UGBA 10 Lecture Notes - Lecture 25: Computer Performance, Performance Appraisal, Performance Management
23 May 2018
School
Course
Professor
Maagig ad Iprovig Jo Perforae April 6
I. Performance Equation
• Performance = function of ability x motivation
• Employees want to know how they are performing to get a raise/promotion
II. What should be measured?
• Performance is whatever the organization cares about: example given- American Idol
o Job behaviors: what the person does every day to achieve important outcomes-
failitate their o or others’ perforae
▪ Appropriateness of clothes, hairstyle selected
▪ Singing talent displayed in songs (pitch, range, continuity, and distinctiveness)
o Work outoes: the produt or results of those ehaiors (ie: ealuate people’s
perforae o the asis of sales = sales people a saotage the fir’s series ad
lying to benefit themselves)
▪ Audience ratings
▪ Number of votes
▪ Record contract offered/not offered
▪ Number of fans collected over 12 months
• Companies usually forget to communicate to their employees their definition of performance. It
is also important to determine the content of the evaluation very carefully because the content
will highly influence where employees focus on their efforts
III. Performance measurement form
• Performance measurement: evaluating how well people perform in the job and at what level a
person is performing
o Objective measures: quantitative measures where anybody looking at the data can
agree on and there is no ambiguity (ie: professors = how many articles/books they
publish each year)
▪ Ol ojetie easures a lead to the loss of the stories of the sales
o Subjective measures: involve judgments of the quality with which a person performs
the job; qualitative measures that can lead to disagreement (ie: performance rating-
employees are given a rating from 1-10 that indicates their effectiveness)
• Performance appraisal: diagosig a perforae prole; deteries the soure of the
eploee’s perforae proles ad defiits that holds the eploee ak fro eig a top
performer.
IV. Performance management
• Performance management: what you do with the data to motivate higher levels of performance
o Communicating performance feedback
o Coaching job behavior
o Developing person’s skills
o Redireting person’s ehavior
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