(T/F) Performance is:
- Behaviour
- What employees do
True
(T/F) Performance is:
Results or outcomes
What employees produce
False
Behaviours Labeled as Performance Are…?
Evaluative - Negative - Neutral - Positive Multidimensional - Many different kinds of behaviors - Advance or hinder organizational goals
Behaviors Are NOT Always…?
- Observable
- Measurable
What may results/consequences be used for?
- To infer behavior
- As proxy for behavioral measure
What are the Determinants of Performance? (equation)
Performance = Declarative Knowledge X Procedural Knowledge X Motivation
What is Declarative Knowledge?
Information about:
- Facts
- Labels
- Principles
- Goals
- Understanding of task requirements
Describe Procedural Knowledge.
- Knowing
- What to do
- How to do it
- Skills
- Cognitive
- Physical
- Perceptual
- Motor
- Interpersonal
Describe Motivation.
- Choices
- Expenditure of effort
- Level of effort
- Persistence of effort
- Deliberate practice leads to excellence
What is included in Deliberate Practice?
- Approach performance with goal of getting better and better
- Focus on performance
- What is happening?
- Why?
- Seek feedback from expert sources
- Build mental models of job, situation, and organization
- Repeat first four steps on an ongoing basis
What are the Implications for Addressing Performance Problems?
- Managers need information to accurately identify source(s) of performance problems
- Performance management systems must…
- Measure performance
AND - Provide information on source(s) of problems
What are Factors Influencing Determinants of Performance?
- Individual characteristics
- Procedural knowledge
- Declarative knowledge
- Motivation
- HR practices
- Work environment
Within the Performance Dimensions, what are the types of Multidimensional Behaviors?
- Task performance
- Contextual performance
- Prosocial behaviors
- Organizational citizenship
What activities are included in task performance?
Activities that:
- Transform raw materials
- Help with the transformation process
- Replenishing
- Distributing
- Supporting
What behaviours are included in Contextual Performance?
Behaviors that:
- Contribute to the organization’s effectiveness
AND
- Provide a good environment in which task performance can occur
What are the differences between Task and Contextual Performance?
Task Performance: - Varies across jobs - Likely to be role prescribed Influenced by: - Abilities - Skills
Contextual Performance: - Fairly similar across jobs - Not likely to be role prescribed Influenced by: - Personality
Why Include Task and Contextual
Performance Dimensions in PM System?
- Global competition
- Customer service
- Teamwork
- Employee perceptions of PM
- Supervisor views
- Cultural differences
Describe Voice Behaviour.
- Behaviour that emphasizes expression of constructive challenge with the goal to improve rather than merely criticize
- Challenges the status quo in a positive way
- Makes innovative suggestions for change
- Recommends modifications to standard procedures
Describe Job Performance in Context.
A performer (individual or team)
In a given situation engages in certain behaviors that produce various results:
- TRAIT
- BEHAVIOUR
- RESULTS
What are Approaches to Measuring Performance?
Behaviour Approach: - Emphasizes how employees do the job Results Approach: - Emphasizes what employees produce Trait Approach: - Emphasizes individual traits of employees
Explain the Behavior Approach. (appropriate/not appropriate)
Appropriate if…
- Employees take a long time to achieve desired outcomes
- Link between behaviors and results is not obvious
- Outcomes occur in the distant future
- Poor results are due to causes beyond the performer’s control
Not appropriate if…
- Above conditions are not present
What are the advantages of the Results Approach?
Advantages:
- Less time
- Lower cost
- Data appear objective
Most appropriate when:
- Workers skilled in necessary behaviors
- Behaviors and results obviously related
- Consistent improvement in results over time
- Many ways to do the job right
What are the advantages and disadvantages from the Trait Approach?
Most appropriate when:
- Emphasis on individual
- Evaluate stable traits (i.e., cognitive abilities, personality)
- Positive relationship between abilities, personality traits, and desirable work-related behaviors
- Appropriate if structural changes planned for organization
Disadvantages
- Improvement not under individual’s control
- Trait may not lead to desired behaviors or results
