Performance measures and worker productivity

Abstract

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in eLeVaTOr PITCHMeasuring workers' productivity is important for public policy and private-sector decision-making. Due to a lack of reliable methods to determine workers' productivity, firms often use specific performance measures, such as how different incentives affect employees' behavior. The public sector also uses these measures to monitor and evaluate personnel, such as teachers. To select the right performance measures, and as a result design better employment contracts and improve productivity, policymakers and managers need to understand the advantages and disadvantages of the available metrics. auTHOr'S maIn meSSaGeMeasures of worker productivity can give important insights into how workers perform and how workplaces should be organized. Direct measures of productivity are used to study a range of questions, such as the effects of incentives on workers' productivity, the influence of peers on behavior, or the accumulation of human capital on the job. For these and related questions, it is important to select appropriate performance measures. This choice is critical, as relying on inappropriate measures can lead to the design of inefficient incentives, poor employment contracts, or wrong policy conclusions. ConsThere is no universal definition of worker productivity; measures of worker productivity typically depend on the setting in which they are collected. Worker productivity is usually multidimensional, but it is generally not possible to measure all dimensions. If the wrong performance measures are chosen to evaluate workers, distortions can create negative effects on worker productivity. For settings in which performance is only observable at the team level, it is not always possible to estimate individual contributions to team productivity. Performance measures and worker productivityChoosing the right performance measures can inform and improve decision-making in policy and management

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“…20 For the sake of economy, we do not include these results, but they are available upon request. 21 Although the Internet and FedEx have partially replaced mail recently, letter delivery by the postal service is still dominant (Guislain 2004;Chong et al 2014). office for private gain") applies exclusively to the public sector and reflects its efficiency and productivity (Sauermann 2016). Second, it has been shown that there is high correlation between labor rigidity in the private and public sectors in many countries.…”

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