The Applition Of Motivaton Psychology To Performance Management In S Company

The performance management has evolved from the traditional non-systematism to a modern system of ideas and methods, following the rules of general management and control. Since management is an interdisciplinary science, the study on performance management has a wider and deeper need to accept and assimilate the theories and methods of other subjects. Motivation psychology is an old subject with a history of more than 100 years. Actually, a variety of motivation cognition theories, e.g., attribution, efficacy, control, helplessness and object-thought correlation, etc., has become the basis of the primary present motivation theory system. They play important roles in the area of performance management.An integrate performance management process is always fulfilled in a goal situation. To realize a goal, each person will face difficulties. Individuals have different ways to deal difficulties. Some think failures are temporary and they are optimistic to summarize experiences and lessons, fighting for their goals without interruption; others might be beaten down and think they are incapable thus they give up. How to ensure that a person is not frustrated by difficulties? In the S company, forming a right attribution is a solution to this problem. The thesis introduces a training for achieving proactive attribution in the S company. Employees with proactive attribution take failure as a trial, they are active and enterprising, struggling to be skilled and intellective.However, every man has his own goals. How to set a successful goal? One solution to this question is the application of achievement theory and an object-oriented performance management.It's a win-win scheme for the management staff to help the employees making their career development plan. At the same time, obstacles to the realization of the plan should be rejected and removed. External incentive and motivation can't solve the ultimate problem. As the discounting principle states, improper external motive will counteract with the internal motivation. The only way to make employees turn resistance into drive in order to realize their career plan, is to use the external incentive and the internal motive wisely and make all their behaviors focus on an effective self-motivation strategy and a good self-efficacy.In this paper, motivation psychology is used to analyze the management staff and the employees in the S company. In conclusion, a favorable thought of proactive attribution, a suitable achievement goal, a good self-performance management and an effective career plan, all these factors result in an absolute humanistic management which can lead to a win-win for a company and its personnel.