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Performance is a measure of the results achieved. Performance efficiency is the ratio between effort expended and results achieved. The difference between current performance and the theoretical performance limit is the performance improvement zone. Another way to think of performance improvement is to see it as improvement in four potential areas:
[1] [2] Gilbert applied his understanding of behavioral psychology to improve human performance at work and at school. He is best known for his book Human Competence: Engineering Worthy Performance. Gilbert devised HPT when he realized that formal learning programs often only brought about a change in knowledge, not a change in behavior.
Kaufman developed a model for strategic thinking and planning, called "Mega Planning." Kaufman argues that many organizational planning models incorrectly begin with, and end with internal or organizational performance, therefore restricting organizations from a chance to plan how they deliver value outside of their organizations.
Positive organizational behavior (POB) is defined as "the study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today's workplace" (Luthans, 2002a, p. 59). [1]
Tett and Guterman’s research found that trait-intent correlations were overall highest when the trait being expressed matched the trait scenario, confirming the ideas of trait-activation theory. The second paper is A Personality Trait-Based Interactionist Model of Job Performance by Robert P. Tett and Dawn D. Burnett. [1]
The "political model" – termed so by Meyer and Gupta because it "operates most openly in government, where a change in regime is followed swiftly by changes in policy and criteria used to assess policy outcomes" (1994, p. 354) – has organizations seeking to maximize a specific set of performance measures.
Personality–job fit theory is a form of organizational psychology, that postulates that an individual's personality traits will reveal insight into their adaptability within an organization. The degree of confluence between a person and the organization is expressed as their Person-Organization (P-O) fit. [ 1 ]
Human performance technology (HPT), also known as human performance improvement (HPI), or human performance assessment (HPA), is a field of study related to process improvement methodologies such as organization development, motivation, instructional technology, human factors, learning, performance support systems, knowledge management, and training.