Production based bonus The production bonus is based, not on performance measured against company standards, but rather

on production measured against targets. Measurement is also based on quality of production. Production bonuses are paid when workers meet or exceed specified levels of production, sales or service. All types of industries employ these bonuses as a form of incentive to maintain or increase productivity. Production bonuses may be part of the employment contract, either by custom or by an explicit written policy or collective agreement. Production bonuses may also be paid unexpectedly for a particularly good year. The central factor is that they are based on the exceeding of specific work levels in specific periods of time and performance of either the individual or the individual's work unit. The calculation of production bonuses may be based on a formula related to individual or group performance during a specified period. It may be based on the hours worked, or the amount of work performed, or any other measurable criteria that suits the industry, the company, the job or the situation.1 It may be paid regularly as part of the employee's salary or it may be paid in a lump sum periodically or annually as the employer is able to pay. Intrinsic Motivation Intrinsic means internal or inside of yourself. When you are intrinsically motivated, you enjoy an activity, course or skill development solely for the satisfaction of learning and having fun, and you are determined to strive inwardly in order to be competent. There is not external inducement when intrinsic motivation is the key to behavior or outcome. Intrinsic motivation refers to motivation that is driven by an interest or enjoyment in the task itself, and exists within the individual rather than relying on external pressures or a desire for reward.
Factor Challenge Description People are best motivated when they are working toward personally meaningful goals whose attainment requires activity at a continuously optimal (intermediate) level of difficulty. Something in the physical environment attracts the learner's attention or there is an optimal level of discrepancy between present knowledge or skills and what these could be if the learner engaged in some activity. People have a basic tendency to want to control what happens to them. Learners use mental images of things and situations that are not actually present to stimulate their behavior. Learners feel satisfaction by comparing their performance favorably to that of others. Learners feel satisfaction by helping others achieve their goals. Learners feel satisfaction when others recognize and appreciate their accomplishments.

Curiosity

Control Fantasy Competition Cooperation Recognition

AREAS OF EVALUATION IN INSTRUCTION/TEACHING EFFECTIVENESS

1. COMMITMENT. This refers to a faculty members deep sense of responsibility to render service for the development of the students well-being and for the advancement of his/her discipline. 2. KNOWLEDGE OF SUBJECT MATTER. Includes the faculty members scholarship and expertise in his/her chosen field or discipline. 3. TEACHING FOR INDEPENDENT LEARNING. This pertains to the faculty members ability to organize teaching-learning processes to enable students to maximize their learning potentials. 4. MANAGEMENT OF LEARNING. This refers to the faculty members ability to create and manage a conductive learning environment and at the same time guide, monitor, and evaluate student learning.