Relationship between performance management system and employee motivation: the case of Notre Dame University-Louaize

Abstract

Purpose –Performance management system are an integral part of the running of a business or an organization and constitute one of the aspects of skills management. Managers make it possible to estimate the capacities and the performances of their subordinates and to be able to measure the real competences of an employee and to find practices that enhance their motivation and performance at work. Design/methodology/approach – The research methodology relies on a quantitative approach. Purposive sampling is used in as far as the selected population refers to administrative employees at the Notre Dame University - Louaize since the latter are submitted to a performance management system and that completely differs from assessing other type of employees, as professors and technical employee. Findings – Results findings have shown that H1, H2 and H3 are supported. Variables between performance management system, employee performance and motivation correlate positively. Employees are well aware that, in the context of their work, there is on the one hand what he does with pleasure and, on the other hand, what requires a lot of effort or what causes him inconveniences, troubles, annoyances, or worries. In such perspective, levels of motivations are related, gradually, to levels of satisfaction and more precisely to degrees of individual consideration through the performance management system. Research limitations/implications – The present study relies on a quantitative approach. It was interesting to center first on a qualitative one in order to understand, through semi-guided interviews, employees’ perceptions towards the university’s performance management system outcomes and their intentions or expectations to get motivated. In such, understanding causes of dissatisfaction often in return give the administration means or alternatives to review the performance management system and to formulate practices that enhance employee’s motivation at work. In addition, it would have been interesting to work on the demographic variables since it would have helped us in understanding certain background characteristics of our sample whether it’s their age, gender, culture etc. Practical implications – It is understandable to estimate that employees are motivated because of the performance management system recognition and shaped actions in accordance with their needs in order to improve their performance at work. Originality/value – The self-determination theory considers that there are several types of motivation that drive human behavior. These types of motivations differ according to their inherent levels along a self-determination continuum. This continuum spans from motivation, which is a complete lack of self-determination, to intrinsic motivation, which is by defined by a self-determined. In such, it is crucial for any organizational performance management assessment to approach their employees subjectively since motivation is related to different psychological and personal traits and characteristics.