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Performance Management > Chapter 4 > Flashcards

Chapter 4 Flashcards

1
Q

(T/F) Performance is:

  • Behaviour
  • What employees do
A

True

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2
Q

(T/F) Performance is:
Results or outcomes
What employees produce

A

False

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3
Q

Behaviours Labeled as Performance Are…?

A 
Evaluative
- Negative
- Neutral
- Positive
Multidimensional
- Many different kinds of behaviors
- Advance or hinder organizational goals
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4
Q

Behaviors Are NOT Always…?

A
  • Observable

- Measurable

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5
Q

What may results/consequences be used for?

A
  • To infer behavior

- As proxy for behavioral measure

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6
Q

What are the Determinants of Performance? (equation)

A

Performance = Declarative Knowledge X Procedural Knowledge X Motivation

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7
Q

What is Declarative Knowledge?

A

Information about:

  • Facts
  • Labels
  • Principles
  • Goals
  • Understanding of task requirements
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8
Q

Describe Procedural Knowledge.

A
  • Knowing
  • What to do
  • How to do it
  • Skills
  • Cognitive
  • Physical
  • Perceptual
  • Motor
  • Interpersonal
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9
Q

Describe Motivation.

A
  • Choices
  • Expenditure of effort
  • Level of effort
  • Persistence of effort
  • Deliberate practice leads to excellence
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10
Q

What is included in Deliberate Practice?

A
  • Approach performance with goal of getting better and better
  • Focus on performance
  • What is happening?
  • Why?
  • Seek feedback from expert sources
  • Build mental models of job, situation, and organization
  • Repeat first four steps on an ongoing basis
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11
Q

What are the Implications for Addressing Performance Problems?

A
  • Managers need information to accurately identify source(s) of performance problems
  • Performance management systems must…
  • Measure performance
    AND
  • Provide information on source(s) of problems
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12
Q

What are Factors Influencing Determinants of Performance?

A
  • Individual characteristics
  • Procedural knowledge
  • Declarative knowledge
  • Motivation
  • HR practices
  • Work environment
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13
Q

Within the Performance Dimensions, what are the types of Multidimensional Behaviors?

A
  • Task performance
  • Contextual performance
  • Prosocial behaviors
  • Organizational citizenship
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14
Q

What activities are included in task performance?

A

Activities that:

  • Transform raw materials
  • Help with the transformation process
  • Replenishing
  • Distributing
  • Supporting
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15
Q

What behaviours are included in Contextual Performance?

A

Behaviors that:
- Contribute to the organization’s effectiveness
AND
- Provide a good environment in which task performance can occur

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16
Q

What are the differences between Task and Contextual Performance?

A 
Task Performance:
- Varies across jobs
- Likely to be role prescribed
Influenced by:
- Abilities
- Skills
Contextual Performance:
- Fairly similar across jobs
- Not likely to be role prescribed
Influenced by:
- Personality
17
Q

Why Include Task and Contextual

Performance Dimensions in PM System?

A
  • Global competition
  • Customer service
  • Teamwork
  • Employee perceptions of PM
  • Supervisor views
  • Cultural differences
18
Q

Describe Voice Behaviour.

A
  • Behaviour that emphasizes expression of constructive challenge with the goal to improve rather than merely criticize
  • Challenges the status quo in a positive way
  • Makes innovative suggestions for change
  • Recommends modifications to standard procedures
19
Q

Describe Job Performance in Context.

A

A performer (individual or team)

In a given situation engages in certain behaviors that produce various results:

  • TRAIT
  • BEHAVIOUR
  • RESULTS
20
Q

What are Approaches to Measuring Performance?

A 
Behaviour Approach:
- Emphasizes how employees do the job
Results Approach:
- Emphasizes what employees produce
Trait Approach:
- Emphasizes individual traits of employees
21
Q

Explain the Behavior Approach. (appropriate/not appropriate)

A

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

22
Q

What are the advantages of the Results Approach?

A

Advantages:

  • Less time
  • Lower cost
  • Data appear objective

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
23
Q

What are the advantages and disadvantages from the Trait Approach?

A

Most appropriate when:

  • Emphasis on individual
  • Evaluate stable traits (i.e., cognitive abilities, personality)
  • Positive relationship between abilities, personality traits, and desirable work-related behaviors
  • Appropriate if structural changes planned for organization

Disadvantages

  • Improvement not under individual’s control
  • Trait may not lead to desired behaviors or results

Performance Management (5 decks)

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