BUAD 304 Chapter 6 (Performance Management)
SMART
Specific, Measurable, Attainable, Results oriented, Timely
operant behavior
behavior learned when we "operate on" the environment to produce desired consequences also call the response-stimulus model (R-S)
law of effect
behavior with favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear
intermittent reinforcement
consists of reinforcement of some but not all instances of a target behavior
coaching
customized process between two or more people with the intent of enhancing learning and motivating change
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
extrinsic rewards
financial material social rewards
continuous reinforcement (CRF)
if every instance of a target behavior is reinforced
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 outcomes
sources of feedback
others task self
pay for performance
popular term for monetary incentives that link at least some portion of pay directly to results or accomplishments also referred to as incentive or variable pay
non-cash rewards that are at least as effective as monetary rewards
praise from immediate managers attention from leadership opportunities to lead projects or task forces
positive reinforcement
process of strengthening a behavior by contingently presenting something pleasing
punishment
process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive
learning goal
promotes enhancing your knowledge or skill
intrinsic rewards
psychic rewards (self-granted)
Performance Management (PM)
set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating, and providing consequences for performance expectations
negative reinforcement
strengthens a desired behavior by contingently withdrawing something displeasing
performance goal
targets a specific end result
evaluating performance
the process of comparing performance at some point in time to a previously established expectation or goal
respondent behavior
unlearned reflexes or stimulus-response connections (S-R)
extinction
weakening a behavior by ignoring it or making sure it is not reinforced
