Ch 4

Question 1

Effectiveness

Answer 1

Evaluation of the results of performance; often controlled by factors being on the actions of an individual

Question 2

Productivity

Answer 2

Ratio of effectiveness (output) to the cost of achieving that level of effectiveness (input)

Question 3

Declarative knowledge

Answer 3

Understanding what is required to perform a task; knowing information about a job or task

Question 4

Procedural knowledge and skill

Answer 4

Knowing how to perform a job or task; often developed through practice and experience

Question 5

Motivation

Answer 5

Concerns the conditions responsible for variations in intensity, persistence, quality, and direction of ongoing behavior

Question 6

Determinate’s if performance

Answer 6

Basic building blocks or causes of performance, which are declarative knowledge, procedural knowledge, and motivation

Question 7

Performance components

Answer 7

Components that may appear in different jobs in results from the determinant of performance; Campbell and colleagues identified eight performance components, some or all of which can be found in every job

Question 8

Criterion deficiency

Answer 8

Situation that occurs when an actual criterion is missing information that is part of the behavior one is trying to measure

Question 9

Criterion contamination

Answer 9

Situation that occurs when an actual criterion included information unrelated to the behavior one is trying to measure

Question 10

Ultimate criterion

Answer 10

Ideal measure of all the relevant aspects of job performance

Question 11

Actual criterion

Answer 11

Actual measure of job performance obtained

Question 12

Organizational citizenship behavior

Answer 12

Behavior that goes beyond what is expected

Question 13

Altruism

Answer 13

Helpful behaviors directed toward individuals or groups within the organization, such as offering to help coworker who is up against a deadline

Question 14

Generalized compliance

Answer 14

Behavior that is helpful to the broader organization, such as upholding company rules

Question 15

Task performance

Answer 15

Proficiency with which job incumbents perform activities that are formally recognized as a part of their job

Question 16

Counter productive work behavior

Answer 16

Voluntary behavior that violates significant organizational norms and threatens the well-being of the organization, its members or both

Question 17

Dishonesty

Answer 17

Employee theft of goods and theft of time for example arriving late or leaving early, or dishonest communications with customers, coworkers, or management

Question 18

Absenteeism

Answer 18

Type of counterproductive behavior that involves failure of an employee to report for or remain at work as scheduled

Question 19

Sabotage

Answer 19

Ask that damage, disrupt, or subvert the organizations operations for personal purposes of that sabotage her by creating unfavorable the blessedly, damage to property, destruction of work relationships are harming employees

Question 20

Lordstown syndrome

Answer 20

Act of sabotage named after a General Motors plant plagued with acts of sabotage

Question 21

Adaptive performance

Answer 21

Performance component that includes flexibility and ability to adapt to changing circumstances

Question 22

Objective performance

Answer 22

Usually a quantitative count of the results of work, such as skills volume, complaint letters, and Output

Question 23

Judgmental measure

Answer 23

Evaluation made of the effectiveness of an individual’s work behavior; judgment most often made by supervisors in the context of a performance evaluation

Question 24

Personnel measure

Answer 24

Measure typically kept in a personal file, including absences, accidents, tardiness is, rate of advancement, disciplinary actions, and commentation’s of Meritorious behavior

Question 25

Performance

Answer 25

Actions or behaviors relevant to the organizations goals; measured in terms of each individuals proficiency

Question 26

Productivity

Answer 26

Ratio of outputs and inputs

Question 27

Effectiveness

Answer 27

Evaluations of the results of performance

Question 28

Three most important components of Campbell’s model

Answer 28

Job specific task proficiency, demonstrating effort, and maintaining personal discipline

Question 29

Convergent validity

Answer 29

Correlated with what it should be

Question 30

Divergent validity

Answer 30

Correlated with what it shouldn’t be

Question 31

Nomological net

Answer 31

Relationship of laws, construct level relationship

Question 32

3 types of counterproductive work behavior

Answer 32

S behavior for self gain
O behavior done for organizational gain ( misstating profits)
D behavior that is destructive (sabotage)

Question 33

Skill

Answer 33

Particular behaviors that can be practiced and or trained. It’s Inate

Question 34

Two categories of skills

Answer 34

1. Observable skills - applications of knowledge to solve a specific problem with a known solution
2. Problem solving skills- application of knowledge and observable skill to solve problems with out a known solution

Question 35

Empirically derived

Answer 35

Items written first, no cohesive theory. MMPI

Question 36

Theoretically derived

Answer 36

Myers Briggs type inventory

Question 37

Rationality or trait approach

Answer 37

Organized personality into a hierarchy. Bug 5 factor model

Question 38

Alpha

Answer 38

Conscientiousness, agreeableness, neuroticism

Question 39

Beta

Answer 39

Openness and extroversion