OB - Chapter 6 - Perf. MGT & Compensation
Step 4: Provide Consequences, administer rewards/punishments Rewards
- Compensation - Benefits -Personal Growth
Positive Reinforcement Schedules
- Continuous reinforcement (Every instance of a target behavior is reinforced) - Intermittent Reinforcement (Involves reinforcement of some but not all instances)
Common Perceptual Errors
- Halo - Leniency - Central Tendency - Recency Effects -Contrast Effects
Step 2: Perf. Monitoring & Eval
- Monitor Perf. - Identify Problems & Successes - Identify Opportunities to enhance performance
How senior managers can get feedback
- Seek feedback from others by creating an open and honest environment -Separate feedback from performance review process - Create a mechanism to collect feedback anonymously
Role of Exit Interviews
- can provide feedback that uncovers the true reasons employees quit jobs - can uncover serious misconduct
Step 3: Reviewing Perf. and Importance of Feedback & Coaching Two Functions of Feedback
-Instructional -Motivational
Why are goals important?
-People are happier to meet them Provide focus -Enhance productivity - Bolster Self-esteem -Increase commitment
Factors affecting Perceptions of Feedback
-Self-serving Bias -Fundamental Attribution Bias -Accuracy -Credbility of Sources -Fairness of the System -Performance-reward expectancies -Reasonableness of Goals and Standards
Managing the Goal Setting Process
1) Set Goals 2) Promote Goal Commitment 3) Provide Feedback and Support 4) Create Action Plans
Outcomes of the reward system
A) Desired Outcomes -More of what you intended and rewarded B) Nothing - Reward has no effect C) Undesired Side-Effects - Reinforce/motivate wrong behaviors
Angela would like to improve the quality and effectiveness of her department's performance evals. Angela should do all the following EXCEPT: A) Focus on the importance of filling out the performance management form correctly B) Set clear expectations for her employees C) Provide regular feedback to her employees D) Find new opportunities for her employees to succeed and develop E) Angela should be doing ALL of the above
Answer:
A customized process between two or more people with the intent of enhancing learning and motivating change
Coaching
Use contingency approach to defining performance
Do what the situation requires
Types of Rewards:
Extrinsic Rewards - Financial, material , social Intrinsic Rewards - Psychic rewards - Are self-granted
Behavior w/favorable consequences tends to be repeated, while behavior with unfavorable consequences tends to disappear
Law of Effect
-Timeliness -Quality -Quantity -Financial Metrics
Measurements used to measure performance
Monetary incentives linking at least some portion of pay directly to results or accomplishments
Pay for Performance -above & beyond basic wages and salary -merit pay, bonuses, and profit sharing
Step 1 - Define Perf. Two types of goals
Performance Goal Learning Goal
Figure 6.1 - Performance Management Process
Step1: Define Performance Step2: Monitor & Evaulate Perf. Step3: Review Perf. Step4: Provide Consequences
What goes wrong with Performance Mgt?
majority of managers & org do a poor job managing employee performance (Impractical practices, focus on only one part of the process)
Performance Management
set of processes and managerial behaviors that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations