Enhancing Individual Performance through Performance Management Activity, Rewards, Employee Engagement and Work Place Optimism

Purpose of this paper is to prove that in enhancing individual performance through employee engagement and workplace optimism, it need to address complete performance management activity, not only single activity addressed. Because if only one or two performance activity, it cannot give maximum impact to employee engagement. Other important element to improve employee engagement is rewards (both monetary and non-monetary rewards) because if the organization can make the right management rewards, it can motivate employees to give their best individual performance. The result show that performance management activity and rewards do have influence to employee engagement. The employee engagement has positive correlation to create work place optimism and individual performance.