Chapter 6 Performance Management
Total Rewards
Encompass not only compensation and benefits but also personal and professional growth opportunities and a motivating work environment that includes recognition, job design and work-life balance
Operant Behavior (Skinner)
Learned when we "operate on" the environment to produce desired consequences
Common Sources of Feedback
Others Task Self
SMART goals
Specific, Measurable, Attainable, Realistic, Timely
negative reinforcement
Strengthens a desired behavior by contingently withdrawing something displeasing
law of effect
Thorndike's principle that behaviors followed by favorable consequences become more likely, and that behaviors followed by unfavorable consequences become less likely
central tendency
To avoid all extreme judgements and rate people and objects as average or neutral
leniency
To consistently evaluate other people or objects in an extremely positive fashion.
contrast effect
To evaluate people or objects by comparing them with characteristics of recently observed people or objects.
halo effect
To form an overall impression about a person or object and then use that impression to bias ratings about same
recency effect
To over-rely on the most recent information, if it is negative, the person or objects is evaluated negatively
Coaching
a customized process between two or more people with the intent of enhancing learning and motivating change
Performance Management
a set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations
extrinsic rewards
financial, material, or social rewards from the environment
360-degree feedback
individuals compare perceptions of their own performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers
Feedback
information about individual or collective performance shared with those in a position to improve the situation
Monitoring Performance
measuring, tracking, or otherwise verifying progress and ultimate performance
pay for performance
popular term for monetary incentives that link at least some portion of pay directly to results or accomplishments
Contingent Consequences
positive reinforcement, negative reinforcement, punishment, extinction
punishment
process of weakening behavior by presenting something negative or withdrawing something positive
intrinsic rewards
psychic rewards (self-granted)
Performance goal
targets a specific end result, and a learning goal promotes enhancing your knowledge or skill.
Evaluating Performance
the process of comparing performance at some point in time to a previously established expectation or goal
positive reinforcement
the process of strengthening a behavior by contingently presenting something pleasing
