Compensation, or the financial and non-financial rewards that an employee receives in exchange for their work, can have a significant impact on employee performance. While it is not the only factor that influences an employee's performance, it can play a significant role in how motivated, engaged, and satisfied an employee is with their job.
One way to measure the impact of compensation on employee performance is through the use of a questionnaire. A questionnaire is a tool that allows employees to provide feedback about their work and can be used to gather data about various aspects of the employee experience, including compensation.
There are several potential benefits to using a questionnaire to assess the impact of compensation on employee performance. First, it allows employees to provide anonymous feedback, which may encourage more honest and candid responses. This can be particularly useful if there are concerns about pay equity or other sensitive issues related to compensation.
Second, a questionnaire can provide valuable insights into how employees perceive their compensation and how it compares to their expectations and needs. This can help employers better understand the factors that influence employee motivation and satisfaction and make informed decisions about how to structure their compensation plans.
Finally, a questionnaire can be an effective way to gauge the overall impact of compensation on employee performance. By asking questions about how satisfied employees are with their pay, how it compares to the market, and how it impacts their motivation and engagement, employers can get a sense of the overall relationship between compensation and employee performance.
While a questionnaire can provide valuable insights into the impact of compensation on employee performance, it is important to consider other factors that may also influence performance. These can include factors such as job satisfaction, work-life balance, and the overall work environment. By considering a variety of factors, employers can get a more complete picture of what drives employee performance and make informed decisions about how to best support and reward their employees.
The Impact of Motivation on the Performance of Employees
The study revealed that salary is the greatest motivation factor among various extrinsic and intrinsic motivation factor like job security, advancement in career, the good relationship among co-worker, achievement sense, training and development and sense of recognition. He tried to use mixed approach for this study. Informal interviews method has been adopted to make sure that additional information that could not have been gathered through the use of questionnaires was captured. We recommend quarterly or monthly performance conversations, paired with a year-end review of general themes, notes, progress, and next steps. Hypothesized theoretical equation Based on the conceptual model in Fig. Or are you standing? Ramchandrapur High School R. Performance reviews should be transparent.
Performance reviews should be objective. Section two focuses on the method deployed, with emphasis on the aim, design and setting of the study. Individuals can be either extrinsically or intrinsically motivated or both Amabile, 1997. Yet in model 4 , there is an exponential increase in the coefficient of performance management systems as it increases job performance within the municipality by 51 percentage point. The researchers sought for permission from the municipal directorate of education to engage with teachers within the municipality. If you want your review to actually improve performance, How to follow up after a performance review The final step to executing an effective review is the 13. On normality, the results of the Kolmogorov—Smirnov statics were used to assess the distribution of scores.
We present the demographic characteristics of our participants in Table Full size table Performance management on the other hand had a Cronbach alpha coefficient of 0. They also give organizations the data they need to make important people decisions related to: compensation, promotions, development, role changes, exits, and more. The test result was insignificant i. We continue with a brief literature review on the concept of motivation, leading to the development of a conceptual framework and hypothesis based on the self-determination theory SDT. How does motivation affect the performance of employees of Ramchandrapur High School? Traditionally, performance reviews have occurred once a year and have focused on evaluating past performance.
To explain the relation in model 2 , it is important to note that compensation is the output and the benefit that a teacher within the municipality receives in the form of pay, or even any form of exchanges in kind or in cash to increase performance. Consistent with the general distribution of gender in the demographic characteristics of Ghana, about 63 of the teachers were female 39. At the preparatory stage, the questionnaires designed were tested to make sure participants understood the demands of the questions in the questionnaires. Monetary and non-monetary factors are used by human resource managers to achieve different employee and organisation related objectives. The study was particular about these assumptions because multiple regression abhors them singularity and multicollinearity. The triggers of motivation may include such factors such as compensation packages, job design and working environment, performance management system and training and development which are controlled and autonomous factors as crucial elements for motivation.
