OBHR 3310 Lecture Notes - Lecture 7: Expectancy Theory, Performance Appraisal
25 Jun 2018
School
Department
Course
Professor
WK 7: PERFORMANCE MANAGEMENT
Performance management:
A set of processes and managerial behaviors intended to ensure that people are productively working
on the right things
Define performance
Monitor and evaluate
Feedback and coaching
Rewards and punishments
Performance management:
Dynamic, continuous process.
Improves organizational effectiveness.
Strategic goals.
Performance appraisal:
Periodic (usually annual) event.
Formal review.
Last step in performance management process.
Purposes of PM systems
1. Strategic alignment
-Link individual-organizational goals
-Communicate important strategic initiatives
2. Administrative
-Salary adjustments
-Promotions
-Separation (termination or RIF)
3. Informational
-Clarify expectations/priorities
-Performance feedback and improvement
4. Developmental
-Feedback on strengths/weaknesses
-ID causes of performance gaps
-Individual development planning
5. Organizational maintenance
-Workforce readiness
-Training needs analysis
6. Documentational
-Establish job-relatedness (validate)
-Justify decisions/meet legal requirements (CYA)
Why PM doesn’t look like it works
PM process:
find more resources at oneclass.com
find more resources at oneclass.com
Step 1: Define Performance Expectations and Set Goals
7. Why goals are important.
-Goals enhance productivity, because they provide focus, regulate effort, facilitate persistence,
encourage planning
-Goals increase engagement (satisfaction and commitment)
-Goals enhance perceptions of fairness and justice
-Specific and challenging goals lead to better performance than “do your best.”
8. Goals should:
Tie directly to the organization’s strategy and operational plan. Employees should have clear “line of
sight.”
Cascade down (or roll up), ensuring coordination across participants.
Specify consequences for attainment (“instrumentality” of expectancy theory).
Include interim milestones or checkpoints to facilitate monitoring.
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
A set of processes and managerial behaviors intended to ensure that people are productively working on the right things. Why pm doesn"t look like it works. Expectations and set goals: why goals are important. Goals enhance productivity, because they provide focus, regulate effort, facilitate persistence, encourage planning. Specific and challenging goals lead to better performance than do your best. : goals should: Tie directly to the organization"s strategy and operational plan. Cascade down (or roll up), ensuring coordination across participants. Specify consequences for attainment ( instrumentality of expectancy theory). Include interim milestones or checkpoints to facilitate monitoring. People do not receive feedback as often and as well as they would like. Information about individual or collective performance shared with those in a position to improve the situation. Many tasks provide a steady stream of feedback about how well or poorly one is doing. Can be seen as a challenge and cause higher goals to be set.
