Abstract
This chapter, which takes a (re)design perspective, focuses on the management of
employees’ contributions to organisational goal attainment. The control loop for the
self-regulation of task performance is used as a frame of reference. Several subsets of
design requirements are described and related to the basic elements of a control loop,
i.e. performance indicators, goals, feedback, and effector. Given that organisations use
a number of control systems to further organisational performance, a special subset
of design requirements emphasises the need of consistency between organisational
control systems, such as the company’s appraisal and reward system. To illustrate
our approach, two case studies are presented. The first case study evaluates, in a
qualitative way, a variable reward system linked to a ProMES performance management
system. The second case study demonstrates quantitatively the relevance of several
design requirements for the experienced procedural and distributive justice of and the
satisfaction with a collective bonus system.
| Original language | English |
|---|---|
| Title of host publication | Psychological management of individual performance |
| Editors | S. Sonnentag |
| Place of Publication | New York |
| Publisher | Wiley |
| Pages | 349-370 |
| Number of pages | 516 |
| ISBN (Print) | 0-471-87726-3 |
| Publication status | Published - 2002 |