We know many models of motivation like hierarchy of needs and two factors theory. Patanjali in his Yogasutras written about 2500 years has developed eight folds Yoga mode and he assumes the man is self actualized. Maslow fumbles with certain great souls who do not fit in hierarchy of needs and terms them as "self-actualized" This is the basic difference between western and Eastern. philosophy. Researchers are right when the hypothesize:
.rewards can actually kill the intrinsic motivation and so it is to be delinked from the performance assessments. Other ways of rewarding employees through profit sharing, team accomplishments, etc. can have better motivational affects. All that the employee cares for is to be paid fairly as per the market standards and delinking performance appraisals not only relieves pressure from the managers and HR but also the employees.
A few pertinent queries:
- What is the % of work force that works with intrinsic motivation (self-actualized)? May be between 5-10% who do not need any external agency to perform.
- For rest of work force (90-95%), profit sharing, etc., constitute motivating factor and salary as hygiene factor. Thus fairly paid as per market standard salary plays a key role for job satisfaction and as pointed out by researchers this work force aspire for de-linking salary from PA..
- There are certain in-separable dual states like birth-death, illusion-reality, publish-perish, male-female, fail-pass, cause-effect, including perform-perish. In mundane world and more so in capitalist approach, perform and survive holds good. De-linking performance from salary is not desirable. It is only under the pressure of performance (a fear as a motivator), the goal set is achieved. Merit Rating is the baby of Industrial Revolution and is on scene more than 200 years. Of course, the methodology is changing as we advance with time and has arrived at the present PA routine. Is it possible to abolish PA? Yes, but some other (indirect) method like on line progress report will have to be devised co-relating individual performance with the goal set for individual.
Regards,
Dr. P H Waghodekar, PhD (Egg), IIT,KGP, IE&M, 1985,
Advisor (HR), IBS & PME (PG)
Marathwada Institute of Technology,
NH 211, Beed by pass road,
Aurangabad: 431010 (Maharashtra) INDIA.
(O) 02402375113 (M) 7276661925
E-Mail: waghodekar@rediffmail.com
Website: www.mit.asia
and
Chairman, Advisory Board, MTC Global, Bangalore.
Engineering & Management Education: An Engine of Prosperity.
Classroom teaching must match with Boardroom needs!
From: "Prof. Bholanath Dutta"
Sent: Tue, 02 Feb 2016 12:41:35
To: join_mtc
Subject: [MTC Global] [Discussion] New Dimension in HR: No Performance Appraisal
Is it possible to develop an ecosystem in the organization where there is no performance appraisal?
The views expressed are individual and not necessarily MTC Global also share the same views.
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