Human Resources Management Commons^™

Impact Of Behavioral Performance Management In A Korean Application, Fred Luthans, Shanggeun Rhee, Brett C. Luthans, James B. Avey

Department of Management: Faculty Publications

Purpose – The purpose of this study is to examine whether the use of money, social recognition, and feedback have a similar impact on employee performance in the context of a modern Korean broadband internet service firm.

Design/methodology/approach – The study design was a quasi-field experiment (with control group). First, the leaders of this Korean firm were trained in behavioral performance management. Following the steps of organisational behavior modification (O.B. Mod.) they identified, measured, and analyzed critical performance behaviors and then intervened with the following reward incentives: money (n = 38), social recognition and caring attention (n = 41), and …

Reinforce For Performance: The Need To Go Beyond Pay And Even Rewards, Fred Luthans, Alexander D. Stajkovic

Department of Management: Faculty Publications

Perhaps the most talked about, if not actually implemented. practical solution for making human resources more productive is pay for performance. Yet many researchers and practitioners doubt the true effectiveness of this approach. To help solve this controversy. we suggest drawing from reinforcement theory and behavioral management. This approach can be used to explain the simple statements: You get what you reinforce. but you do not necessarily get what you pay for. We first critically review the traditional pay for performance practices and address the question of whether rewards. not reinforcers. do more harm than good. Next, we discuss the …

The Effects Of Environment Dynamism And Heterogeneity On Salespeople's Role Perceptions, Performance And Job Satisfaction, Ravipreet S. Sohi

Department of Marketing: Faculty Publications

This article develops a structural equations model which examines the effects of environmental dynamism and heterogeneity on salespeople’s role conflict, role ambiguity, performance and job satisfaction. The model is tested with EQS, using data collected from 230 salespeople in multiple companies and industries. Indicates that environmental dynamism reduces satisfaction and performance, and increases role conflict and ambiguity. Notes that environmental heterogeneity also reduces performance and increases role conflict, but does not have a significant effect on role ambiguity.

Salespersons’ Perceptions About Sales Contests: Towards A Greater Understanding, William H. Murphy, Ravipreet S. Sohi

Department of Marketing: Faculty Publications

Aims to improve understanding of an important and widely used management tool for motivating the salesforce – sales contests. Begins by introducing the question: what factors are associated with salespeople's feelings towards a sales contest? Several potentially relevant characteristics that are expected to be associated with various feelings towards contests are discussed. To test the hypotheses, data were collected through verbal protocols and surveys from salespeople belonging to a division of a Fortune 100 firm. Results indicate that salespeople's self-esteem, commitment level, and career stage play a role in influencing feelings towards the sales contest.

The impetus for this research …

Parallel Evaluation And Promotion Programs For Staff Specialists, Gerald L. Schapman

Open Access Master's Theses (through 2010)

The primary purpose of this thesis is analyze objectively present methods of evaluation and promotion based on the findings of a questionnaire, which was sent to various selected companies in the nation with the cooperation of the Bureau of Business Research of the University of Nebraska. These companies represent different fields of business and were randomly selected from the various industry classifications from Moody’s Handbook of Widely Held Common Stocks.After reviewing the results, there will a further discussion of need and feasibility for changed and improved methods of evaluating and promoting staff specialists.

Advisor: Keith Broman