000			01564nam a22002297a 4500
999			_c4185 _d4185
005			20221205160855.0
008			221205b ||||| |||| 00| 0 eng d
020			_a9781108440936
082			_a658.3124 _bAUD
100			_aAudia, Pino _99384
245			_aOrganizational learning from performance feedback: _ba behavioral perspective on multiple goals
260			_bCambridge University Press _aUnited Kingdom _c2021
300			_a62 p.
365			_aGBP _b15.00
504			_aTable of Contents 1. Introduction 2. The Core Model of Performance Feedback: Goals, Aspiration Levels, Search, and Change 3. The Modified Core Model 4. Multiple Goals 5. Extended Model 6. An Example 7. Future Research 8. Conclusion.
520			_aThis Element synthesizes the current state of research on organizational learning from performance feedback and develops a new perspective that deals with the influence of multiple goals. In keeping with the centrality of motives in Cyert & March's influential model, this new perspective rests on a foundation of individual level behaviors that are responsive to mechanisms at the organizational and environmental level of analysis. A key aim is to lay out an agenda for a new wave of empirical research on the interconnections of decision-makers, organizations, and the environment that influence organizational responses to performance.
650			_aOrganizational learning _91991
650			_aFeedback (Psychology) _910087
650			_aGoal (Psychology) _99709
700			_aGreve, Henrich R. _910543
942			_2ddc _cBK