Search results for "performance feedback"
showing 8 items of 8 documents
Strategic responses of medium sized firms: The role of TMT’s perceptions and characteristics in decision making processes
2017
Many decisions made by the organization’s top management team (hereafter called indifferently TMT or top management team) have a high likelihood of failure (Nutt, 1999). This situation might be shocking but indeed, it is much more common than one might think (Bloom et al., 2012). In fact, we can easily realize this reality when reading the current business press where we will probably be confronted with several cases of failures that have been caused by any type of TMT decisions. Of course, we will also see cases of success, exemplifying managers and recipes of good practices (e.g., Eide et al., 2016; Schrage, 2013); but these will be minor. Thus, as Bloom et al. (2012) state, the group of …
CEO satisfaction and intended strategic changes
2018
How do CEOs react to attainment discrepancies in their organizations' performance? Scholars have generally argued that (only) when performance falls below a certain aspiration level do CEOs intend to change the organization's strategy. However, empirical evidence on this issue is ambiguous and inconclusive. We address this puzzle directly by studying how CEOs' cognitive interpretations of performance (their satisfaction with the firm's performance) affect the magnitude of intended strategic changes, and we explore the moderating effect of the context (performance compared to the industry) on this relationship. Using a sample of medium-sized organizations, we find that CEOs' satisfaction wit…
Individual Rank and Response: Survey-Based Evidence on the Effects of Rank-Based Performance Feedback
2021
Motivating Low-Achievers—Relative Performance Feedback in Primary Schools
2021
Abstract Relative performance feedback (RPF) has often been shown to improve effort and performance in the workplace and educational settings. Yet, many studies also document substantial negative effects of RPF, in particular for low-achievers. We study a novel type of RPF designed to overcome these negative effects of RPF on low-achievers by scoring individual performance improvements. With a sample of 400 children, we conduct a class-wise randomized-controlled trial using an e-learning software in regular teaching lessons in primary schools. We demonstrate that this type of RPF significantly increases motivation, effort, and performance in math for low-achieving children, without hurting …
A case study on gamified interventions for team cohesion in factory work
2018
In this article, we aim to provide insights into the design and implementation of game elements for teamwork on the work floor and to study their effect. Inventing games to break monotonous jobs is a long-standing practice, yet conscious implementation of motivational elements of games at work is a recent phenomenon. Generally, gamification is used to enhance individual performance; it may be effective in enhancing teamwork as well. We developed game elements aimed at team cohesion and examined the effect of two gamified interventions (team performance feedback and personal profiles) on team cohesion in a factory. Results suggest that the interventions mainly raised attention toward the asp…
Effects of feedback on self-efficacy, performance, and choice in an athletic task
1999
Abstract The purpose of the study was to examine the impact of feedback on self-efficacy, performance, and task choice, and the mediating effects of self-efficacy in the feedback-performance and task choice relationships. Participants were 69 Spanish students, 46 males and 23 females, between 18 and 24 years. The experimental paradigm consisted of three sessions. In the first, participants performed on the hurdles. In the second, manipulated feedback referring to the previous performance was provided. Participants then estimated their self-efficacy for a second task which they later performed. In the third session, participants were presented with three tasks involving clearing hurdles of p…
On the Effects of Relative Performance Feedback in a Risk Elicitation Task: Evidence From a Lab Experiment
2018
This paper experimentally investigates the influence of different non-payoff-relevant feedback regimes on motivation, competitiveness and risk-taking behaviors in a risk elicitation task. We explore four feedback regimes: private feedback, full ranking feedback, top-5 ranking feedback, and non-ranking feedback based on the median performance of peers. We found that providing relative performance feedback increases risk-taking behavior, especially when using a top-5 ranking. Feedback regimes that provide a user with rank-based feedback have adverse effects on the users' attitudes as they increase competitiveness while failing to increase intrinsic motivation and performance motivation. In co…