Performance Management

Question 1

What are the components of engagement

Answer 1

(schaufeli & bakker, 2004)

Argue that engagement consists of 3 factors:

1. Vigour - work related energy and mental resilience
2. Dedication- highly involved in work, significant pride
3. Absorption of the task - employees are fully focussed

Question 2

What are the outcomes of engagement

Answer 2

(CIPD, 2010)

• positive about job
• believe in org
• work to make things better
• treat others with respect
• relied upon
• see bigger picture
• keep up-to-date with Developments in field
• opportunities to improve organisational performance

Question 3

Name 2 different PMS

Answer 3

Vertical integration

Horizontal integration

Question 4

Explain vertical integration as a PMS

Answer 4

Vertical links between org goals and dept objectives

Question 5

Explain horizontal integration as a PMS

Answer 5

Horizontal integration is the coordination of individual goals with team goals

Question 6

Explain PM cycle

Answer 6

• Goal setting
• Measure performance through qualitative and quantitative data that is : valid, reliable, auditable
• Rewarding performance

Question 7

Name 2 ways of rewarding performance

Answer 7

1. Intrinsic

2. Extrinsic

Question 8

Explain intrinsic rewards

Answer 8

Self-respect 
Sense of achievement 
Feeling of learned something 
Feeling of done something 
Feeling of contributed something

Question 9

Explain extrinsic rewards

Answer 9

Pay
Bonuses
Benefits 
Pleasant working conditions 
Friendship 
Praise
Promotion 
Time off
Training

Question 10

What is the logic behind PRP

Answer 10

(Brading & Wright, 1990)

1. Focusses effort
2. Supports performance-oriented culture
3. Emphasises individual performance or teamwork
4. Strengthens performance planning process
5. Rewards the right people
6. Can motivate all the people

Question 11

How can reward pay structures be devised

Answer 11

1. Single status
2. Group performance pay
3. Profit sharing

Question 12

What are the key steps in a performance appraisal

Answer 12

Armstrong, 2012

1. What has the individual learned
2. What they believe, know & can do
3. What they have got to do
4. Where they are going
5. How they are going to get there
6. What help can be provided by the org or line manager

Question 13

Name performance measures

Answer 13

(Pilbeam & Corbridge, 2006)
•Top-down schemes (line Manager down.
•self-appraisal
•peer-appraisal 
•upward appraisal - for Managers
•360 degree feedback

Question 14

What are the issues with rating and appraising

Answer 14

(Newell & Shackleton)
•Selective attention - concentrating on a certain aspect
•Halo effects - concentrating on everything in the light of that one aspect
•contrast effects - compare strongest and weakest
•Projection - presume others are like us
•stereotyping- judging
•Heuristics- judgemental shortcuts