The relationship between performance evaluation and motivational patterns amongst production workers within a petro-chemical company

M. Phil.The purpose of this study was to establish if there is a difference in motivational patterns among different performance evaluation categories of process controllers within a petro-chemical company in South Africa, and what role money plays to create high levels of performance. The process controllers fall within the ambit of the Chemical Bargaining Council and therefore receive the same annual salary increments as a result of centralised bargaining. Good performance, there fore, goes unaddressed as far money IS concerned. On the assumption that money is not a motivator, due to the absence of pay-for-performance, and the normal distribution of performance evaIuation, it was decided to make use of Herzberg's Motivational-Hygiene Theory. The Motivator-Hygiene Theory states that job satisfaction is primarily related to one set of factors, the motivators, which are intrinsic to the job and that job dissatisfaction is primarily related to a separate set of factors, the hygiene factors, which are extrinsic to the job. Study of the relevant literature revealed that employee motivation is at the heart of productivity. Instructions, work procedures and rules become absolute III the hands of an unmotivated employee. It is possible to enhance productivity through job motivation rather than capital intensive upgrading of technology