Effects of group feedback, goal setting, and incentives on organizational productivity
Article Abstract:
While industrial and organizational psychologists have been concerned about the national problem of increasing productivity, most research has focused on simple jobs with the individual as the unit of analysis. Most jobs are more complex and, because of the interdependencies in the work, require group-level interventions and more complex measures of performance or productivity. This research presents a new method of measuring productivity, the Productivity Measurement and Enhancement System (ProMES), and uses measures from this approach as a foundation for group-based feedback, goal setting, and incentives. The experimental design consisted of a baseline period of 8 to 9 months, followed by a 5-month period of feedback based on the ProMES. Goal setting was then added to feedback for 5 months. Finally, incentives in the form of time off from work were added to feedback and goal setting for another 5 months. Results indicated that group-level feedback increased productivity an average of 50 percent over baseline, group goal setting increased productivity 75 percent over baseline, and group incentives increased productivity 76 percent over baseline. Control group data showed no or only a slight increase in productivity over the same period, and level of personnel either stayed the same or decreased. In addition, work attitudes such as job satisfaction, turnover intentions, and morale were as good or better following the interventions. Issues pertaining to group-based interventions are discussed. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
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Effects of rating format on goal-setting dimensions: a field experiment
Article Abstract:
A total 10 managers and their 62 subordinates participated in a field experiment that examined the effects of performance appraisal feedback deriving from two rating formats - behavioral observation scales (BOS) and graphic rating scales (GRS) - on three goal-setting dimensions. Multivariate analysis of variance and a priori t tests revealed, as hypothesized, that the BOS format yielded significantly higher levels of goal clarity, goal acceptance, and goal commitment, the three goal-setting dimensions. Results are discussed in terms of systemic characteristics, that is, a "built-in" focus on specific behaviors, rather than a translation of generic performance dimensions into specific work behaviors. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1988
User Contributions:
Comment about this article or add new information about this topic:
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