Contribution #4 - Chapter 8

After reading Chapter 8, I came across an Evaluation of Approaches to Performance Measurement chart on page 383. The chart includes Comparative, Attribute, Behavioral, Results and Quality approaches. These approaches are then compared through strategic congruence, validity, reliability, acceptability, and specificity. The comparative approach depends on the manager because the manager must take time to make a link for strategic congruence and to be valid, the manager has to do the ratings carefully. For the attribute, the manager is also required to make link and it must be developed carefully. The behavioral approach is difficult to develop. The results and quality approaches both have high validity but also can both be contaminated and deficient. I did not know about these approaches to performance measurement so it was very interesting to see all these approaches compared to each other. The job I had for the past two summers did not have any performance measurements. I think it would be beneficial if the company integrated one of these approaches into their strategy. It would require employees to always give their full effort in completing the tasks at the job. I think the behavioral approach is the most efficient as long as it can be developed, which is the most difficult part. It is accepted well for use and also minimizes contamination and deficiency. It has high strategic congruence, reliability, and specificity.

Contribution #3 - Chapter 7

After reading Chapter 7, I found that there were many different training methods for different jobs. Chapter 7 describes a number of different training methods that I have not encountered such as presentation methods, support networks, Electronic Performance Support Systems, and hands-on methods. The one method I want to focus on in this contribution is On-the-Job Training (OJT) because I have experienced this training method in previous work. This is where peers or managers train new or inexperienced employees who learn the job by observation, understanding, and imitation. Over the past two summers I worked in a warehouse and this is basically the type of training I received. It was difficult at first to adapt to the job because the only help I had was from other employees. Other employees would help me if I had problems with certain tasks the job entailed. If I ever had a question I would just ask fellow employees. There were not any videos or presentations that showed how to do the tasks involved with the job. The main tasks were refurbishing 275 gallon and 330 gallon totes and also unloading and loading semi-trailers of 55 gallon drums. I believe that videos and presentations would be a great asset to this particular company’s training methods. This would benefit the employee’s because it would show the correct way or performing tasks and it would also benefit the employer because it would improve the overall quality of the products.