Scribd
Upload
28 views

PO Lect 6 Additional Note

This document discusses improving job performance through goals, feedback, rewards, and positive reinforcement. It outlines that managers should set clear performance requirements, measurable goals, and provide accurate feedback and documentation of employee work. It also states that performance management is important for continuous improvement and involves goal setting, feedback, coaching, rewards, and reinforcement. The document notes that goal setting should focus employees and promote commitment, and that feedback works best when employees are ready and have high self-esteem and see the feedback as credible and fair.

Uploaded by

Chia Kong Haw
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
28 views

PO Lect 6 Additional Note

This document discusses improving job performance through goals, feedback, rewards, and positive reinforcement. It outlines that managers should set clear performance requirements, measurable goals, and provide accurate feedback and documentation of employee work. It also states that performance management is important for continuous improvement and involves goal setting, feedback, coaching, rewards, and reinforcement. The document notes that goal setting should focus employees and promote commitment, and that feedback works best when employees are ready and have high self-esteem and see the feedback as credible and fair.

Uploaded by

Chia Kong Haw
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
You are on page 1/ 1

ABDM4044 PEOPLE & ORGANISATION June 21, 2010

Chapter 9: Improving Job Performance with Goals, Feedback, Rewards, and


Positive Reinforcement

Positive reinforcement
 Basic of reporting (by managers)
 Performance requirements and SOP (standard operating procedure) related to tasks &
responsibility.
 Define parameters, measurable goals & concrete deadline for all work assignments for which
the direct report will be held accountable.
 Accurate motivating, evaluation and documentation of work performance.
 Specific feedback/constructive feedback on work performance with guidance for
improvement.
 Fairly distributed rewards and penalties.

Performance management
If the manager under management, the employees will not fully engage at work. Hence, it is
important to have performance management. Performance management is an organization wide
system to continuous improvement of job performance, goal setting, feedback, coaching & reward,
and positive reinforcement.

Goal seating
 Focus for employees.
 Standard for performance management.
 Understand the organization strategic goals.
 When employees understand, only they can perform well.
 Management by objective (MBO).
 SMART goals:
 Set goals
 Promote goal commitment
 Provide support and feedback

Feedback
 Objective assessment/ inform about the performances
 Are the feedback recipients ready, willing and able?
 Recipient’s characteristics
 When self-esteem and self-efficacy is high, a person is willing to receive feedback.
 The recipient’s perception of feedback
 Positive feedback → less motivated to do better
 Negative feedback → challenged to do better and motivated.
 The recipient’s cognitive evaluation of feedback
 Its accuracy, credibility of sources, fairness of the system.

You might also like