CHAPTER 4

Question 1

effectiveness

Answer 1

Evaluation
of the results of performance; often controlled
by factors beyond the
actions of an individual.

Question 2

productivity

Answer 2

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

Question 3

declarative knowledge
(DK)

Answer 3

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

Question 4

procedural knowledge and
skill (PKS)

Answer 4

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

Question 5

motivation (M)

Answer 5

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

Question 6

determinants of

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
and result from the determinants of performance;
John Campbell and coleagues identified eight
performance components,
some or all of which can
be found in every job.

Question 8

criterion deficiency

Answer 8

A 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

A
situation that occurs
when an actual criterion
includes information
unrelated to the behavior
one is trying to measure.

Question 10

ultimate criterion
( theoretical 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 (OCB)

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 a 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

counterproductive work
behavior (CWB)

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 (arriving late, leaving
early, taking unnecessary
sick days) or dishonest
communications with
customers, co-workers, 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

Acts that damage, disrupt, or subvert the organization’s
operations for personal
purposes of the saboteur
by creating unfavorable
publicity, damage to
property, destruction of
working relationships, or
harming of employees or
customers.

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 the ability to adapt to
changing circumstances.

Question 22

expert performance

Answer 22

Performance exhibited by
those who have been practicing for at least 10 years
and have spent an average
of four hours per day in
deliberate practice.

Question 23

judgmental measures

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 measures

Answer 24

Measure typically kept in a
personnel file, including
absences, accidents, tardiness, rate of advancement,
disciplinary actions, and
commendations of meritorious behavior.

Question 25

objective performance measures

Answer 25

Usually a quantitative count of the results of work, such as sales volume, complaint letters, and output.

Question 26

job analysis

Answer 26

Process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks.

Question 27

job ladder or job family

Answer 27

Cluster of positions that are similar in terms of the human attributes needed to be successful in those positions or in terms of the tasks that are carried out.

Question 28

task-oriented job analysis

Answer 28

Approach that begins with a statement of the actual tasks as well as what is accomplished by those tasks.

Question 29

worker-oriented job analysis

Answer 29

Approach that focuses on the attributes of the worker necessary to accomplish the tasks.

Question 30

KSAOs

Answer 30

Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks.

Question 31

subject matter expert (SME)

Answer 31

Employee (incumbent) who provides information about a job in a job analysis interview or survey.

Question 32

critical incident technique

Answer 32

Approach in which subject matter experts are asked to identify critical aspects of behavior or performance in a particular job that led to success or failure.

Question 33

work diary

Answer 33

Job analysis approach that requires workers and/or supervisors to keep a log of their activities over a prescribed period of time.

Question 34

electronic performance monitoring

Answer 34

work processes with electronic devices; can be very cost-effective and has the potential for providing detailed and accurate work logs.

Question 35

cognitive task analysis

Answer 35

A process that consists of methods for decomposing job and task performance into discrete, measurable units, with special emphasis on eliciting mental processes and knowledge content.

Question 36

think-aloud protocol

Answer 36

Approach used by cognitive psychologists to investigate the thought processes of experts who achieve high levels of performance; an expert performer describes in words the thought process that he or she uses to accomplish a task.

Question 37

Personality-Related Position Requirements Form (PPRF)

Answer 37

Job analysis instrument devoted to identifying personality predictors of job performance

Question 38

Dictionary of Occupational Titles (DOT)

Answer 38

Document that includes job analysis and occupational information used to match applicants with job openings; a major purpose of the DOT was, and still is, for use in occupational counseling.

Question 39

Occupational Information Network (O*NET)

Answer 39

Collection of electronic databases, based on well developed taxonomies, that has updated and replaced the Dictionary of Occupational Titles (DOT).

Question 40

competency modeling

Answer 40

Process that identifies the characteristics desired across all individuals and jobs within an organization; these characteristics should predict behavior across a wide variety of tasks and settings and pro vide the organization with a set of core characteristics that distinguish it from other organizations.

Question 41

job evaluation

Answer 41

Method for making internal pay decisions by comparing job titles to one another and determining their relative merit by way of these comparisons.

Question 42

compensable factors

Answer 42

Factors in a job evaluation system that are given points that are later linked to compensation for various jobs within the organization; factors usually include skills, responsibility, effort, and working conditions.

Question 43

comparable worth

Answer 43

Notion that people who are performing jobs of comparable worth to the organization should receive comparable pay

Question 44

Equal Pay Act of 1963

Answer 44

Federal legislation that prohibits discrimination on the basis of sex in the payment of wages or benefits, where men and women perform work of similar skill, effort, and responsibility for the same employer under similar working conditions.

Question 45

Title VII of the Civil Rights Act of 1964

Answer 45

Federal legislation that prohibits employment dis crimination on the basis of race, color, religion, sex, or national origin, which define what are known as protected groups. Prohibits not only intentional discrimination but also practices that have the unintentional effect of discriminating against individuals because of their race, color, national origin, religion, or sex.