Chapter 6 Performance Management

SMART goals

An acronym for setting good goals: Specific, Measurable, Attainable, Results Oriented, and Time Bound.

Operant behavior

Behavior that is learned when one "operates on" the environment to produce desired consequences.

Law of Effect

Edward Thorndike's principle that behaviors followed by favorable consequences become more likely, and that behaviors followed by unfavorable consequences become less likely

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, and social rewards originating from the environment.

Monitoring performance

Involves measuring, tracking, or otherwise verifying progress and ultimate performance.

Performance Management

Is a set of processes and managerial behaviors that include defining, monitoring, measuring, evaluating and providing consequences for performance expectations.

Punishment

Is the process of weakening behavior though either the contingent presentation of something displeasing or the contingent withdrawal of something positive.

Intermittent reinforcement

Reinforcement of some but not all instances of a target behavior.

Intrinsic rewards

Self-granted awards, such as psychic rewards.

Respondent behavior

Unlearned reflexes or stimulus-response (S-R) connections.

Extinction

Weakening a behavior by ignoring it or making sure it is not reinforced.

360-degree feedback

a process of self-evaluation and evaluations by a manager, peers, direct reports, and possibly customers

Continuous reinforcement

a type of learning in which behavior is reinforced each time it occurs

Negative reinforcement

also strengthens a desired behavior by contingency withdrawing something displeasing. (the term contingent here means there is a purposeful if-then link between the target behavior and the consequence.)

Feedback

information about individual or collective performance shared with those in a position to improve the situation.

Coaching

is a customized process between two or more people with the intent of enhancing learning and motivating change.

Pay for Performance

is the popular term for monetary incentives that link at least some portion of pay directly to results or accomplishments.

Evaluating Performance

is the process of comparing performance at some point in time to a previously established expectations or goal.

Positive reinforcement

is the process of strengthening a behavior by contingency presenting something pleasing. (the term contingent here means there is a purposeful if-then link between the target behavior and the consequence.)

Learning goal

promotes enhancing your knowledge or skill

Performance Goal

targets a specific end result