Motivation and performance evaluation have been difficult variables to identify in the efforts to train individual workers in the skills, knowledge and behaviors essential for modern demanding global markets. The association between motivation and performance has seen a few individuals seek to be and do the best they can while others avoid such ambitions and do as little as possible to get by. Self-determination theory (Deci and Ryan, 1985) proposed that intrinsic and extrinsic tendencies motivate individuals. This case study examined the motivation and expectancies of the individual workers' direct association on their work performance. The case study examined the attitudes of a small midwestern manufacturing plant by measuring the performance and motivation of the individual workers. The results of the motivational survey were correlated to the supervisors' performance ratings for each employee.
The first research question for the case study addressed the opinion of the supervisors about the employee competence in seven key areas of work performance. The study showed the Employee Performance Evaluation survey provided a significant measure of employee performance and competence. The supervisors were very satisfied with the performance of their workers and rated them very high on the performance scale. The second research question examined the association of intrinsic and extrinsic motivation and the link to employees' completing their assigned work. Descriptive statistics revealed the means of intrinsic motivational factors were higher than extrinsic motivational factors. When this research was compared to other research studies in the field, similarities were observed in the extrinsic and intrinsic values considered important to this population. The third research question examined the association between the supervisors' opinion of the employee performance and the employee awareness of their motivational drives. Descriptive statistics and correlations found small similarities between intrinsic and extrinsic variables. Correlation between performance and intrinsic motivational variables found one small similarity. The correlation between performance and extrinsic motivational variables were not significant.
Recommendations for further study suggested finding objective measures for the Employee Performance Evaluation to remove preconceived notions. The delimitating factors with this case study were the volunteer population selection and the employee notification of the plant closing. Further examination of the intrinsic and extrinsic motivation should include correlation studies of workers performance and motivational drives.
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