4 Assessing performance at work 111 Flashcards
2 Generic models of work performance
Bartram´s competance model (the great 8)
Campell, different approach (still 8). Mindre fokus på tilpassning og kreativitet som er viktif i VUCA jobber. Men fokuserer på team-work som er bra.
Griffin et al. (2007) framework for work-performance that builds on “extra role performance” (3 faktorer)
- ferdigheter/kunnskap
- tilpassning
- pro-aktivity
The extra role behaviour that has received most attention from researchers is ______ _______ _____ (_ _ _)
‘organisational citizenship behaviour’ (OCB: Organ, 1988; 1997).
The “oposite” of OCB
CWB (counterproductive work behaviour)
-can be motivated by OCB
Biases when measuring work performance
- helo horn
- fundamental attribution error
- stereotypes (maturnity leave)
- premacy $ reecency effect
- similarity attraction effect
- heuristics and chemas (TLTW: think leader think white)
How to avoid bias when measuring performance
Hold leaders account for the assesments
4 ways of rating performance
- Specific grafic rating scales
- MSF - Multi source feedback
- BARS - Behaviourally Anchored Rating Scales
- BOS - Behaviour observation scales
How are BARS developed?
- Experts define factors nessesary for the job
- Other experts define specific behaviours for each factor
- a third exp.group matches behaviour with factor
- More experts assign scale values to the items witch than surve as behaviour anchors for the scale
BOS is developed similar to BARS, how is it used?
measure frequency that behaviours occur
2 ways to do Rater training?
Rater Error Training (RET) - mindre effektivt, lære om hyppige feil
Frame of reference (FOR) - effektivt, eksempel på god jobb
OBS when rating on Specific grafic rating scales
Positiv/negativ leniency
motivated leaniency
Helo effect
central tendency
MSF
Anonymt. Bedre for å måle OCB og CWB
What does it mean that managers tend to “retrofil”
Bestemt seg på forhånd hvem som feks skal få lønnsøkning eller forfremmes, før de gjøre en work assesment (eksempel på work performance politics)
To hold leaders accounteble is a way to reduce ______ __ ____ _______, even it might be possible to remove completly
politics of work performance
Examples of rewards, non monetary
Social-context
Job-context
personal-cotext
