Performance management and measurement of performance
Cascio, W. F. & Aquinis, H. (2011). Applied psychology in human resource (7th ed.). Hoboken, NJ. Wiley
Chapters 4 and 5
1-Describe the performance domain of a university professor.
2-Then propose a criterion measure to be used making promotion decisions.
3-How would you rate this criterion regarding relevance, sensitivity, and practicality?
Please be sure to answer all parts of this question and do your best to use proper APA format!! Thank you!
expectations explained portion by portion:
Describe the performance domain of a University Professor:
When addressing performance domain, it is important to know what the phrase itself means. Performance domain makes reference to the essential functions and duties performade by a specific position within an organization. For example, in a restaurant, the server is responsible for several things including greeting guests, assisting with menu questions, inputting order into the kitchen, bringing the guests their food, checking in from time to time in order to ensure a high quality dining expoerience. These tasks are all a part of the performance domain of the server. Other duties in the restaurant, such as ordering stock, cooking and preparing meals, and managing the facility do not fall into the performance domain of the server. They are the responsibility of other positions in the organizational structure. This section asks you to identify several things that are within the performance domain of a University Professor.
Then propose a criterion measure to be used making promotion decisions:
A criterion measure is a clearly stated goal or desired end result related to the performance domain of specific positions within the organization. To continue the restaurant analogy, a criterion measure used to determine the efficacy of a server would be based on customer satisfaction, knowledge about the menu items, etc. This can be iused for evaluative purposes or for predictive purposes regarding the potential an individual has to successfully fulfill the requirements of the performance domain that applies to a higher level position within the organization. This section asks that you develop a criterion measurment system for University Professors to determine who should be promoted to a higher level position.
How would you rate this criterion regarding relevance, sensitivity, and practicality?
This section asks you to examine the criterion measure that you have created. Does it assess the characteristics and traits relevant to the task at hand- determining which University Professor is best suited for advancement within the University? Is this criterion measure sensitive enough to identify subtle differences between individuals that may make this decision easier to make? Is it practical to implement this performance criterion within the organization, or will it be disruptive and detract from the overall performance of the organization?
Please provide examples of the theoretical concepts in your answers, and incorporate examples from academic research.
Length – 2 pages max
· Format – Follow APA format 6th edition/Graduate Program standards.
· References – **At least three (3) references** From different sources to back up the information used
*Use 3 references with citations from different sources to back up what your writing.
* NO PLAGERISIM OR COPY PASTE
*APA 6th edition format only *Please only use 2 pages of content not counting 1st page and reference page. But please don't write more then 2 pages of content!!
|Due By (Pacific Time)
||11/11/2014 12:00 am