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Abstract

This research focuses on employee motivation, engagement, and performance management. The author believes it will benefit businesses and public organisations, especially healthcare. Relevant literature, research designs, methodologies, data analysis, and findings in this field can help organisations manage employee performance better. Effective management of motivation, engagement, and performance leads to staff retention, higher productivity, improved reputation, optimal work efficiency, and greater job satisfaction.

Employee performance evaluation is vital in both business and public sectors, particularly where employees judge each other’s work (Cappelli & Conyon, 2018). Thus, a structured performance assessment system is essential to prevent biased judgments. Strategic leadership plays a key role in managing performance, as studies show it significantly influences employee results. Effective management strategies optimise both employee and organisational outcomes, though performance may vary due to situational factors (Bryman et al., 2011).

Porter (1996) viewed management strategy as performing activities differently from rivals. Vroom’s expectancy theory suggests employee performance depends on personal traits like personality, knowledge, experience, skills, and abilities (Vroom, 1964). This theory has been widely applied with success in managing employee performance. Similarly, Herzberg’s two-factor hygiene theory helps enhance job satisfaction and retain skilled, result-driven employees, boosting efficiency and productivity.

Author: Theophilus Njoabuzia Nwabuzor