PERFORMANCE APPRAISAL AND WORKER MOTIVATION: APPLICATION OF EXPECTANCY THEORY

Abstract

Organizations used performance appraisal as the primary instrument to measure worker performance in order to make decisions about rewards, promotion, and termination. Because performance appraisal is so critical, organization managers expend much thought and effort in developing the best methods for fairly assessing worker achievements to allocate rewards and promotion appropriately. It is necessary for the appraisal process to be reviewed frequently to ensure fairness, and support of the organization’s mission in changing global markets. The present article explores the association between worker motivation and the performance appraisal. In addition, it highlights the development of the projected model using Expectancy Theory. The results underline how the various components of performance appraisal as perceived by workers can have mixed positive and negative effects on their motivation.