21036 Study Guide - Final Guide: Goal Setting, Smart Criteria, Design Issues
Document Summary
Performance = multidimensional concept comprising outputs and behaviours. Job specific behaviours: job duties specified in job description. Non specific behaviours: willingness to work, positive attitude, cooperation. How people perform in certain context (e. g. in teams/individual) Functional: task & contextual work behaviours (produce outcomes your after) Dysfunctional behaviours: counterproductive work behaviours and withdrawal work behaviours (undermine what you intend to achieve) Ideally methods need to be reliable, valid, cost effective and practical. Content validity whethe(cid:396) you(cid:859)(cid:448)e got the (cid:396)a(cid:374)ge of (cid:373)easu(cid:396)es that (cid:396)efle(cid:272)t jo(cid:271) Criterion related validity is measuring what your after (combo of two) Fairness: get employee input = greater cooperation. Main types of performance measurement: output based approaches aka outcome based. Quantitative and tangible outcomes (e. g. sales results) No grey area and management by objective. E. g. service duration (length of call) - productivity measures. Outcome approach - goal setting theory in practice. Downplays behavioural means how an employee achieves goals (important)
