1 / 38

Performance Evaluation, Measurement, and Management

Explore research on competence signals, electronic performance monitoring, personality interactions, telecommuting effects, and emotional regulation's role in voice at the workplace. Learn strategies for unbiased evaluations, effective telecommuting policies, and culture change.

dprice
Download Presentation

Performance Evaluation, Measurement, and Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Performance Evaluation, Measurement, and Management Laurinda Tran, Linda Le, Linda Do, David Salgado, and Drake Bloom

  2. When Accomplishments Come Back to Haunt You: The Negative Effect of Competence Signals On Women’s Performance Evaluations Presenter: Laurinda Tran

  3. Key Terms • Competence Signals • Social Dominance Orientation (SDO)

  4. Method • Participants: 271 college-educated adults • Design and procedure: Subordinate competence signal, subordinate gender, evaluator gender. SDO evaluator as continuous factor • Participants act as managers

  5. Measures • Subordinate’s performance rating -composed measure of performance evaluation • SDO scale

  6. Results

  7. Take-Home Message • Objective measures (reduce bias) • Stereotype programs • Select low SDO & have screening • Rewards & compensation • Multiple hurdle PE

  8. The Invisible Eye? Electronic Performance Monitoring and Employee Job Performance By Devasheesh P. Bhave Presenter: Linda Le

  9. Key Terms • Electronic Performance Monitoring (EPM) • Counterproductive Work Behaviors (CWBs) • Organizational Citizenship Behaviors (OCBs) • Task Performance

  10. Method • Study conducted at 2 large call centers • Used a web-based and paper-based survey • Evaluated CSRs based on 3 performance dimensions

  11. Measures • Supervisory Use of EPM • Call Complexity • OCBs, CWBs, Task Performance • Call Quality

  12. Results

  13. Results

  14. Take-Home Message • Make sure the EPM system is in compliance with privacy laws • Offer Supervisors training programs • EPM system also helps improve performance evaluation validity

  15. Inherently Relational: Interactions Between Peers’ and Individuals’ Personalities Impact Reward Giving and Appraisal of Individual Performance Presenter: Linda Do

  16. Key Terms • Extraversion • Agreeableness • Dyadic

  17. Method • Study conducted for “extra-credit” in an upper management course • Online questionnaire about team members, processes and participant’s own personality

  18. Measures • Performance evaluations • Agreeableness • Extraversion

  19. Results

  20. Results

  21. Take home message • Formal Training • Break Rooms • Weighted Performance Evaluations

  22. ARE TELECOMMUTERS REMOTELY GOOD CITIZENS? UNPACKING TELECOMMUTING’S EFFECTS ON PERFORMANCE VIA I-DEALS AND JOB RESOURCES Presenter: David Salgado

  23. Key Terms • Telecommuting Intensity • Contextual Performance • Interpersonal Facilitation • Job Dedication • Leader-Member Exchange (LMX) • High • Low

  24. Method • Surveyed employees and supervisors from wide assortment of organizations that vary in the extent of telecommuting afforded to employees • 323 employees • 143 supervisors

  25. Measures • Telecommuting and Telecommuting Intensity • Task Performance • Contextual Performance • LMX

  26. Results

  27. Results

  28. Results

  29. Take home message • Treat Telecommuting as a benefit that is mutually beneficial to the employee and company • A form of work redesign that generates autonomy perceptions • Form organizational policies pertaining to telecommuting • Eligibility

  30. Rocking the Boat but Keeping It Steady: The Role of Emotion Regulation in Employee Voice Presenter: Drake Bloom

  31. Key Terms • Voice • Emotional Labor Strategies • Surface Acting • Deep Acting • Kotter’s 8 Steps • Emotional Regulation • Extraversion

  32. Method • Optometry company • Customer-service-intensive • Emotion regulation knowledge is relevant • Sample: 100 employees • Of the 209 total

  33. Measures • Emotional Labor Strategies • Tested Surface and Deep acting • Self Reported and scored on a 7-point scale • Emotion Regulation Knowledge • STEM - Situational Test of Emotion Management • Graded against expert’s scores

  34. Measures continued • Voice and Performance Evaluations • Panel of three HR managers • Evaluated on a 7-point scale • Extraversion • Five Factor Model • 5-point scale

  35. Results

  36. Take-Home Message • Change the culture through a constructive confrontation approach • Apply change management best practices such as Kotter’s 8 steps • Establish executive sponsorship • Educate middle management on the desired behaviors and practices • Reward and recognize the new behaviors

  37. Group Take-Home Message • Organizations need to reduce bias by having screenings on performance evaluation. • Supervisors must give constant feedback and keep consistent documentation of employees • Organizations need to institute a culture change which encourages constructive confrontation • This will improve the relationship between middle and frontline employees • Encourage employee voice

More Related