Organizational Behavior and Management Sixth Edition lvanceyich Matteson
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved
CHAPTER 5 Eyaluation, Feedbac水k and Reward of Individual Behavior LDESCRIBE several purposes of performance evaluation EXPLAIN why a 360-degree Feedback Program is considered more thorough DISCUSS reinforcement theory o desCribe the elements in a model of rewards o COMPARE intrinsic and extrinsic rewards UNDERSTAND the role rewards play in turnover absenteeism, performance, and commitment OIDENTIFY several innovative reward systems
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 5 C H A P T E R Evaluation, Feedback and Reward of Individual Behavior ⚫DESCRIBE several purposes of performance evaluation. ⚫EXPLAIN why a 360-degree Feedback Program is considered more thorough. ⚫DISCUSS reinforcement theory. ⚫DESCRIBE the elements in a model of rewards. ⚫COMPARE intrinsic and extrinsic rewards. ⚫UNDERSTAND the role rewards play in turnover, absenteeism, performance, and commitment. ⚫IDENTIFY several innovative reward systems
5-3 Purposes of Evaluation Judgmental Orientation Developmental Orientation Provide a basis for reward Stimulate performance allocation Improvement Identify high-potential Develop ways of overcoming employees obstacles and performance Validate the effectiveness of barriers employee selection Identify training and procedures development opportunities Evaluate previous training Establish supervisor-employee programs agreement on performance standards MeGraw-Hillnwin Copyright o 2002 by The McGraw-Hill Companes, Inc. All rg/nts reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 5-3 Purposes of Evaluation ⚫ Provide a basis for reward allocation ⚫ Identify high-potential employees ⚫ Validate the effectiveness of employee selection procedures ⚫ Evaluate previous training programs ⚫ Stimulate performance improvement ⚫ Develop ways of overcoming obstacles and performance barriers ⚫ Identify training and development opportunities ⚫ Establish supervisor-employee agreement on performance standards Judgmental Orientation Developmental Orientation
5-4 Relevancy in Evaluations Deficiency Occurs when the evaluation does not focus on all aspects of the job Contamination Occurs when activities not part of the Job are evaluatea Distortion Occurs when an improper emphasis is given to various job elements McGramw-HillArwin Copyright@ 2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 5-4 Relevancy in Evaluations Deficiency Occurs when the evaluation does not focus on all aspects of the job Contamination Occurs when activities not part of the job are evaluated Distortion Occurs when an improper emphasis is given to various job elements
5-5 Improving the Evaluation Process Encourage higher levels Communicate results to of employee participation employees ● Set specific performance‖● Recognize and reinforce goals good performance ● Train supervisors and Realize that effective evaluate effectiveness evaluation Is an ongoing process Reinforcement Behavior is influenced by its consequences and it is possible to affect behavior by controlling such consequences Mcgraw-hillarwin Copyright o 2002 by The McGraw-Hill Companies, Inc. All rights reserved
McGraw-Hill/Irwin Copyright © 2002 by The McGraw-Hill Companies, Inc. All rights reserved. 5-5 ⚫ Encourage higher levels of employee participation ⚫ Set specific performance goals ⚫ Train supervisors and evaluate effectiveness Improving the Evaluation Process ⚫ Communicate results to employees ⚫ Recognize and reinforce good performance ⚫ Realize that effective evaluation is an ongoing process Reinforcement Behavior is influenced by its consequences and it is possible to affect behavior by controlling such consequences