commitment to results

Thank you Dr. Salam

It may be like:

P = f(A*M*O)

Yes Mr. Kundu the performance is function of these three factors but we need your suggestion about another factors. 

I think "insistence ". 

Thank you Dr. Liqaa Habeb  for your interested answer 

 Persistence = how long can an employee maintain his  effort?

Good answer Dr. Ahmed 

Ability = skill, knowledge, education, and experience 

Motivation = willing and aspiration

Opportunity = available information, time, material, resource, and money  

My view is that performance is also a function of time spent on work (WT) and financial resources available (FA). Therefore, the equation could be P = f (A * M * O * WT * FA) or better P = k1 * A + k2 * M + k3 * O + k4 * WT + k5 * FA. Since in this last form we need to measure A, M, O, WT, FA and estimate the parameters k.

Thank you Cannizzaro 

?=Random Factor (call it luck, if you will)

Good answer Dr. Pedro, thank you

Engagement at work

Thank you Muller 

Dear Dr. Amer,

I so much agreed with Dr. Pedro. Random Factor has been given less consideration in researches today. My position about Random Factor is that it is an inexplicable phenomenon, and it has romantic relationship with ability, opportunity and motivation in the path to success to a very reasonable extent. However, other variables may also fill the gap. Jerald Hughes (2007) in the publication titled "The Ability – Motivation - Opportunity Framework for Behavior Research in IS " considered "behaviour" as the fourth variable. That does not mean other variables are absent. Variables like group distraction, bad signals from management axis, mental instability and sudden health challenge may also predict performance. 

Thank you Dr. Nafiu for your clarification. 

You are welcome sir.

Capability - indicates potential  while  ability refers to possibility  both could be used for assessing the performance contextually 

Dear Amer, I think that you forgot knowledge. I understand ability as a possibility to learn something and to get it. But imagine a child with ability, motivated and having opportunity... Will he reach success immediately?

Another aspect: to be in right moment in right place (some kind of luck). Do you mean this as opportunity? Not all opportunities are expressed so strong.

Motivation? For lazy people it is important - they wait for immediate prize, like animals in circus after good performance. Others can perform without motivation. Nobody promises a prize, but they just like to do this job, even without benefits.

Excellent  Dr. Yegorov 

Just for the sake of full question understanding: what is the intended meaning of the operator "*"?, because I think the way they interact is relevant, even they are not independent factors, there exist mutual influences.

Dear 

The operator "*" refers to interaction case among the elements. See figure below: 

Health

One of the most important determinants is attitude which is a psychological concept which does not exist at the time of birth of a person and is generally a stable state. it shows how people think, feel and tend to behave with regard to people or/and things. In this context it is attitude about the job and job performance.

Another determinant is the set of Key Success Factors which refer to crucial determinants of one’s success on achieving a certain target. They are vital qualities/traits one should possess in order to accomplish a certain target. They include determination, perseverance, enthusiasm, courage and initiative. 

Resilience

From another perspective for the factors towards  successful performance in an institution producing consumer good/servcies   

Supply side ( institutional perspective) ability /capability ,  motivation  and opportunity      Demand side ( consumer perspective) acceptability, accessibility and affordability  

The broad domain of personality factors would be important to include? Please also see Hunter and Schmidt (1998) at psycnet.apa.org/psycinfo/1998-10661-006. It is also important to note that performance consists of different subdomains, including task and contextual performance (for example). So the equation you are proposing can be applied to different types of criteria.

[(Ability + Motivation) * TIME ] / (enviroment * networking skills) = Sucess Ratio

It is

Ability*Motivation* Opportunity to Perform*Resource Availability= Performance

Dear Amer,

I am not surprised that trust was forgotten by all your comentators, it is the hidden factor that is mostly forgotten. I also as a manager for almost two decades before becoming researcher did not realize the simple truth that without trust between managers and managed as well as among practitioners of all ranks performanace always suffers no matter how able, motivated, have best opportunity, and resourcefull actors' situation. The ad of a consruction company on my office's wall says: "The Comapny Stands on Trust"; my 40 years anthropological research corrobrated it, no any organization succeeded perfoming effectively for long without trustful relations among main actors. See my recent book "Mismanagement, "Jumpers," and Morality" (New York: Routledge, 2017; available a free electronic version to anyone interested in writing a reviw) and a paper on Fox's (1974) forgotten concept of descending trust spiral (I'll be glad to hear comments on this paper). .  

Are you accounting for self-efficacy beliefs in the equation? See Bandura.

https://books.google.com/books?id=eJ-PN9g_o-EC

Thanks Shapira for your good answer 

Dear Pamela thanks for your important answer. 

Dear Llie

Thank you for your answer.

Is it possible to add stimulus and is there in your opinion a difference between motivation and .stimulus?

Many thanks Ameerh for your ANSWER

i will propose 'mental alertness'.

A self-renewal component can be added

I will add "Preparation" or "Training", because one thing is to have ability for something, but there are some skills or abilities that may be learned or improved with practice, training or preparation.

I believe a positive attitude should be included.