Question

1.) What is the difference between objective performance measures and judgmental performance measures? Is one generally better than the other? Explain.

2.) Provide an example of how an organization could use electronic performance monitoring. What could be some advantages or disadvantages of using electronic performance monitoring?

3.) How do behavioral observation scales differ from behaviorally anchored rating scales?

Answer 1

1) Objective performance measures the analysis of work in a quantitative way.The examples include the sales management job profile which includes an analysis of the work reports, number of items sold in sales and total quantity of manufactured items sold in a specific period of time. Judgemental performance measures the capability of a person by a head, director or supervisor of an association after every year to analyze the protential and progress of that person in life. Judgemental measure is better than the obsrvational performance measure. Campbell and colleagues in 1993 named evaluations as an expert judgements. Supervisors gives ratings to the subordinate workers in the organization and report it to the head of organization.

2)Electronic performance measurement analyzes the performance of employees working in an organization on the basis of eletronic machines of attendance. It monitors the presence, work hours and total load of a person working in an organization. Performance management is a link between individual behavior and work organzational strategies required for efficient working in an organization. It is used to prevent the hindrances in work of employees during regular task performance and prevents inhibition of motivation in people to perform in jobs. These are included under advantages. The disadvantages include errors in electronic data obtained with misinterpretation of results.

3)Behavioral observational scale--It is the analysis of the way an employee behaves in a specific way in an organization. Behaviorally anchored rating scale--It is the way an employee is expected to behave while working in an organization. There are three criteria on this scale called as utilization criteria, qualitative criteria and quantitative criteria. There are various simple and paired comparison tests for analyzing the rates of performance of employees working in an organization. There are various factors on which it depends like 1) the extent upon which the rating parameter is defined 2)meaning of response categories and extent of interest in taking a feedback response 3)extent to which the employee can understand the rating given to him by the supervisor.