Leading and Managing People

Leading and Managing People

Table of Contents

Page no.

1 Executive Summery-------------------------------------------------------------------------------------- 3

2 Introduction------------------------------------------------------------------------------------------------- 4

3 Motivation Theories-------------------------------------------------------------------------------------- 6

3.1 Why Vroom’s expectancy theory? -------------------------------------------------------------- 7

4 Terms of References------------------------------------------------------------------------------------- 9

4.1 Exploring the Issue----------------------------------------------------------------------------------- 9

4.1.a A background about NRAA------------------------------------------------------------------- 9

4.1.b The current performance appraisal system in NRAA--------------------------------- 9

4.2 Research Methodology------------------------------------------------------------------------------ 10

4.3 Findings ------------------------------------------------------------------------------------------------- 10

4.4 The implication of the issue on NRAA staff’s motivation-------------------------------- 12

4.5 Applying Vroom’s expectancy theory---------------------------------------------------------- 13

5 Conclusion and Recommendations--------------------------------------------------------------- 14

6 Abbreviation.--------------------------------------------------------------------------------------------- 15

7 References and Bibliography ----------------------------------------------------------------------- 15

8 Appendixes 1 ----------------------------------------------------------------------------------------------- 16

1 Executive Summery

The National Records and Archives Authority (NRAA) is a new government institution which was established in 2007. The employees of NRAA are facing a motivation issue which has affected their motivation in a negative way. The issue is all about NRAA’s current performance appraisal system. As a performance appraisal considered being an effective tool of motivation, as it allows the employees to review their performance of the year and to look at their management view of their strengths and weakness. NRAA has implemented a performance appraisal system which has a procedure of not allowing the employees themselves to view their appraisal. In this paper we have explored the field of employee’s motivation and its theories, by exploring the motivation theories; we have tried to look for the best theory that can be applied to NRAA’s motivation issue. We have applied the expectancy theory on that issue, and have tried to justify our selection. We have selected Vroom's expectancy theory. To get insight understanding of the issue, we have conducted research methods, such as questionnaires, interview, and group discussions. All these to have a clear understanding of the issue, the reason, the implication of the issue on the staff’s motivation. From our findings, we came to know that,NRAA’s current appraisal system a has an negative impact on the staff’s motivation. After that, we have applied Vroom’s expectancy theory. With its expectancy equation we have tried to apply the terms: expectancy, valence, motivation force, and instrumentality in the context of NRAA’s motivation issue. After our investigations, findings and after having insight view of the impact of the issue on NRAA’s staffs, we have proposed some recommendations which in our view will help NRAA to eliminate the impact of the issue on tae staff’s motivation and boost their loyalty and motivation.

2 Introduction

A motivated workforce is a really good sign for any organization’s successes ( Buckanan, Huczynski, 1985). The subject of motivation is becoming more and more important in organizational and managerial point of view, and there have been awards introduces for the top best places to work in, and best motivation polices and systems. These all indicates that, the trend of how motivation became a very important issue in any organization which seeks for a constant growth and successes. Many biologist and researchers made lots of researches to know and understand what make people highly motivated or de-motivated, what make them work really hard and work with high spirit or enthusiasm, and what make them working well for the success of the organization they work in. It’s the people motives which determine their behaviors, if the people’s motives well-understood by the management of an organization, they can influence their employees behavior (Backanan, Hucznski, 1985).The rate of job satisfaction become more highly important then money. Enjoyment and friendly colleagues is the two aspects of this idea, followed by earning enough in the third place, passion for the industry fourth, good location fifth, and finally social life (Reade, 2003).Figure 2.1 will illustrate Reade Survey.

Kreitner (in Mullins, and Christy, 2010, p.254) state that, for successful performance of any organization, it’s not only motivation, its combination of level of skill, knowledge about how to complete the task, feeling and emotions. That’s give us a view that, managers can improve their employees performance by putting them in the right track, there are tools and ways to motivate the employees in any organization such as recognition or attention, career path, job titles, or leadership role. But, a successful motivation plane or tool, should take in to account the different personalities of different people. These days money is not the only thing that motivates the employees of an organization. That’s why; managers should set a mixed motivation plan. They should be aware of the drives and motives that motivate their employees, they should know that, what people really want from work? What are their needs and expectations? then they can set a plan consist of mixed tools of motivation that will meet higher set of motivation needs. Mullins and Christy (2010, p.254) state that, companies should possess a set of values to help in creating the best conditions for high performance. To achieve best performing of their employees, they should deliberate the employee’s motivational needs such as the need for engagement and sharing, sense of belonging to the company, ability to ply and work. Ability to choose, goals as an achievement incentive, clear and unambiguous feedback and the environment to be innovative. As giving clear and unambiguous feedback for the employees, both positive and negative, plays important role in improving and developing the employee’s performance. Also it is one of the high motivational needs. Also the annual performance appraisal is a very useful tool of giving feedback for employees and a systematic evaluation of the performance of the staff. It is also give the employees a clear view of their strengths and weaknesses, which will help them in framing their future development programs. Also, its represent a way of communication between employees and management. But, the most important, performance appraisal is an effective tool for motivation. Employees will be focusing on improving their skills and strengthen their weaknesses to arrive to better performance. Better employee performance is the key toward achieving best performance for an organization. The purpose of this paper is to explore the current system of performance appraisal at National Records and Archives Authority (NRAA), and whether this system is convey the statement that, performance appraisal is an effective tool for employee’s motivation, in the context of NRAA case. We will be examining the employee’s opinion about the current situation and their satisfaction, exploring the case in light of motivation theories, trying to apply the best applicable theory to this situation with adequate justifications. In term to have a clear understanding and a right application of the right theory on the situation of NRAA performance appraisal current system, we should have clear understanding of motivation theories. We shell look at motivation theories, looking at some popular researches and the theoretical developments.