Chapter 6: Performance Management

What are the steps in a performance management system?

Define performance expectations, monitor and evaluate performance, provide feedback, reward or discipline accordingly.

What are the purposes of performance management?

Employee-related decisions, development, signals to employees, leads to increased motivation, improved performance, and better retention.

What challenges are associated with performance management?

Biases, unclear criteria, lack of manager training.

What are the characteristics of effective goals?

Clear, specific, challenging, and attainable.

Why are goals important?

They provide direction, increase motivation, and enhance performance.

What is a SMART goal?

A goal that is Specific, Measurable, Achievable, Relevant, and Time-bound.

What is the Halo Effect in performance management?

One positive trait influences overall perception.

What is the Recency Effect in performance evaluations?

Emphasizing recent events over overall performance.

Why is feedback important in performance management?

It improves performance, clarifies expectations, and boosts morale.

What are the dos of giving feedback?

Be specific, timely, and constructive.

What is 360-degree feedback?

Feedback from multiple sources: managers, peers, subordinates, and self-assessments.

What is the self-serving bias?

Attributing success to oneself and failure to external factors.

What type of motivation comes from within?

Intrinsic motivation.

What is the law of effect?

Behavior followed by positive consequences is more likely to be repeated.

What is positive reinforcement?

Adding a reward to encourage behavior.

What is behavioral modeling?

Learning by imitating successful behaviors.