BUS 482 Chapter Notes - Chapter 1: Performance Appraisal, Distributive Justice, 1Time Airline

• School: Simon Fraser University
• Department: Business Administration
• Course: BUS 482
• Professor: Jim Utley

Document Summary

1 performance management and reward systems in context. Performance management = continuous process of improving, measuring & dvlping performance of indivs/teams; aligning performance w/ strategic goals of org: continuous process. Never-ending process of setting goals & objectives, observing performance, giving/receiving ongoing feedback/coaching: alignment w/ strategic goals. (cid:373)a(cid:374)agers (cid:374)eed to e(cid:374)sure that e(cid:373)plo(cid:455)ees" a(cid:272)ti(cid:448)ities & outputs are (cid:272)o(cid:374)grue(cid:374)t w/ org"s goals, a(cid:374)d thus help org gai(cid:374) (cid:272)o(cid:373)petiti(cid:448)e ad(cid:448)a(cid:374)tage. Pm creates direct link b/t employee performance & org goals, makes e(cid:373)plo(cid:455)ees" (cid:272)o(cid:374)tri(cid:271)utio(cid:374) to the org e(cid:454)pli(cid:272)it. Is important component of pm, but just part of a bigger whole. Performance management more than just performance measurement. Performance appraisal = involves employee evals once a year, w/o ongoing effort to provide feedback/coaching to that employee can improve. (cid:373)aki(cid:374)g e(cid:454)pli(cid:272)it li(cid:374)k (cid:271)/t e(cid:373)plo(cid:455)ee"s perfor(cid:373)a(cid:374)(cid:272)e o(cid:271)je(cid:272)ti(cid:448)es & org goals also helps to est shared understanding about what is to be achieved & how. A well-implemented pm sys can make the following contributions: motivation to perform increased.