PSY 3181 Lecture Notes - Organizational Commitment, List Of Fables Characters, Job Satisfaction
29 May 2018
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PSY 3181 Spring 2018
Content Outline for Final Exam
I. PERFORMANCE APPRAISAL (Slides of note: #4, 9, 12-16, 18-20, 23, 26, 28, 31, 37-42, 44-46, 49)
A. Performance – KSAOs x Motivation
1. Ideally measured through behaviors, but can include outcomes as well
2. Determined by KSAOs and motivation (but contextual factors can play a role)
3. Measured through objective and subjective criteria
4. Each measurement method (i.e. behaviors versus outcomes, objective versus subjective) has unique
pros and cons
B. Why does it matter?
1. Helps people do their jobs better
a. Timely, accurate, and constructive feedback is key to effective performance
2. Identifies training and education needs
a. Jobs change, markets change, and the competition changes
3. Assigns people to work they can do well
a. People are hired to do one job, but may eventually become more suited for a different
job
4. Maintains fairness in salaries, benefits, promotion, hiring, and firing
a. Issues that are NOT job-related must be ignored by the evaluation system
C. Criterion problem
1. Actual criteria (e.g. supervisor ratings) may not accurately measure the conceptual criterion (e.g.
performance)
2. Criterion deficiency and criterion contamination are potential issues
D. Steps in developing a performance appraisal system
1. Assemble a representative task force
2. Determine the purpose of the appraisal (e.g. training, personnel decisions)
3. Identify environmental and cultural limitations
4. Determine who will evaluate performance (e.g. 360-degree feedback)
5. Select the appraisal method(s)
E. Appraisal methods
1. Objective measures
a. Quantity of work (e.g. production)
b. Quality of work (e.g. number of errors)
c. Attendance, counterproductive work behaviors, etc.
2. Subjective performance ratings
3. Employee comparisons (e.g. forced distribution)
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F. Performance ratings are the easiest and most common method, but are subject to:
1. Memory effects & biases
a. Primacy – first impressions
b. Recency – recent behavior
c. Unusual, extreme, consistent behaviors
2. Common rating errors (e.g. distribution, location, & halo errors)
3. Rater motivation to give high ratings
a. Train, observe, evaluate, communicate, monitor
G. Timely, specific, and constructive feedback is key to good performance management
II. MOTIVATION & ATTITUDES (Slides of note: #3-6, 9, 11-12, 15-19, 22-24, 26-28, 33-36, 39, 46, 59, 62-63)
A. Motivation is one of the most important factors for need satisfaction and goal achievement (and therefore
performance)
1. Any force that energizes and directs people to behave
2. Intent of behavior is to satisfy needs and achieve goals
3. Conscious versus unconscious
4. Motivation performance
B. Attitudes on the job (e.g. job satisfaction, organizational commitment) are related to behavioral intentions,
which in turn may be related to measures of work behavior
C. Employee motivation and attitudes are influenced by intrinsic factors, such as:
1. Personality
2. Self-esteem
3. Locus of control?
4. Need for achievement (motivation only)
i McClelland – need for achievement, affiliation, and power
D. Motivation and attitudes are also influenced by extrinsic factors, as described in:
1. Discrepancy & needs theories (e.g. Maslo’s hierarh, ERG theor)
i Employee expectations to be met – job previews (RJP)
ii Employee needs, values, wants met
1 Maslows: basic psych needs, safety needs, social needs, ego needs, and self-
actualization needs (potential)
2 ERG: Growth, relatedness, and existence
2. Job characteristics theory
i Employees desire jobs with certain characteristics
ii Variety of skills needed
iii Employee completes the entire task (task identification)
iv Tasks have meaning (task significance)
v Employee has input / control (autonomy)
vi Employee receives feedback
3. Equity theory – all about perception
i Some may feel unfair because the way their boss communicates or working conditions
4. Social learning theory
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Motivation & attitudes (slides of note: #3-6, 9, 11-12, 15-19, 22-24, 26-28, 33-36, 39, 46, 59, 62-63: motivation is one of the most important factors for need satisfaction and goal achievement (and therefore. Employee expectations to be met job previews (rjp) ii employee needs, values, wants met. 1 maslows: basic psych needs, safety needs, social needs, ego needs, and self- actualization needs (potential) 2 erg: growth, relatedness, and existence: job characteristics theory i. Some may feel unfair because the way their boss communicates or working conditions: social learning theory, goal-setting & self-regulation theories (motivation only) i. Personality, self-esteem ii need for achievement iii intrinsic motivation iv self-regulation. Job characteristics theory: organization: i goal setting ii feedback on performance iii reinforcement / incentives on performance iv justice / equity v. Information, magnetic, position, affiliation, coercive, and tactical ii leader strategies: Find a climate consistent with your leadership style. 2 change your leadership style to better fit the existing climate.
