Power distance is the extent to which the lower ranking individuals of a society “accept and expect that power is distributed unequally”. It is primarily used in psychological and sociological studies on societal management of inequalities between individuals, and individual’s perceptions of that management. People in societies with a high power distance are more likely to conform to a hierarchy […]

Is your organisation getting what it needs from its existing performance measurement system? ,🙄 3 major reasons why a new framework is needed to replace first generation models, such as the balanced scorecard and the performance pyramid: It is no longer acceptable or even feasible for organisations to focus solely on the needs of one or two stakeholder groups. Most […]

Performance consulting is a practice that became popular in the early 2000s Performance consulting is a process in which internal or external clients hire consultants to provide a systematic and holistic approach to improve the workplace performance to achieve business goals. Explanation Many organizations are facing the problem of inefficient tapping of available human potential. An organization has a certain […]

A Pay survey or a Salary survey is typically conducted to gauge the organization’s compensation levels with respect to the external environment.   This helps in clearly defining the specific pay for each job. Firstly a benchmark job is identified, the pay scale of the organization is positioned, and the relative worth of all the other jobs are established with respect […]

Peer appraisal is a form of 360 degree feedback and performance appraisal process.  Peers of an individual give feedback for the individual which gives an unique perspective to the work and goal achievement of an individual. While managers and other appraisal systems tend to provide a perspective on targets and goals achieved by an individual, peer appraisal tends to give an perspective […]

Pay compression is the concept in an organization where the employees have more or less a similar salary irrespective of their age, experience, profile etc.  Even those employees who have a better skill set or have been with the company longer, have a slightly higher salary package. The major problem of this phenomenon is increased turnover where the long term […]

Pay dispersion is a concept where employers pay different amount of wages or salaries to their employees for the same skills and the same type of work.  Pay dispersion exists because of limited knowledge of employees about the wages of the other employees, and also because of employee experience, changing policies etc. Pay dispersion takes into account several factors for […]

Outdoor Management Development is a process of imparting learning and development for managerial cadre outside the four walls of an organizational setup.  The objective of outdoor management development is to build a team, give leadership lessons etc.  It includes residential programs conducted for building team cohesion, leadership development etc. Purpose of Outdoor Management Development: 1. Team Building: Many times managers […]

The Pygmalion effect, or Rosenthal effect, is the phenomenon whereby higher expectations lead to an increase in performance.  The effect is named after the Greek myth of Pygmalion, a sculptor who fell in love with a statue he had carved. A corollary of the Pygmalion effect is the golem effect, in which low expectations lead to a decrease in performance;   […]

Organizational Citizenship Behavior (OCB) is defined as the context or performance in which any job or task takes place.  It is basically being a person who is ready to serve the organization in matters that is outside the scope of his/her job domain.  It includes being helpful, caring towards other employees in the organization. Example, Helping out a newcomer in […]