Performance management and coaching
21 important questions on Performance management and coaching
What does managing employee performance effectively requires?
What is the focus of performance management?
How is coaching been done? By performing 2 activities, which 2?
2 Coaching discussions: communication between employee-supervisor to solve problems)
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Gice a brief definition of poor performance:
1 To be considered poor, the extent of a deviation from a performance standard must be specifically defined
2 Both the evaluater/performer should agree to the amount of deviation that constitutes others.
Poor performance can also include other counterproductive/deviant workplace behavior. How can deviant workplace behavior be defined?
Which 4 types of deviant workplace behavior are proposed in the typology of Robinson & Bennet?
2 Property deviance (e.g. lying about hours worked)
3 Political deviance (e.g. blaming/gossiping about others)
4 Personal aggression (e.g. sexual harassement)
Once poor performance has occured, the supervisor must diagnose the cause (individual, organizational, outsite environment) of this and select an appropriate response. One way to do this is to conduct a coaching (of performance) analysis. What is a coaching analysis?
What describes the causal attribution theory?
Fournies describes a 9-step process designed to identify both the causes of and possible solutions to poor performance. Name + explain the 9 steps for conduction a coaching analysis concerning employee performance:
2 Is it worth your time/effort to address?
3 Do subordinates know that their performance is not satifcatory?
4 Do they know what is supposed to be done?
5 Are there obstacles beyond an employee's control?
6 Do they know how to do what must be done?
7 Does a negative consequence follow effective performance?
8 Does a positive conseuqnece follow non-performance?
9 Could the subordinate do it if he wants to?
There are 2 approaches that can be used to guide the coaching discussion. Describe the one from Kinlaw (3-stage process):
2 Using reactions to develop information (about causes/solutions)
3 Resolving/resolution (agree about the solution)
There are 2 approaches that can be used to guide the coaching discussion. Describe the one from Fournies (5-step process)
2 Mutually discuss alternative solutions
3 Mutually agree on actions for solution
4 Follow up to measure results
5 Recognize achievements when they occur
The 2 approaches for coaching discussion of Kinlaw and Fournies have much in common, like what?
The 2 approaches for coaching discussion of Kinlaw and Fournies also have differences, describe those:
What is the writers' synthesis of the 9 steps to an effective coaching discussion?
2 Develop a coaching strategy that is tailored to the particular issues
3 Present the performance issue to the employee (specific, factual, respectful, supportive)
4 Seek the reactions/response from the employee to the presentation of the issue
5 Seek out the agreement that the problem exists
6 Mutually discuss solutions
7 Mutually agree on goals/actions/follow-up plan to resolve the issue
8 Follow-up at the agreed time/way
9 Recognize/reward improvements/achievements
What are ways to encourage continued effective performance through coaching?
Which 4 skills are necessary for effective coaching?
2 Take a team-oriented, rather than an individual, approach to tasks
3 Value people over tasks
4 Accept the ambigous nate or the working environment
What are, according to Ellinger, ineffective managerial coaching behaviors? (4)
What 2 broad skill areas are needed to be an effective coach?
2 Interpersonal skills (respect, immediacy, objectivity, planning, affirming, consistency of behaviour, trust, demonstrating integrity).
What is performnce management (5)?
2 It is an ongoing process of performance improvement and it is connected to corporate goals/strategies
3 Incorporates: employee goals setting, feedback, coaching, rewards, individual development
4 Managers/supervisors are rewarded for effective coaching
5 User-friendly, automated and web-based.
Coaching is a process that encourage employees to (3)?
2 Enables them to achieve/sustain superior performance
3 Treat them as partners in working toward organizational goals/effectiveness
What are the 3 motivational approaches to increase an employees sense of ownership of their performance?
2 Job redesign
3 Employee participation
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