MGMT 4410 Midterm: Chapter 4 Review

• School: University of Windsor
• Department: Business
• Course: MGMT 4410
• Professor: Al-Karim Samnani

Document Summary

Analysis phase: trigger -> inputs -> process -> output, trigger, actual organizational performance is less than the expected organizational performance. Input: organizational analysis, objectives, resources, environment, operational analysis, expected performance, person analysis, actual performance, process. If yes, angle rewards to performance: these need to be addressed before training will result in improved performance. Job aids: redesign the job, training, termination, transfer, practice with coaching, purpose of operational analysis. Identify unit level performance gaps related to organizational performance gap. Identify only work impediments: determine expected job performance standards, determine ksas required to meet standards, develop measures of individual performance and ksas, purpose of person analysis. Identify individual job performance gaps: determine cause of performance gap by, comparing individual ksas to those required to meet job performance standards. If ksas are lacking, training may be a solution. Inadequate or inappropriate feedback: barriers to performance in the system, performance consequence incongruence, can working at the expected level of performance be punishing, ex.