Job Performance Flashcards
An online database containing job tasks, behaviors, required knowledge, skills, and abilities.
Occupational Information Network (O*NET)
Use of examples of critical incidents to evaluate an employee’s job performance behaviors directly.
Behaviorally anchored rating scales (BARS)
A performance management system in which managers rank subordinates relative to one another.
Forced ranking
Going beyond normal expectations to improve operations of the organization, as well as defending the organization and being loyal to it.
Organizational citizenship behavior
Maintaining a positive attitude with coworkers through good and bad times.
Sportsmanship
Going beyond normal job expectations to assist, support, and develop coworkers and colleagues.
Interpersonal citizenship behavior
Workplace behaviors that are intended to benefit others or the organization but, nevertheless , are also counterproductive because they violate norms, rules, policies, or laws; thus, they harm or could potentially harm the organization.
Prosocial counterproductive behavior
Employee assault or endangerment from which physical and psychological injuries may occur.
Abuse
Jobs that primarily involve cognitive activity versus physical activity
Knowledge work
The degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Creative task performance
Employee behaviors that intentionally hinder organizational goal accomplishment.
Counterproductive behavior
Thoughtful responses by an employee to unique or unusual task demands.
Adaptive task performance
A process by which an organization determines requirements of specific jobs.
Job analysis
Purposeful destruction of equipment, organizational processes, or company products.
Sabotage
Providing a service that involves direct verbal or physical interactions with customers
Service work
Unwanted physical contact or verbal remarks from a colleague.
Harassment
Participation in company operations at a deeper-than-normal level through voluntary meetings, readings, and keeping up with news that affects the company.
Civic virtue
Casual conversations about other people in which the facts or not confirmed as true.
Gossiping
A management philosophy that bases employee evaluations on whether specific performance goals have been met.
Management by objectives (MBO)
Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
Task performance
Behaviors that harm the organization’s assets and possessions.
Property deviance
Employee behaviors that contribute either positively or negatively to the accomplishment of organizational goals
Job performance
When an employee speaks up to offer constructive suggestions for change, often in reaction to a negative work event.
Voice
Hostile verbal and physical actions directed toward other employees.
Personal aggression
Well-known or habitual responses by employees to predictable task demands.
Routine task performance
Intentionally reducing organizational efficiency of work output.
Production deviance
Communication that is rude, impolite, discourteous, and lacking in good manners.
Incivility
Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees that ropes when they are first on the job.
Helping
Positively representing the organization when in public.
Boosterism
Voluntary employee behaviors that contribute to organizational goals by improving the context in which work takes place.
Citizenship behavior
Stealing company products or equipment from the organization
Theft
Sharing important information with coworkers
Courtesy
A performance evaluation system that uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves.
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