Defining Performance

and
Choosing a Measurement Approach

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 Overview
Defining Performance
Determinants of Performance
Performance Dimensions
Approaches to Measuring Performance

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 Defining Performance
Performance is:
• Behavior or What employees do
Performance is NOT:
• Results or Outcomes
• What employees produce
https://www.youtube.com/watch?v=_p8cxmZLgsA

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 Behaviors :Characteristics
1. Evaluative: what is judged & can vary
:contribution toward the accomplishment
of Individual, unit, org’l goal
– Negative
For individual
– Neutral & Org’l
– Positive effectiveness

2. Multidimensional
– Many different kinds of behaviors
– Advance or hinder organizational
goals
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 Behaviors are Not always

– Observable but Measurable based on

– Examples/ experiences : from student

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 Determinants of Performance

Performance =
Declarative Knowledge
X
Procedural Knowledge
X
Motivation
They have a multiplicative relationship and if a value is 0 then
P=0

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 A. Declarative Knowledge
• Information about
– Facts
– Labels
– Principles
– Goals
• Understanding of task requirements

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 B. Procedural Knowledge
1. Knowing
– What to do
– How to do it

and

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 B. Procedural Knowledge (continued)
2. Skills
– Cognitive
– Physical
– Perceptual
– Motor
– Interpersonal

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 C. Motivation

• Choices to
– Expend of effort: I will go to work today
– Level of effort: put best/poor effort
– Persistence of effort: when I will stop

(Deliberate Practice leads to excellence)

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 Prominence: Deliberate Practice
1.Approach performance with goal of getting better
2.Focus on performance
– What is happening?
– Why you following that process?
3.Seek feedback from expert sources
4.Build mental models* of job, situation, organization
5.Repeat first 4 steps on an ongoing basis

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 Implications for Addressing Performance
Problems

• Managers need information to accurately

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 Factors Influencing
Determinants of Performance:

• Individual characteristics
– Procedural knowledge
– Declarative knowledge
– Motivation
• HR practices
• Work environment

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 Performance Dimensions:
Types of multi-dimensional behaviors

• Task performance
• Contextual performance
– Pro-social behaviors
– Organizational citizenship

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 Task performance

Activities that
• transform raw materials into the goods
&services as final product of org.
• help with the transformation process
– Replenishing
– Distributing
– Supporting

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 Contextual performance

Behaviors that
• contribute to organization’s effectiveness
and
• provide a good environment in which task
performance can occur

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 Differences Between
Task and Contextual Performance
• Task Performance • Contextual Performance
– Varies across jobs – Fairly similar across jobs

– Likely to be role – Not likely to be role

– Influenced by – Influenced by
• Abilities • Personality
• Skills

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 Why Include Task & Contextual
Performance Dimensions in PM system?

1. Global competition
2. Customer service
3. Teamwork
4. Employee perceptions of PM
5. Supervisor views

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 Job Performance in Context

That
A performer Engages in
In a given produce
(individual or certain
situation various
team) behaviors
results

TRAIT BEHAVIOR RESULTS

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 Approaches to Measuring
Performance
• Trait Approach
– Emphasizes individual traits of employees
• Behavior Approach
– Emphasizes how employees do the job
• Results Approach
– Emphasizes what employees produce

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 Trait Approach

• Emphasis on individual
– Evaluate stable traits
• Cognitive abilities
• Personality
– Based on relationship between
traits & performance

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 Trait Approach (continued)
• Appropriate if
– Structural changes planned for organization
• Disadvantages
– Improvement not under individual’s control
– Trait may not lead to
• Desired behaviors or
• Desired results

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 Behavior Approach
Appropriate if
– Employees take a long time to achieve
desired outcomes
– Link between behaviors and results is
not obvious
– Outcomes occur in the distant future
– Poor results are due to causes beyond
the performer’s control
Not appropriate if
• above conditions are not present
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 Results Approach
Advantages:
– Less time
– Lower cost
– Data appear objective

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 Results Approach (continued)
Most appropriate when:
– Workers skilled in necessary behaviors
– Behaviors and results obviously related
– Consistent improvement in results over
time
– Many ways to do the job right

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 Quick Review
Defining Performance
Determinants of Performance
Performance Dimensions
Approaches to Measuring
Performance

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