CH2 Flashcards
the value of the set of employee behaviors that contribute + or - to organizational goal accomplishment
= behavior
Split into task performance, citizenship behavior and counterproductive behavior
Job performance
employee behaviors that are directly involved in the transformation of organization resources into good or services
E.g. job description
Task performance
well known responses to demands that occur in normal way
Routine task performance
employee responses to novel, unusual task demands
Adaptive task perfomance
degree to which individuals develop ideas or physical outcomes that are both novel and useful
Creative task performance
list of all activities, subject matter experts rating of list, activities rated highly or used to define task performance
Job analysis
voluntary employee activities that may or may not be rewarded but contribute to organization by improving setting
Citizenship performance
behavior benefits coworkers by going beyond normal job expectations
Interpersonal citizenship behavior
keeping coworkers informed about matters that are relevant to them
Courtesy
maintaining a good attitude with coworkers
Sportsmanship
benefit organization by supporting and defending the company
Organizational citizenship behavior
speaking up and offering constructive suggestions
Voice
participating in the company’s operations at a deeper level
Civic virtue
representing the organization positively outside of work
Boosterism
employee behaviors that intentionally hinder organizational goal accomplishment
Counterproductive behavior
behaviors that harm the organization’s assets and possessions
Property deviance
intentional destruction of physical equipment, organizational processes or company products
Sabotage
taking things from work e.g. free drinks
Theft
reducing the efficiency of work output
Production deviance
use too many materials or too much time to do too little work
Wasting resources
efficiency compromised
Substance abuse
behaviors that intentionally disadvantage other individuals
Political deviance
casual conversations about unconfirmed facts
Gossiping
communication that is rude, impolite, and mannerless
Incivility
hostile verbal and physical actions directed toward other employees
Personal aggression
unwanted physical contact or verbal remarks
Harassment
assault or endangerment so that physical and psychological injuries may occur
Abuse
cashier who doesn’t charge needy customers full amounts
Prosocial counterproductive behavior
cognitive, theoretical and analytical work
Knowledge work
work that provides intangible goods to customers through direct interaction
Service work
management philosophy that bases an employee’s evaluations on whether the employee achieves specific performance goals
Management by objectives (MBO)
measure performance by directly assessing job performance behaviors through critical incidents
Behaviourally anchored rating scales (BARS)
approach involves collecting performance information from anyone who has first hand knowledge of employee performance
360 degree feedback
uses vitality curve that forces managers to rank A (top 20%), B (middle 70%), C (bottom 10%)
Aka rank and yank or dead mans curve
Forced ranking
