Criterion Measurement

Question 1

Criteria

Answer 1

Evaluative standards used to measure people’s performance (success or failure). Used for performance appraisal, evaluating training programs, validating selection battery, and making layoff/promotional decisions.

Question 2

Performance

Answer 2

On job behaviours that are relevant to the companies goal (work towards achieving the goal of the company)

Question 3

Ultimate Criterion

Answer 3

Theoretical construct; everything you want to measure containing all performance details to measure success on job

• impossible to achieve so you must use an actual criterion

Question 4

Actual Criterion

Answer 4

Best, real world representation of ultimate criterion. Only includes things that we intend to and can measure.

*Overlap with ultimata the criterion is encouraged and anything left over in ultimate criterion is known as: deficiency and everything left over in actual criterion is known as: contamination

Question 5

Criteria for Criteria

Answer 5

(1) Relevance : how closely related is actual criteria to ultimate criteria?
(2) Reliability : how consistent is the measure?
(3) Sensitivity : can measure differentiate between effective and ineffective employees?
(4) practicality : can it be used by those that need it to make important decisions and how?
(5) fairness : how fair and reasonable is it?

Question 6

Criterion Deficiancy

Answer 6

Dimensions in Ultimate Criterion that aren’t part of Actual Criterion

Question 7

Criterion Contamination

Answer 7

Dimensions of Actual Criterion that aren’t part of Ultimate Criterion

Question 8

Criterion Problem

Answer 8

One performance measure cannot be appointed as a perfect measure of performance; multiple measures are needed, so performance is very hard to measure.

• performance is best represented by multiple criteria and dimensions

Question 9

Composite Criterion

Answer 9

Weighted combination of multiple criteria that leads to a single index of performance

(1) if all criteria is scored on same scale, then equal weighting is used
(2) if all criteria is weighted differently and scored differently, then unequal weighting is used

Question 10

Dynamic Criterion

Answer 10

Made up measures that reflect performance levels that change over time

Question 11

Objective Criteria

Answer 11

Performance measured based on counting rather than subjective evaluations (hard/non-judgemental criteria)

i.e.: absenteeism, turnover rate, tardiness, etc.

Question 12

Subjective Criteria

Answer 12

Criteria that uses subjective or judgemental evaluations rather than objective evaluations such as counting (aka soft/judgemental criteria)

I.e.: quality of work, efficacy of work, etc.

• more susceptible to biases, attitudes, and belief errors.

Question 13

Task Performance

Answer 13

Composed of work related activities that employees carry out to add to the core of the organization (or goal of organization)

Tasks that are required and your job calls for

Question 14

Contextual Performance

Answer 14

Activities performance by employees that aren’t required, but help create a better environment for the company to operate in

Question 15

Counterproductive Work Behaviours (CWB)

Answer 15

Any behaviour that brings, or intends to bring, harm to an organization, it’s employees, or any stakeholders..

Question 16

Experiates

Answer 16

Employee currently living and working in another country