MGMT 2430 Chapter 10: Performance Management

• School: University of Windsor
• Department: Business
• Course: MGMT 2430
• Professor: Ashish Mahajan

Document Summary

A process of evaluating the performance of employees and communicating that information to them. Providing feedback to employee regarding their performance. Task performance a(cid:374) i(cid:374)dividual"s dire(cid:272)t (cid:272)o(cid:374)tri(cid:271)utio(cid:374) to their jo(cid:271)-related processes. Contextual performance a(cid:374) i(cid:374)dividual"s i(cid:374)dire(cid:272)t (cid:272)o(cid:374)tri(cid:271)utio(cid:374) to the orga(cid:374)izatio(cid:374) (cid:271)y improving the organizational, social, and psychological behaviours that contribute to organizational effectiveness beyond those specified for the job. Job description often insufficient to clarify performance expectations. Measureable standards should be developed for each position. Performance improvement plan (pip) highlights the expectations of the employer and employee, complete with the timeline required to bring performance to acceptable levels. Upervisor (cid:373)ay (cid:271)e for(cid:272)ed to (cid:373)ake (cid:862)false disti(cid:374)(cid:272)tio(cid:374)s(cid:863) a(cid:373)o(cid:374)g e(cid:373)ployees. Narrative method: upervisor uses a(cid:374) essay for(cid:373)at to do(cid:272)u(cid:373)e(cid:374)t a(cid:374) e(cid:373)ployee"s perfor(cid:373)a(cid:374)(cid:272)e, critical incident method keeps a log of desirable or undesirable examples/incidents of each employees work-related behaviour. Management by objectives (mbo: organizational objectives are identified from strategic plan, departmental objectives are set to support organizational objectives.