ch 9 notes - 1 Define the term performance management...

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1. Define the term performance management, distinguish between learning goals and performance outcome goals, and explain the three-step goal-setting process. Performance management is a continuous cycle of improving individual job performance with goal setting, feedback and coaching, and rewards and positive reinforcement. Learning goals encourage learning, creativity, and skill development. Performance outcome goals target specified end-results. The three-step goal-setting process includes (1) set goals that are SMART —specific, measurable, attainable, results oriented, and time bound; (2) promote goal commitment with clear explanations, participation, and supportiveness; (3) provide support and feedback by providing information, needed training, and knowledge of results. 2. Identify the two basic functions of feedback, and specify at least three practical lessons from feedback research. Feedback, in the form of objective information about performance, both instructs and motivates. Feedback is not automatically accepted as intended, especially negative feedback. Managerial credibility can be enhanced through expertise and a climate of trust. Feedback must not be too frequent or too scarce and must be tailored to the individual. Feedback directly from computers is effective. Active participation in the feedback session helps people perceive feedback as more accurate. The quality of feedback received decreases as one moves up the organizational hierarchy. 3. Define upward feedback and 360-degree feedback, and summarize how to give good feedback in a performance management program. Lower-level employees provide upward feedback (usually anonymous) to their managers. A focal person receives 360-degree feedback from subordinates, the manager, peers, and
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This note was uploaded on 03/23/2008 for the course MAN 336 taught by Professor Edwards during the Spring '08 term at University of Texas.

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ch 9 notes - 1 Define the term performance management...

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