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