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Defining Performance and Choosing A Measurement Approach Performance, PM Systems, Results and Behavior

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21 views3 pages

Defining Performance and Choosing A Measurement Approach Performance, PM Systems, Results and Behavior

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fincy2023067
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We take content rights seriously. If you suspect this is your content, claim it here.
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Performance Management

Dr. Caren Rodrigues

Defining Performance and Choosing a Measurement Approach


Performance, PM Systems, Results and Behavior
Performance refers to employee behavior, or what employees do (not results). However, PM
systems include measures of both results and behavior.
In PM systems, results are sometimes used to infer behavior, as a proxy for behavioral measures,
because not all behaviors are observable or measurable.
Behaviors labeled as performance are:
1. Evaluative (Negative, Neutral or Positive).
2. Multidimensional (Many different kinds of behaviors that advance or hinder
organizational goals).
Factors that determine Performance
Individual Factors
Performance = Declarative Knowledge x Procedural Knowledge x Motivation
A. Declarative Knowledge includes the understanding of task requirements and information
about facts, principles and goals.
B. Procedural Knowledge is knowing what to do and how to do it, and having the cognitive,
physical, perceptual, motor and interpersonal skills.
C. Motivation in the context of PM systems involves the choice of whether to expend a high
level and persistence of effort.
Other factors that determine performance include
D. HR practices
E. Work environment
Types of Multidimensional Behaviors
1. Task performance
2. Contextual performance
Task performance includes activities that transform raw materials into the goods and services
produced by the organization.
Contextual performance includes behaviors that contribute to the organization’s effectiveness by
providing a good environment in which task performance can occur, and involves pro-social and
organizational citizenship behaviors.
Performance Management
Dr. Caren Rodrigues

Differences between Task and Contextual Performance


Task Performance Contextual Performance
 Varies across jobs  Fairly similar across jobs
 Likely to be role prescribed  Not likely to be role prescribed
 Influenced by abilities and skills.  Influenced by personality.

4. The Three Approaches to Measuring Performance


1. The Behavior Approach emphasizes how employees do the job.
2. The Results Approach emphasizes what employees produce.
3. The Trait Approach emphasizes individual traits of employees.

When are each of these approaches appropriate or inappropriate?


Behavior Approach to Assessing Performance
Appropriate if
1. Link between behaviors and results is not obvious
2. Outcomes occur in the distant future
3. Poor results are due to causes beyond the performer’s control
Not appropriate if above conditions are not present
Results Approach to Assessing Performance
Advantages
1. Less time involved in defining/measuring results
2. Lower cost to track results
3. Data appear to be objective
Most appropriate when
1. Workers are skilled in the needed behaviors
2. Behaviors and results are obviously related
3. Results show consistent improvement over time
4. There are many ways to do the job right
Trait Approach to Assessing Performance
Appropriate if
Performance Management
Dr. Caren Rodrigues

1. Structural changes planned for organization

Disadvantages
1. Improvement not under individual’s control
2. Trait may not lead to desired behaviors or results

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