What is Performance? The Impact of Psychological Factors on Performance
“Performance” refers to the level of success individuals achieve in a specific task or activity, and it is a frequently used concept in business, sports, and education. Performance evaluation is considered an indicator of how well individuals utilize their skills, knowledge, and abilities. In this context, it should be noted that performance is not limited to physical abilities and knowledge but also significantly influenced by psychological factors. Psychological factors include motivation, self-efficacy, stress management, and achievement orientation. Each of these factors has the power to affect individuals' performance in different ways.
What Are the Effects of Psychological Factors on Performance?
Performance is tracked according to goals aligned with the characteristics of the individual and the job and is greatly influenced by individuals' working styles. In this context, the impact of psychological factors on individuals' performance has a multi-faceted structure when examined based on personality traits.
Factors manifest differently depending on the personality traits of both the evaluated and the evaluator and affect performance from various perspectives. These dynamics are discussed in more detail below.
Personality Traits of the Individual Whose Performance Is Evaluated
Significant factors such as the individual's adaptation to corporate culture, resource shortages faced while doing their job, role ambiguity, or social support received from other individuals in the team also affect performance. In addition, measurement studies conducted at Baltaş Group reveal that personality is a crucial determinant of how individuals manage these and similar situations they encounter. Some personality traits affecting the performance of the evaluated person are as follows:
- Stress management determines how individuals react under challenges and pressures they face. Individuals with strong stress coping abilities are more likely to remain calm under pressure and exhibit high performance.
- Prudence involves the capacity to plan, assess risks, and predict possible outcomes in advance. Individuals with a high degree of prudence strive to perform their duties in the best way, minimize the likelihood of making mistakes, and demonstrate higher performance in their jobs. Another factor effective in terms of prudence is discipline. Discipline contributes to individuals performing at their best as it is key to competence in time management, self-motivation, and avoiding distractions.
Personality Traits of the Individual Evaluating the Performance
The individual with the authority to decide on any person's success must first find answers to the questions “What is performance evaluation and how is it conducted fairly?” Fair and impartial evaluation is of great importance in measuring an individual's contribution. If a manager imposes pressure on a team member whose success is being evaluated, unsatisfactory results for both parties are likely to emerge. Additionally, the evaluator's personality traits are decisive in balancing the emotional needs and work goals of the person they are evaluating. Some personality traits that affect the evaluator's performance management are as follows:
- Empathy plays a significant role in ensuring the performance evaluation process is healthy and productive. Being able to shift perspectives allows for a more understanding and supportive approach during the evaluation process.
- Conducting an evaluation with a focus on achievement supports reaching desired results and goals more quickly. Such an approach increases individuals' motivation and self-confidence, laying a solid foundation for continuous improvement and development.
The Relationship Between Motivation and Performance
Motivation is the primary driving force behind an individual's effort to achieve a specific goal. The aspect that directly affects employees' performance is crucial in terms of efficiency and sustainable success. High motivation increases an individual's commitment to their work, enables them to take on more responsibility, and helps them be more determined in achieving their goals.
Performance is the amount and quality of work completed within a certain period. Balancing motivation and performance is the first rule of increasing individuals' efficiency. Highly motivated individuals perform their tasks more effectively. For example, being appreciated contributes to individuals performing better. Therefore, a motivated employee plays an essential role in both their career and the success of the organization they work for.
To gain deeper insights into the psychological dynamics of motivation, you can access the 2015 issue of the Baltaş Group publication Kaynak titled Motivation: Current Approaches via https://kaynakbaltas.com/dergiler/motivasyon/.