The aim of this study was to determine if source feedback perceptions have a significant influence on the motivation of employees. It is widely known that employers place a high value on the motivation of employees as it influences their performance at work. Various researchers have studied motivation as a construct in an effort to explain the simple statement of “why employees do what they do”. In this study, motivation is discussed in terms of the expectancy theory. It is said that the strength of an individual’s motivation to perform effectively is influenced by the person’s perception that effort can be converted into performance, that the performance will lead to certain outcomes (rewards) and the attractiveness of the rewards to the individual. Communication plays a role in motivation by conveying information to make the perceived probability of effort- performance, performance-reward and reward-goal satisfaction linkages. This study was initiated as a result of identifying certain problems in performance feedback when abolishing formal performance evaluations. Although performance appraisal is not seen as the only form of performance feedback, traditionally it has been linked to effort-performance-reward contingencies as explained in the expectancy theory of motivation. As a result, the study focused on perceptions, motivation, and the role each of the sources of feedback play in an organisational context. In the discussion of each of the five sources of feedback each type of feedback refers to a definition, perception, motivation and application in an organisational setting. Importantly, the individuals search for feedback and feedback obstruction is discussed. This research is important for companies as a whole. The importance of communication and feedback to ensure employee motivation and satisfaction is highlighted. Without effective feedback, employees are not sure about their performance, what is expected of them or what they can expect as rewards for their performance. Organisations should thus take note of the importance of feedback for the employee, their performance in future and importantly the reaching of the organisation’s goals. Information was obtained by means of a questionnaire distributed to 196 individuals to determine motivation and the influence of the relevant sources of feedback on motivation. Statistical methods of correlation and regression analysis were used to determine the relationship between motivation and feedback.
Dissertation (MCom (Human Resources Management))--University of Pretoria, 2005.