Summary:
- This is a research-&-development proposal to address a common major corporate issue - the inability to adequately unleash the creativity of their employees. The primary issue stems from the employees' fear of failure and the fear of being misjudged (see "How Failure Breeds Success", BusinessWeek July 10th, 2006).
Purpose:
- I'm seeking multiple business and academic groups probably working together in pairs to conduct this proposed research to assess the effectiveness of unleashing the creativity of their employees. If interested, please contact rochcheng@gmail.com.
- The root cause of the fear of failure stems from the fact that we (i.e., the employer or ourselves) judge our performance mainly by the result/outcome of what we do. The author hypothesizes that by focusing directly on one’s intent and effort, and using the result/outcome to analyze these two attributes, we would be able to significantly minimize individuals’ fear of failure and fear of being misjudged. As a result, the corporate atmosphere would be such that the creativity of employees would come forth naturally. The gateway to achieve this is through adopting a new way of doing performance measurement of the employees.
- An employee's performance is a function of his/her intent and effort.
- The achieved result/outcome of a previously set objective is used to assess the employee's intent and effort.
- Performance Measurement Formula (examples shown below):
- Performance Index = Intent x (W1) + (Quality of Effort) x (W2) + (Quantity of Effort) x (W3)
Where Wx is a weighting factor which is to be arbitrarily set by each organization.
How to enhance and integrate the existing Performance Appraisal process with this proposed approach:
Weighting Assignment for a functional group
Example a): With primary emphasis on using “outcome” as the ultimate criterion.
Intent [0 – 5] | Effort (quality) [0-5] | Effort (quantity) [0-5] | Outcome [0-10] | Overall [must be 10] |
0.5 | 1 | 0.5 | 8 | 10 |
Example b): With primary emphasis on using “outcome” to qualify one’s “intent” and “effort” as the ultimate criterion.
Intent [0 – 5] | Effort (quality) [0-5] | Effort (quantity) [0-5] | Outcome [0-10] | Overall [must be 10] |
4 | 4 | 2 | 0 | 10 |
Example:
| Intent [0 – 5] | Effort (quality) [0-5] | Effort (quantity) [0-5] | Outcome [0-10] | Total |
Weighting [W] | 0.5 | 1 | 0.5 | 8 | 10 |
Manager’s view* of John Smith’s performance of a particular task [P] | 5 | 5 | 8 | 4 | |
W x P | 2.5 | 5 | 4 | 32 | 43.5 |
* For the purpose of simplifying the illustration, an employee’s self assessment of his/her own performance in each category is not shown here.
- Try not to let your concern about the practicality of the implementation to deter you from focusing on what should be done. I'll address your concern separately :)
- The overriding purpose of this blog is to eventually actualize the ideas as described in the "What If" section (at the very end of this blog). This end section presents that, to significantly enhance the quality of living for this human race, we and our children should learn a way of thinking and values that complement/amplify their core cultural and religious values.
- The very first step in mapping a key component of the "What If" ideas in the field of psychology or philosophy to an implementable level is through this R&D proposal.
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