what is performance quizlet

If you’d like to learn more about how to make your performance management system more effective and productive while embedding val­ue-adding, effec­tive per­for­mance man­age­ment process­es into your organ­i­sa­tion, check out our free eBook on … A company decides to introduce a line of golf gear designed specifically for women. Start studying What is performance?. To find the right performance measures, we must start with a clear definition of what a performance measure really is. ‎Quizlet is the easiest way to study, practise and master what you’re learning. Performance Appraisal: A performance appraisal is a regular review of an employee's job performance and overall contribution to a company. The Performance Skills Station is for reviewing, practicing, and finally being able to perform the skill correctly and independently within the context of the scenario. Financial performance is a subjective measure of how well a firm can use assets from its primary mode of business and generate revenues. Engine Valve Timing Explained. As an aesthetic, it is art, as in fine art, and so is far more of a visual aesthetic. “A performance measure is a quantification that provides objective evidence of the degree to which a performance result is occurring over time.” It doesn’t matter if you call them KPIs, metrics, performance indicators, performance measures, or whatever other term we might use. Since these tasks do not yield a single answer, student products and performances should be judged against appropriate criteria aligned to the goals being assessed. Network performance is the analysis and review of collective network statistics, to define the quality of services offered by the underlying computer network. Performance art definition is - a nontraditional art form often with political or topical themes that typically features a live presentation to an audience or onlookers (as on a street) and draws on such arts as acting, poetry, music, dance, or painting. A performance indicator or key performance indicator (KPI) is a type of performance measurement. Integrative Performance Assessments in Technology (IPAT) is a site developed for middle or high school teachers, school administrators, or evaluators who are interested in assessing how proficient students are using computer-based technology to carry out Information and Communications Technology (ICT). “The performance review is a sort of capstone conversation regarding goals and performance,” Fazekas said, He added, “When you get to the performance review, there should be no surprises, and it shouldn’t be approached as punitive.” It's not a form nor is it a measuring tool. Performance management eliminates the need for performance appraisals, employee reviews, and employee evaluations. Performance art is less concerned with story and more concerned with making a statement with impact. I have two different Ad blockers and tried using Quizlet with both Ad blockers switched off but I was still having problems. The actual ways in which we produce and … It’s an important activity in project communication management.It involves collecting and disseminating project information, communicating project progress, utilization of resources, and forecasting future progress and status to various stakeholders, as decided in the communication management plan.. During the process of performance … the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment; includes behaviors within control of employees, employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces, well-known responses to demands that occur in a normal, routine, or otherwise predictable way, employee response to task demands that are novel, unusual, or unpredictable; becoming extremely important, the degree to which individuals develop ideas or physical outcomes that are both novel and useful, task performance behaviors are identified through, done by generating a list of activities in a job, rating the importance and frequency of each, and defining task performance using those activities that are rated highly, an online database that includes the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities, voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place, included in interpersonal citizenship behavior, behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations, assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they first arrive on the job, keeping coworkers informed about matters that are relevant to them, maintaining a good attitude with coworkers, even when they're annoying or the unit is going through tough times, behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it, included in organizational citizenship behavior, speaking up and offering constructive suggestions for change, participating in the company's operations at a deeper-than-normal level by attending volunteer meetings and functions, reading and keeping up with organizational announcements, and keeping up with business news that affects the company, representing the organization in a positive way when out in public, away from the office, and away from work, employee behaviors that intentionally hinder organizational goal accomplishment, property deviance, production deviance, political deviance, subcategories of counterproductive behaviors, behaviors that harm the organization's assets and possessions, the purposeful destruction of physical equipment, organizational processes, or company products, most common form of production deviance, when employees use too many materials or too much time to do too little work, efficiency of production is compromised when workers are under the influence - work is done more slowly or less accurately, behaviors that intentionally disadvantage other individuals, gossiping, incivility, and personal aggression, casual conversations about other people in which the facts are not confirmed as true, communication that's rude, impolite, discourteous, and lacking in good manners, hostile verbal and physical actions directed toward other employees, when employees are subject to unwanted physical contact or verbal remarks, when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur, psychological harassment and abuse directed toward an individual or a group of individuals, requires employees to engage in cognitive work, applying theoretical and analytical knowledge acquired through formal education and continuous learning; more prevalent than physical labor jobs; more fluid and dynamic in nature, provides non-tangible goods to customers through direct electronic, physical, or verbal interaction; most new jobs; requires a higher level of citizenship behavior and a lower level of counterproductive behavior, management by objectives, behaviorally anchored rating scales, 360 degree feedback, forced ranking, and social networking systems, bases employees evaluations on whether they achieve specific agreed-upon goals; best used for those who work where objective measures of performance can be quantified, measures performance by directly assessing job performance behaviors; uses critical incidents to create a measure upon which an employee can be evaluated, collects performance info from anyone who has firsthand knowledge of the employee's job performance, uses the vitality curve to rank employees in the top 20%, vital 70% and bottom 10% and then fired the bottom 10%, using sites such as Facebook and Twitter to provide employees with instant feedback. 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