Understanding performance.

Organizations exist to service a certain function, this can be the provision of services, production of good and many more. In the midst of all this, employees exist to do the work. The success of an organization achievement towards its goals depends on it’s the employees’ ability to do the work, hence employees drive an organization’s goals.

Performance can be defined as what employees do in relation to the organizations goals.

Performance various across organizations depending on what their goals are, this is to say performance outcomes depends on context across organizations and even across industry. However, the same performance framework applies.

Performance can be broken down into two aspects.

1.?????Task performance.

2.?????Contextual performance.

Its vital to remember that organization factors are the foundation to which we can carry out a performance evaluation.

Task performance.

Also known as in role behavior. This includes the tasks, duties and activities that are outlined in an employee’s job description and are formally part of their job.

Focusing on the formal tasks offers a limited perspective on performance, employees often make valuable contribution to the organization's goals or behave in ways that hinder goal achievement through activities that do not necessary capture or even relevant to their formal job description. Those non-task related to behaviors are known as contextual performance.?

Contextual performance is positive, for example employees might organize social activities, or mentor other staff, or volunteer to take on extra roles or simply be enthusiastic and loyal to the organization. This kind of effects are called organizational citizenship behaviors or contextual behaviors also called extra role behaviors. ?

It is important to note that contextual behaviors are not required of employees, however when employees do engage in contextual behaviors, they usually make significant indirect contribution to achievement of organizational goals. Simply by helping to create a good place to work, that in turn creates a good environment for task performance.

?The negative side of contextual behavior is that not all employee’s contributions are positive. Counterproductive work behavior are intentional behaviors that hinder organizational goal achievement. They can range from minor acts, like showing up late for work, bullying and harassment, this results into negative attitude towards the organization goals.

is your organization finding challenges in monitoring performance, effort and reward? learn more from this week's articles on performance designed for aviation industry players.

next article we look at what factors affect performance.

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