| Abstract: | The frameworks or models used to conceptualize workplace performance are as diverse as the organisations they attempt to mirror. The purpose of this review was to examine a sample of the frameworks used to model human performance in organizations with respect to: 1) change orientation, 2) theoretical basis, 3) organizational results level, 4) unit of analysis, and 5) performance analysis. Organizational system and performance system frameworks were contrasted with systematic process models of performance improvement. Frameworks are defined as system‐orientod representations of the flow or linkages of resources, inputs, processes, goals, and results within and external to an organization. Performance improvement process models are defined as representations of systematic processes that define steps to be taken to implement a particular solution or identify a problem. It is recommended that solution designers blend frameworks of organizational system and performance system architectures into systematic, participatory design processes. |
