The easiest way I can think to describe it:
Motivation is the desire to do something (and presumably to do it well) and Performance is the action of doing something (again, presumably well)
The more motivated employees are then they will perform better while doing their job. It is in an employer's best interest to reward employees when they can.
The seeker wants to take, for free, a case study (which is a valuable resource for which one must pay). Visit the Harvard site and pay like everyone else.
Literature review on motivations and its effects on employees:'a case study of health workers'
The better your leaders connect with people, the more the lower ones will enjoy doing what they say and actually trying to positively contribute.
the teacher should be tolk to thier student to show them
is interest and car about them
There is a strong relationship between motivation, teamwork and job satisfaction. When employees are motivated it creates a stronger team. That strong team makes the job better.
Performance is a function of the interaction between an individual's motivation, ability, and environment.
performance measurement is quantify either qualitatively or quantitatively input output or level of activity. performance management is action a based on performance measures and reports, which result to improving behaviour, motivation and process.
moral is diffrent than motivation :)
Motivation plays a crucial role in impacting job or work performance. Higher levels of motivation often lead to increased productivity, better quality of work, and higher job satisfaction. On the other hand, low motivation can result in decreased performance, disengagement, and reduced efficiency in completing tasks.
Influence refers to the ability to have an impact on someone's beliefs, attitudes, or behaviors, while motivation is the driving force that prompts a person to take action or pursue a goal. Influence can come from external sources, such as people or circumstances, while motivation usually comes from within the individual.
there is no difference between high pressure and performance chromatography
Conscious motivation refers to goals and desires that individuals are aware of and actively pursue, while unconscious motivation involves drives and desires that are hidden or not fully recognized. Unconscious motivation can influence behavior without individuals being aware of the underlying reasons, often stemming from past experiences or instincts.
Porter and Lawler's expectancy model of motivation suggests that an individual's motivation to exert effort is influenced by their expectation of a desired outcome and the perceived value of that outcome. It emphasizes the importance of the perceived link between effort and performance, as well as between performance and rewards. The model posits that the motivation to perform a task is stronger when individuals believe their efforts will lead to desired outcomes and rewards.
display is something you see, however, performance is something you do.
Performance gap is the difference between current situation and intended situation.
Effort
Content theories of motivation focus on the specific factors that motivate individuals, such as needs and desires, while process theories focus on the cognitive processes that explain how motivation occurs, such as goal-setting and reinforcement. Content theories offer insights into what motivates people, while process theories offer insights into how motivation works.