Z370 Final 55 Questions
Performance Management
1. Set Performance expectations
a. Job description provides standards for both selection and performance
... [Show More] management
2. assess performance and provide feedback
3. construct reward systems to ensure behavior continues
An Excellent Performance Management System?
A. Good administrative data
B. Strategic congruence: focus on behaviors that are central to the strategy of the firm
a. Encourage employee behaviors that are consistent with the ways that are consistent w/
competitive advantage
C. Developmental information for employee
D. Validity: employees’ ratings on their evaluation accurately reflect the actual level of the
employee’s performance
E. Reliability: employees will get consistent ratings of their behavior regardless of who evaluates
them or when the evaluation occurs
F. acceptability/usability: do not use a system that is too time consuming or complicated
Purposes of Performance Mgmt Systems:
1. Administrative: which employees should receive raises, promotions, demotions; relative
approaches are best for this purpose
2. Strategic: determine if they are meeting their strategic goals; results approach is best for this
3. Developmental: develop their employees by providing feedback that is timely and specific to
behaviors and results; absolute methods are best for this
Setting Performance Expectations:
Task Performance: how well an employee
performs the ‘technical core’
Contextual Performance: extra things employees
do that are not included in a job description
Effectiveness: quality of outcomes
Efficiency: resources used to achieve outcome
Reward organizational citizenship behaviors
(OCBs)
Deter organizational cynicism and
counterproductive behavior
Types of OCBs
A. Altruism: helping other ppl or the org
B. Civic virtue: involvement in political life of the organization (attending meetings, answering
email, etc)
C. Conscientiousness: going beyond basic requirements of your own job
D. Sportsmanship: putting up with less than ideal situations - “taking one for the team”
Performance Evaluation Methods
A. Absolute: employees are rated relative to an absolute standard of what “ideal” performance [Show Less]