mgt-555 performance and career management lecture no - 11 1
DESCRIPTION
Agenda of Today’s Lecture Individuals and Team performance Choices in Performance management system design Building Support DEFINING PERFORMANCE AND CHOOSING A MEASUREMENT APPROACH Defining Performance Determinants of Performance Steps in Deliberate Practice 3TRANSCRIPT
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MGT-555 PERFORMANCE AND CAREER
MANAGEMENTLECTURE NO - 11
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RECAP
• Characteristics of Good Vision statements• Goals• Strategies• Strategies – HR Function• Developing strategic plans at unit level• Job descriptions
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Agenda of Today’s Lecture
• Individuals and Team performance• Choices in Performance management system
design• Building Support DEFINING PERFORMANCE AND CHOOSING A
MEASUREMENT APPROACH• Defining Performance• Determinants of Performance• Steps in Deliberate Practice
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Individual and team performance
• The performance management system needs to display the behavior and produce the results required to support the organizations and the units mission, vision, and goals.
• Developmental plans need to be aligned with unit and organizational priorities as well.
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Individual and team performance (Contd.)
• Well designed management system defines a clear path from organizational mission, vision, and goals to individual and team performance.
• This is critical because organizational success is a direct function of the alignment between collectives and individual objectives.
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Building support
• Given the many competitive projects and usual scarcity of resources, some organizations may be reluctant to implement a performance management system.
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Building support (Contd.)
• Primarily, the reason is a lack of any perceived value added to a system that requires many resources and that seems to produce little tangible payoffs.
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Building support (Contd.)
• The need to align organization and unit priorities with the performance management system is one of the key factors contributing to obtain much needed top management support for the system.
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DEFINING PERFORMANCE AND CHOOSING A MEASUREMENT
APPROACH
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Defining performance
• Performance management system usually includes measure of both behavior (what an employee does) and results (the outcomes of an employee’s behavior).
• The definition of performance does not include the results of an employees behavior but only the behavior themselves.
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Defining performance (Contd.)
• Performance is about behavior or what the employee do, not about what employee produce or the outcomes of their work.
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Defining performance (Contd.)
There are two additional characteristics of behaviors that label performance.
• First they are evaluative. – This means that such behavior can be judged as negative,
neutral, or positive for individual and organizational effectiveness.
– In other words the value of these behaviors can vary, based on whether , they make a contribution towards the achievement of individual, unit or organizational goals
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Defining performance (Contd.)
• Second performance is multidimensional. – This means that there are many different kind of
behaviors that have the capacity to advance organizational goals.
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Determinants of performance
A combination of three factors allow some people to perform at higher levels than others.
• Declarative knowledge• Procedural knowledge• Motivation
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Declarative knowledge
• Declarative knowledge is information about facts and things, including information regarding a given tasks requirement, labels, principles, and goals.
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Procedural knowledge
• Procedural knowledge is a combination of knowing what to do and how to do it and includes cognitive, physical, perceptual, motor, and interpersonal skills.
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Motivation
Motivation involves three type of choice behaviors.– Choice to expand effort (e.g I will go to work
today)– Choice of level of effort (e.g I will put in my best at
work versus I will not try very hard)– Choice to persist in the expenditure of that level of
effort (e.g I will give up after a little while versus I will persist no matter what)
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Determinants of performance (Contd.)
• The three determinants have a multiplicative relationship, such that– Performance = Declarative Knowledge x
Procedural Knowledge x Motivation
• If any of the determinants has a value of 0, then performance also has a value of zero.
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Steps in Deliberate Practice
Deliberate practice involves the following five steps;
– Approach performance with the goal of getting better and better.
– As you are performing, focus on what is happening and why you are doing things the way you do.
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Steps in Deliberate Practice (Contd.)
– Once your task is finished, seek performance feedback from expert sources and the more sources the better.
– Build mental models of your job, your situation, and your organization.
– Repeat steps 1-4 continually and on a ongoing basis.
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Summary of Today’s Lecture
• Individuals and Team performance• Choices in Performance management system design• Building SupportDEFINING PERFORMANCE AND CHOOSING A MEASUREMENT APPROACH• Defining Performance• Determinants of Performance• Steps in Deliberate Practice
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Thank You