--Measures of performance are always affected by outside factors (contamination)
ID: 349486 • Letter: #
Question
--Measures of performance are always affected by outside factors (contamination) and/or only measure part of the employee’s performance (deficient). All too often we end up choosing a measure of performance that is not going to measure what we really want or need to measure, but measure something else that is convenient. Discuss a concrete example of a performance measure and how it might be contaminated or deficient.
---As discussed in Kerr’s “Folly” article, various systems reward behaviors that we didn’t really want. Think about an example of a performance measure or reward system that led to the wrong behaviors being rewarded. Don’t just use one of Kerr’s examples—but you can critique Kerr’s examples as well.
---What is right and/or wrong with merit pay grids, in terms of motivating employees to higher performance while balancing affordability of the system?
Explanation / Answer
Performance measure is contaminated when measure is done with the information irrelevant to the job performance. For example, A sales represntative's job performance measure is done by his punctuality to office, neatness he maintains at work and his friendly nature with the collegues. Though all these factors are positive for the employee's job but they do not effect his performance or contribution in the business gorwth hence these factors will come under contamination if included in performance measure.
Performance measure is deficient the important factors of the performance are not measured and only part of it is considered. Taking the above example, to measure the job performance of the sales representative if only the number of calls he made to the clients are counted, without seeing how many of them were fruitful or gave profitable results then that measure will be deficient.
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