Chapter 2 - Job Performance Flashcards
ROWE
Results Only Work Environment: Employees can come and go as they please. Based on results only.
Job Performance
the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Task Performance
employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. (Duties and Responsibilities)
Routine Task Performance
well-known responses to demands that occur in a normal, routine way
Adaptive Task Performance
employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Creative Task Performance
degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Job Analysis
Analysis to assess behaviors needed to do a job.
Citizenship Behavior
voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.
Interpersonal Citizenship Behavior
helping others in a way that goes beyond your job description
Helping
showing others the ropes
Courtesy
Revealing all necessary information
Sportsmanship
maintaining a good attitude with coworkers
Organizational Citizenship Behavior
actions that benefit the company as a whole outside of your job description
voice
speaking up and offering constructive suggestions
Civic Virtue
Participating in company’s operations at a deeper-than-normal level by attending voluntary meetings and functions, and keeping up with the company’s news
Boosterism
Representing the organization in a positive way when out in public
Counterproductive Behavior
behaviors that intentionally hinder organizational goal accomplishment.
Property Deviance
harm org.’s assets and possessions
Sabotage
Purposeful destruction of physical equipment and company products
Production Deviance
reducing the efficiency of work output
Wasting Resources
use too many materials or waste too much time to do too little work
Political Deviance
behaviors that intentionally disadvantage other individuals rather than the larger organization.
Incivility
rude, impolite
Personal Aggression
hostile verbal and physical actions (includes harassment and abuse)
Knowledge Work
more knowledge required than physical ability
Service Work
work that provides intangible goods
Forced Ranking
Forces company to rank employees as A Players(top 20%), B Players, (Middle 70%), and C Players (Bottom 10%)
3 Dimensions of Job Performance
task performance, citizenship behavior, and counterproductive behavior
MBO
Management by objectives. Bases employee evals on whether or not the employee achieved specific performance goals
behaviorally anchored rating scales (BARS)
assess performance by directly assessing job performance behaviors
360-Degree Feedback
gets feedback from everyone around the employee including the employee himself
4 ways organizations can use job performance info to manage employee performance
MBO, BARS, 360 Degree Feedback, Forced Ranking Practices
