Performance Management and Motivation

Organizations strive to increase their employee’s performance. Performance management in an organization aims at developing an effective way of achieving all departmental goals, mission, objectives, strategic initiatives, and a high level of achievement, motivation, and accountability (Aguinis, 2013). Organizations achieve employee performance by utilizing motivational theories—employees who receive a high level of motivation work effectively and intensively(Poláčková, 2016). Herzberg’s Two- Factor Theory is among the motivational theories which influence employee’s job satisfaction and performance.

Organizations use Herzberg’s Two- Factor Theory to motivate their employees. According to this theory, motivators such as success, recognition, the job itself, responsibilities, and growth motivate employees (Gerhardt, 2019). Hygiene factors such as status, work conditions, supervision, and company policies demotivate employees (Gerhardt, 2019). Organizations should work towards developing motivation triggers to enhance performance. For instance, organizations should focus on creating opportunities for personal growth. New opportunities will offer platforms for growth and advancement, thus improving employees’ efficiency. Additionally, an organization should motivate its employees by recognizing their achievements through rewards. Rewards motivate employees to work better for future recognition. Consequently, organizations utilize Herzberg’s motivation theory by promoting employees after reaching a certain career stage. This inspires them to continue working for future promotions.

Tyrannical behaviors such as extreme supervision of employees involving reprimanding workers in front of others demotivate employees (Wharton Business Daily, 2018). These behaviors lower employee’s self-esteem and induce stress to employees. They end up alienating from their activities, thus lowering organizational performance. The presence of fear in an organization due to tyrannical leadership demotivates employees. Organizations should work towards increasing motivators and reducing de-motivators to enhance overall performance.


Aguinis, H. (2013). Performance management (3rd ed., pp. 123-161). Pearson.

Gerhardt, P. (2019). Employee Motivation( Motivational Theories) [Video].

Poláčková, K. (2016). Motivation, Performance, and Efficiency. Research Gate, 2, 3.

 Wharton Business Daily. (2018). Management. Does Fear Motivate Workers- Or Make Things Worse [Podcast]. Retrieved 16 March 2021, from