change

• Goal Setting

These are the building blocks of a new way of doing things.

• Self-actualization and self-esteem

• Autonomy, mastery and purpose

• One’s inputs and one’s outcomes

• Self-actualization and social

Based on Martin Seligman’s theory of well-being, the PERMA Model includes the following:

• Positive emotions and engagement

• Coaching and accomplishments

• Supporting and positive relationships

• Delegating and meaning

Based on Dyck’s and Neubert’s leadership style model, this is the most appropriate style to use when the subordinates have low level of commitment and low level of competency.

• Equipping

• Engaging

• Enabling

• Empowering

These are common elements of servant and transformational leadership.

• Influence and vision

• Trust and communication

• Integrity and teaching

• Risk-sharing and rationality

It is the process by which work behaviors are measured and compared with established standards and the results recorded and communicated.

• Performance system

• Feedback giving

• Performance management

• Workplace assessment

These are means of performance evaluation

• Supervisor and customers

• Graphic rating scale and critical incident

• Absolute and relative

• BARS and subordinates

This is the basic purpose of performance management.

• Provide information about work performance

• Give monetary rewards

• Give non-monetary rewards

• Have a clear promotion policy

These are better practices that can ratchet up performance.

• Build operational capacity and focus on few items

• Articulate the organization’s mission and include positive factors to praise

• Create “esteem opportunities” and establish a specific performance target

• Make it well-timed and be specific