courage to catch up.” Isabelle Lafleche Employee Motivation The force that drives an employee to Motivation perform well. they have a personality that predisposes them to be motivated; Various their expectations have been met; theories the job and the organization are consistent with their values; suggests that the employees have been given achievable goals; employees will the employees receive feedback on their goal attainment; be highly the organization rewards them for achieving their goals; motivated if: the employees perceive they are being treated fairly; and their coworkers demonstrate a high level of motivation. Conscientiousness is the best personality predictor of work performance, organizational citizenship behavior (OCB), and academic Personality performance; stability is most associated with salary and setting high goals; and extraversion is most highly correlated with the number of promotions received. The extent to which a person views him Self Esteem or herself as a valuable and worthy individual. Employees try to perform at levels consistent with their self-esteem level. Positive correlation between self-esteem and Korman’s performance. Consistency 1. Chronic self-esteem Overall feeling about themselves Theory 2. Situational self-esteem (self-efficacy) Particular situation 3. Social influenced self-esteem Based on others’ expectation On the basis of consistency theory, we should be able Korman’s to improve performance by increasing an employee’s self-esteem Consistency Organizations can theoretically do this in three ways: Theory self-esteem workshops, experience with success, and supervisor behavior. Self-esteem To increase self-esteem, employees can workshops, attend workshops in which they are given Experience insights into their strengths. It is thought with Success, that these insights raise self-esteem by and Supervisor showing employees that they have several Behavior strengths and are good people. With the experience-with-success Self-esteem approach, an employee is given a task so workshops, easy that he will almost certainly succeed. Experience Self-fulfilling prophecy The idea that people behave in ways consistent with their with Success, self image. and Supervisor Galatea effect When high self- Behavior expectations result in higher levels of performance. Another approach to increasing employee self-esteem is to train supervisors to communicate a feeling of confidence in an employee. Self-esteem The idea here is that if an employee feels that a manager workshops, has confidence in him, his self-esteem will increase, as Experience will his performance. Pygmalion effect The idea that if people believe that with Success, something is true, they will act in a manner consistent with and Supervisor that belief. Eden (1998) concluded that there was little support for Behavior the notion that teaching the “Pygmalion leadership style” would change the way supervisors treated their employees and thus increase employee self-esteem. Do employees have Achievable Goal? A method of increasing performance in which employees are given specific performance goals to aim for. For goal setting to be most successful, the goals themselves should possess certain qualities represented by the acronym SMART (Rubin, 2002): Specific Goal Setting Measurable Attainable Relevant Time-bound Expectancy The perceived relationship between the amount of effort an employee puts in and the resulting outcome. Instrumentality Expectancy The extent to which the outcome of a worker’s Theory performance, if noticed, results in a particular consequence. Noticed behavior must be rewarded Valence The extent to which an employee values a particular consequence.