Chpt 9 Feedback and Rewards

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  1. Performance Mgmt
    an organization-wide system whereby managers integrate the activities of goal setting, monitoring and evaluating, providing feedback and coaching, and rewarding employees on a continuous basis
  2. Goal Setting (Line of Sight)
    Employees with a clear line of sight understand the organization’s strategic goals and know what actions they need to take, both individually and a team members.
  3. Performance Outcome Goal
    Targets a specific end result
  4. Learning Goal
    strives to improve creativity and develop skills
  5. Management by Objectives
    management system incorporating participation in decision making, goal setting, and feedback
  6. Step 1) Set Goals
    • Whether goals are imposed or, preferably, set participatively via a free exchange with one’s manager, they should be “SMART.” specific, measurable,
    • attainable, results oriented, and time bound
    • -Because of individual differences, it may be necessary to establish different goals for employees performing the same job.
  7. Step 2) Promote Goal Commitment
    • 1. Explain why the organization is committed to a comprehensivegoal-setting program.
    • 2. Create clear lines of sight by clarifying the
    • corporate goalsand linking the individual’s goals to them. .
    • 3. Let employees participate in setting their own goals and creatingtheir own action plans. Encourage them to set challenging“stretch” goals. 
    • 4. Foster personal growth by having employees build goal ladders, chains of progressively more difficult and challenging goals.
  8. Step 3) Provide Support+Feedback
    • 1)Make sure each employee has the necessary skills and information to reach his goals
    • 2)Pay attention to employees’ effort→performance expectations, perceived self-efficacy, and reward preferences and adjust accordingly
    • 3)Be supportive and helpful
  9. Feedback
    • information about individual or collective performance
    • enhances effect of specific, difficult goals
  10. Instructional Feedback
    clarifies roles or teaches new behaviors
  11. Motivational Feedback
    serves as a reward or promise of a reward
  12. Lessons from Feedback
    • Managers can enhance their credibility as sources of feedback by developing their expertise and creating a climate of trust.
    • Negative feedback is typically misperceived or rejected
    • Recipients of feedback perceive it to be more accurate when they actively participate in the feedback session versus passively receiving feedback
  13. 360 Degree Feedback
    Letting individuals compare their own perceived performance with behaviorally specific (and usually anonymous) performance information from their manager, subordinates, and peers
  14. Extrinsic Rewards
    financial, material, or social rewards from the environment
  15. Intrinsic Rewards
    self-granted, psychic rewards
  16. Performance:Results
    tangible outcomes
  17. Performance: Actions and Behaviors
    teamwork, cooperation, risk-taking
  18. Non-Performance Considerations
    contractual where type of job, nature of work, equity, tenure, level in hierarchy are rewarded
  19. Why Extrinsic Rewards Fail to Motivate (8)
    • 1. Too much emphasis on monetary rewards.
    • 2. Rewards lack an “appreciation effect.”
    • 3. Extensive benefits become entitlements.
    • 4. Counterproductive behavior is rewarded. (For example, “a pizza deliverycompany)
    • 5. Too long a delay between performance and rewards.
    • 6. Too many one-size-fits-all rewards.
    • 7. Use of one-shot rewards with a short-lived motivational impact.
    • 8. Continued use of demotivating practices such as layoffs, across-the-boardraises and cuts, and excessive executive compensation.
  20. Pay For Performance
    monetary incentives linking at least some portion of the paycheck directly to results or accomplishments
  21. Law of Effect
    Behavior with favorable consequences tends to be repeated; behavior with unfavorable consequences tends to disappear
  22. Respondent Behavior
    Skinner’s term for unlearned reflexes or stimulus-response connections
  23. Operant Behavior
    behavior that is learned when one “operates on” the environment to produce desired consequences.
  24. Positive Reinforcement
    process of strengthening a behavior by contingently presenting something pleasing
  25. Negative Reinforcement
    strengthens a desired behavior by contingently withdrawing something displeasing
  26. Punishment
    process of weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive
  27. Extinction
    Weakening a behavior by ignoring it or making sure it is not reinforced
  28. Continuous Reinforcement
    reinforcing every instance of a behavior
  29. Intermittent Behavior
    Intermittent reinforcement – reinforcing some but not all instances of behavior (fixed ratio, variable ratio, fixed interval, variable interval)
  30. Shaping
    reinforcing closer and closer approximations to a target behavior
Card Set:
Chpt 9 Feedback and Rewards
2013-04-09 19:09:18

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