Term
| Performance management systems include both ___________ and __________. |
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Definition
| behaviors and results (pg78) |
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Term
T/F
Performance is about outcomes and what an employee produces. |
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Definition
| false; its about behavior or what employees do (pg78) |
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Term
| __________ means that behaviors can be judged as negative, neutral or positive for effectiveness. |
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Definition
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Term
| _________ means that there are many different kinds of behaviors that have the capacity to advance/hinder organizations goals. |
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Definition
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Term
T/F
Two characteristics of behaviors labeled performance are evaluative and multidimensional. |
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Definition
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Term
T/F
As part of PM systems often include results that we infer are the results of behaviors. |
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Definition
| true (pg78 2nd to last paragraph) |
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Term
| What 3 factors determine performance? |
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Definition
Declarative knowledge
Procedural knowledge
Motivation |
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Term
| ____________ knowledge is information about facts/things regarding a tasks requirements, principles, and goals. |
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Definition
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Term
| ____________ knowledge is knowing what to do and how to do it, such as the cognitive, physical, and interpersonal skills required to do a job. |
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Definition
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Term
| ________ knowledge involves choice to perform, level of effort, and persistence of effort. |
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Definition
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Term
T/F
Performance would have a value of 0 if any one of the determinants (declarative, procedural, and motivational) value was 0. |
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Definition
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Term
| 5 steps to Deliberate Practice |
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Definition
1. performance with goal to get better
2. while performing, focus on why you are performing and why you do things the way you do.
3. seek performance feedback
4. build mental models of your job, situation, and organization.
5. repeat on an ongoing basis
(pg80) |
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Term
T/F
Performance management systems do not need to provide information about the source of performance deficiencies. |
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Definition
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Term
| _______ and ________ are additional influencing determinants of performance. |
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Definition
| HR practices and work environment (pg81) |
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Term
T/F
Contextual and task performance always occur in tandem. |
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Definition
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Term
| __________ performance are activities that transform raw materials into goods and services or activities that help with the transformation process. |
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Definition
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Term
| ________ performance are those behaviors that contribute to the organizations effectiveness by providing a good environment. |
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Definition
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Term
| _________ performance varies across jobs, is likely to be prescribed, relies on skills and abilities, whereas _________ performance is fairly similar across jobs, is not likely to be prescribed, and relies on personality. |
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Definition
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Term
| 1. global competition raising level of effort required of employees. 2. need to offer outstanding customer service. 3. organizations are forming employees into teams. 4. employees feel system is more fair when also including contextual performance. 5. difficult to evaluate without including contextual performance as well. (pg83) |
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Definition
| Reasons for including both task and contextual performance on PM systems. |
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Term
| What 3 approaches can be used to measure performance? |
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Definition
| trait, behavior, and results (pg84) |
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Term
| _______ approach emphasizes the individual performers cognitive abilities or personality and ignores situations, behaviors, and results. |
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Definition
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Term
1. traits are not easily controlled. 2. possession of a trait don't necessarily lead desired results/behaviors.(situations can effect) |
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Definition
| Challenges of implementing trait approach. |
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Term
T/F
Performance, in most organizations, is typically measured using the trait approach. |
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Definition
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Term
| _________ approach is a process-oriented approach which emphasizes how an employee does the job. |
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Definition
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Term
| The behavior approach is most appropriate to use when 1 of the following 3 are true. |
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Definition
1. link between behavior and results are not obvious.
2. outcomes occur in the distant future.
3. poor results are due to causes beyond the performer's control. |
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