UGBA 151 - Exam 3 Review - UGBA 151 Study Sheet for Exam 3...

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Page 1 of 16 UGBA 151 Study Sheet for Exam 3 1. The importance of determining what the organization values in employees For an organization to execute its business strategies and achieve its goals, the company’s employees must be doing the right things in the right places at the right time for the organization. Employees must perform. To determine performance, an organization must know what counts at every level of the company. It is all about performance- employees should create value for their companies. In order to evaluate performance effectively, the organization must know what type of behavior/performance that organization values in its employees. A company must know the job behaviors that distinguish high performers from low performers. What a company measures is what the company gets from its employees. Thus, it is absolutely important for the company to know the right factors from which to evaluate its employees to both appraise and manage employee performance to create work outcomes (a result of behavior) benefiting the individual employee and the strategic objectives of the organization and department/unit in which the employee works. 2. The performance domain: job behaviors and work outcomes organized into performance dimensions Everything that matters to an organization in terms of employee contribution to company success is included within the performance domain. There are two types of performance dimensions: work/job behaviors and work outcomes. Work/job behaviors reflect how an employee produces desired outcomes. This is the means by which an employee produces results. For example, a work/job behavior for a high school counselor is to institute a mandatory meeting with all her students to increase student utilization of counseling services. This increase is the desired work outcome of the job behavior. Work outcomes are the results of an employee’s work/job behaviors- the results and outcomes measured in a performance appraisal. Both work/job behaviors and work outcomes are necessary in the performance domain. If only work outcomes are included, then the means by which employees achieve these ends will not be taken into account and the organization may indirectly promote inappropriate values and behaviors (i.e. employees behave in a manner that undermines the organization. 3. Types of appraisal instruments: rating scales, ranking, paired comparison, etc. Graphic rating scale: lists a number of traits (like quality and reliability) and a range of performance (like unsatisfactory to outstanding) for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait. Alternation ranking method: ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked Paired comparison method: ranking employees by making a chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair. Pair and compare
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UGBA 151 - Exam 3 Review - UGBA 151 Study Sheet for Exam 3...

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