Question 1 If you want your employees to increase their level of Essay

Question 1 If you want your employees to increase their level of performance, you must create high levels of job satisfaction - Essay Example The main focus of the myriad of researches that have been conducted in relation to this subject has been on attempting to identify exactly what is the main factor that causes employees to increase their level of performance. The relationship between job performance and job satisfaction has not been an easy one for most researchers to establish, although the relationship between the two variables is often seen to be quite logically convincing due to fashion in which it fit into the human relations value system, it was not always easy for some researchers to exactly define what exactly job satisfaction and performance were. This is mainly due to the established fact that if organizations intend to generally improve their employee performance, it is vital that they first ensure that they first create some degree of job satisfaction in order to satisfy their employees, on the other hand, performance is an integral requirement for the creation of job satisfaction. ... Job performance essentially consists of a set of three key interrelated elements, these elements are mainly the context, the activity and the individual. In order for one to effect some degree of improved job performance, it is essential that change takes place in one or a combination of these three elements (Rothswell and Kazanas, 2003). In order to establish what job performance is; it is of critical importance to first have an appropriate conceptualization of what exactly is performance. Without the establishment of what does or does not happen to rightfully constitute of job performance in any given context, it will not be possible to provide any job performance ratings. Some of the more historical pointers used in rating an individuals job performance have been seen to include diverse judgments on aspects such as job behavior, job outcomes and results as well as the person’s own individual traits. In the establishment of a persons job performance ratings, the use of behav ioral measures has been proposed by several researchers providing the most accurate results for the proper indexing of an individual’s job success as compared to the use of results measures (Hersen and Thomas, 2003). Although the establishment of performance ratings has long been mainly based on the rater’s personal judgment of the perceived typical or average performance of the target, it has been noted by some appraisal scholars that performance can be regarded as a dynamic criterion that tends to exhibit various intra-individual variables over a given time (Hersen and Thomas, 2003). When establishing an employees job performance ratings, it is possible to obtain more information if the rating