A behavior approach emphasizes what employees do. This approach is most appropriate when the link between behaviors and results are due to causes beyond the employee's control. A behavior approach may not be the best choice if most of these conditions are not present. In most situations, however, the inclusion of at least some behavior-based measures is beneficial.
A results approach emphasizes the outcomes and results produced by employees. This is basically a bottom-line approach is most appropriate when workers are skilled in the needed behaviors, behaviors and results are obviously related, results show consistent improvement over time, and/or there are many ways to do the job right. An emphasis on results can be beneficial because it could encourage employees to achieve the desired outcomes in creative and innovative ways. On the other hand, measuring only results is typically not welcomed by employees even in types of jobs for which the expected results is very clear.
A traits approach emphasizes individual traits that remain fairly stable through out and individual's life span. This approach may be most appropriate when an organization anticipates undertaking drastic structural changes. A major disadvantage of this approach is that traits are not under the control of individuals, and even when individuals possess a specific positive trait, this does not necessarily mean that the employee will engage in productive behaviors that lead to desired results.