Performance Quality/Quantity and Work Motivation

Ⅰ. Introduction It is widely acknowledged that people are an organization’s most important asset. The challenge for all leaders, however, is whether their behavior and attitudes towards their team reflect that belief.
“In business, people should be treated as assets not costs. Assets help generate income and profits and so they are looked after and subject to ongoing investment. Costs, on the other hand, reduce profits and so should be kept to a minimum. Believing that people are assets means recognizing how important they are to an organization’s success and therefore how important it is to look after them and invest in them.”（Lars Tramilton, How to encourage & motivate your staff）
One major form of investment in people is to provide training and development opportunities to help them develop their skills and behavior so that they can contribute even more to a team’s success.
And it is more important to motivate people to do things and get good results. Motivation is a zest and determination with a kind of excitement that leads one to persevere to reach greater heights, in no matter what avenue of their life. And it can’t be ignored that the effect of performance directly affects the accomplishment of the task. In that case, whether the performance quality or the quantity is more important and how the motivational behavior influences it. Here is my research.
Ⅱ. Performance Quality and Quantity
Performance quality is becoming a crucial determinant of organizational competitiveness, and there is a growing interest on how to motivate employees to improve quality of products and services. Quality refers to a degree of excellence of what is produced, and it can be clearly distinguished from quantity, which refers to the total amount of what is produced. Performance quality is commonly measured by the rate of correct responses that is the total number of responses minus the number of errors divided by the total number of responses. “Such a ratio is