Motivasyon Teorileri ve Kamu Çalışanlarının Bireysel Performans Değerlendirme Temelinde Teşvik Edilmesi

Kamu görevlilerinin daha verimli çalışmalarını sağlamak amacıyla motive edilmeleri günümüz kamu yönetiminin önemli meselelerinden birisidir. İşlevsel, iyi tasarlanmış ve çalışanları güdüleyici öğelere sahip bir bireysel performans değerlendirme sistemine sahip olmak, kamu kesiminin iki güncel ve kritik konusu olan motivasyon ve performans değerlendirmesine yeni bir soluk getirecektir. Bu çalışmada ilk olarak; çeşitli teorileri, çalışanların ihtiyaç ve beklentileri ile teşviklere ilişkin bir takım öneri ve sınıflandırmaları içerecek olan motivasyon sürecine değinilecektir. Ardından performans değerlendirme sisteminin yapısı üzerinde durulacak ve bireysel performans değerlendirme sistemleri motivasyon boyutuyla ele alınacaktır. Bu kapsamda teşvik, motivasyon ve performans artışı ilişkisi incelenecek, olası teşvik uygulamaları parasal ya da parasal olmayan ayrımıyla incelenecektir. Sonuç olarak, kaliteli kamu hizmeti sunabilmek ve vatandaşların memnuniyetini sağlayabilmek amacıyla etkin ve verimli bir kamu personel sistemi ile çalışanların performansının ölçülerek değerlendirildiği, motivasyon boyutunu dikkate alan bir insan kaynakları yönetimine sahip olmanın önemi değerlendirilecektir.

Motivation Theories and Encouraging Public Employees Based on Individual Performance Evaluation

Encouraging public employees to work more efficiently is one of the main topics of todays public management issues. Developing a well-functioning and a well-organized employee appraisal system that has instruments to encourage employees will bring a new breath to two actual and critic debates: motivation and performance appraisal. In this paper, the first focus will be on motivation process including various theories, employees needs and expectations and classifications of incentives and some suggestions. After then, performance appraisal system structure will be discussed and individual performance appraisal systems will be analyzed through its motivation dimensions. In this framework, relation amongst encourage, motivation and performance improvement will be analyzed and possible monetary and non-monetary incentive implications will be analyzed. As a conclusion, the importance of having an effective and efficient public employee system and human resource management system that considers motivation dimensions and employees performance which is evaluated by measurement to provide qualified public service and to achieve citizen satisfaction will be evaluated.

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