Maslow's Theory Of Performance Appraisal

Recommendation: On the data of the survey, most people like to work at Walmart because some strengths contribute to satisfy employees, such as nice workers and flexible schedule. The rest of employees want to quit their jobs because of the pay rate, multiple task and favoritism. Reinforce theory says that behavior is the function of its consequence. Through behavior, we can guess people like their jobs or not. For example, they refuse to help other people or they do not do the best to achieve company’s goal. I am going to make recommendations to increase satisfaction and solve the issues that are not satisfied some of the employees.
1. Strengths – factors contributing to satisfaction
a. Co-workers: According to Maslow 's theory of needs, higher order needs are satisfied internally (within person) such as social. Social include belongingness, acceptance and friendship. According to the data survey, Walmart …show more content…
Most of Walmart employees do not satisfy their pay rate. Some of employees have high rate performance, but they receive low pay rate. They have more work to do on holidays, but they do not get more pay rate. Some pay rate program can apply to solve pay rate problem, such as bonus, merit-based rate, and skill based pay. Bonus is a plan that rewards employees for recent performance rather than historical performance. Merit-based pay plan is a pay plan based on performance appraisal ratings. Skill based pay is set pay levels on the basis of how many skills employees have or how many jobs they can do. Bonus can apply to holiday season because they have more work to do. They have to work more effectively to get the job done on holidays. In the produce department, two people work same job and same tasks. One person can operate forklift to do their work. Another person could not use a forklift. The pay rate of forklift person should be higher because forklift person has special skill using forklift. Skill based rate can apply to a person who can operate