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As the end of the year approaches many organizations will be conducting annual performance appraisals for their employees. Based on the results of these appraisals, many employees will also receive some form of reward for their performance, often in the form of a modest pay raise, which is called merit pay. But does merit pay actually promote ongoing high performance?
According to a recent review (1) of the pay-for-performance literature, approximately 90% of employers offer…Continue
It's amazing how time flies when you are collecting data! My last post was about the role managerial skills play in managerial performance. I had hoped to be able to report some results from my research at this point, but I am still in the process of collecting data so I'll have to wait on that. In the meantime, I thought it might be helpful to revisit a topic I covered a couple of years ago: turnover.
A recent HR Magazine article on turnover cites a number of statistics that…Continue
In this entry, I will wrap up our discussion of the model proposed a few entries back. If you remember, the primary predictor of managerial performance is one's ability to deal with complexity. But this relationship is influenced by a number of factors, including personality, motivation, and the one element we have not discussed, managerial skills. It is to skills that we will turn our attention today.
Managerial skills are defined as procedures for acquiring and working with…Continue
In my last post I discussed how personality, particularly negative personality facets, can influence the cognitive ability to performance relationship. In essence, negative personality can diminish the effects of cognitive ability on performance. I now want to turn our attention to a second factor that influences the cognitive ability to performance relationship: motivation.
When I speak of motivation, I am speaking of the commitment of the manager to perform managerial duties. In…Continue