This equation have been discussed in a book called 'Managing Performance, Managing People: Understanding and Improving Team Performance , By Anne Millership , Murray Ainsworth and Neville Smith.
What I loved about this book was, 'the performance equation'.
Tell us does this work for you ?
From India, Mumbai
1859What I loved about this book was, 'the performance equation'.
P = Rc x C x E x V.(Pf x Rw)
where:- P = Performance (or productivity, or proficiency, or however the organization describes the work effectiveness of a person or small group).
- Rc = Role clarity (How well do people, singly and collectively, know what is expected of them?)
- C = Competency (Do people have the knowledge and skills to do what is expected?)
- E = Environment (Is the work place -- the physical environment, the tools available, the group factors, the organizational structure/culture – conducive to doing the things required?)
- V = Values (Do people generally accept that what they’re asked to do, and what the organization does, is not wrong?)
- Pf = Preference Fit ( Are people generally in jobs they like?)
- Rw = Reward (Are people rewarded appropriately with reference to their expectations, their performance, their individual motives, and their need for feedback?)
Tell us does this work for you ?
From India, Mumbai
Dear Ms. (Cite Contribution)
All though it sounds interesting to me as well, I would appreciate if you can demonstrate the PERFORMANCE EQUATION using some value. I want to feel its impacts in REAL TIME SCENARIO. Based on its impact, we can recommend to many.
Can we try it in a practical mode.
Its only a request..
With profound regards
From India, Chennai
All though it sounds interesting to me as well, I would appreciate if you can demonstrate the PERFORMANCE EQUATION using some value. I want to feel its impacts in REAL TIME SCENARIO. Based on its impact, we can recommend to many.
Can we try it in a practical mode.
Its only a request..
With profound regards
From India, Chennai
Greetings,
Lets try it. Here, we would drill each area and allocate a score to it. Let the range be 1-5, 1 being lowest 5 being highest. Lets see if it works :
Rc = Role clarity
How well do people work singly
How well do people work collectively
Do the know what is expected of them
C = Competency
Do people have the knowledge and skills to do what is expected?
E = Environment
Is the work place conducive to do the things required?
The physical environment
The tools available
The group factors
V = Values
Do people generally accept that what they’re asked to do?
What the organization does, is not wrong?
Pf = Preference Fit
Are people generally in jobs they like?
Rw = Reward
Are people rewarded appropriately with reference to their expectations, their performance, their individual motives, and their need for feedback?
Regards,
(Cite Contribution)
From India, Mumbai
Lets try it. Here, we would drill each area and allocate a score to it. Let the range be 1-5, 1 being lowest 5 being highest. Lets see if it works :
Rc = Role clarity
How well do people work singly
How well do people work collectively
Do the know what is expected of them
C = Competency
Do people have the knowledge and skills to do what is expected?
E = Environment
Is the work place conducive to do the things required?
The physical environment
- The office infrastructure
- Safety measures
The tools available
- Machines required
- Softwares
The group factors
- Teams support
- Cross learning
- Peer-to-peer information sharing
- Openness to try out new ideas
- Nurture talents through supportive behaviors
- Flexibility to suit the challenges
V = Values
Do people generally accept that what they’re asked to do?
What the organization does, is not wrong?
Pf = Preference Fit
Are people generally in jobs they like?
Rw = Reward
Are people rewarded appropriately with reference to their expectations, their performance, their individual motives, and their need for feedback?
Regards,
(Cite Contribution)
From India, Mumbai
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