lecture 2 Flashcards
(27 cards)
how many employees’ performance appraisals help improve their performance?
In a survey of over 5,000 employees, less than 1/3 reported that their performance appraisal (PA) helped them improve their performance
what is job performance?
the value of the set of employee behaviours that contribute, either positively or negatively, to organizational goal accomplishment
another definition:
the behaviours directly involved in transforming organizational resources into goods or services
-not the consequences or results of behaviour, but the behaviour itself
what are the 3 categories of job performance?
- task performance
-routine
-adaptive
-creative - citizenship behaviour
-interpersonal
-organizational - counterproductive behaviour
-property deviance
-production deviance
-political deviance
-personal aggression
what is job analysis?
the process of describing what a person does in a given job
we describe a job in terms of…
1. the behaviours necessary to perform it
2. the personal characteristics necessary to perform those behaviours
what is citizenship behaviour?
voluntary employee behaviours that contribute to organizational goals by improving the context in which work takes place
what is interpersonal citizenship behaviour?
going beyond expectations to assist, support, and develop colleagues
helping (assist coworkers, etc)
courtesy (keep coworkers informed)
sportsmanship (positive attitude with coworkers)
what is organizational citizenship behaviour?
going beyond expectations to improve the organization, defend it, and be loyal to it
voice (constructive suggestions for change)
civic virtue (participating at a deeper-than-normal level)
boosterism (positively representing the organization in public)
what is counterproductive behaviour?
employee behaviours that intentionally hinder organizational goal accomplishment
what are the purposes of performance appraisal?
administrative
-raises/ promotions/ termination
developmental
-identify strengths & weaknesses/ assess training needs/ motivate higher performance
What tools do organizations use to manage employee job performance?
- behaviourally anchored rating scaled (BARS)
- forced rankings
- 360-degree feedback
- social networking systems
- management by objectives (MBO)
what are behaviourally anchored rating scales (BARS)?
uses critical incidents technique to give examples of types of behaviours that would be a “1”, “3”, or “5”)
ex;
1 = lacks the performance
2 = does task while making customer wait long
3 = does task minimally
4 = does task in good mood
5 = exceeds above task
(etc, just my example)
what are graphic rating scales?
scales consisting of a number of traits or behaviours on which the rater must judge the employee
what is forced distribution/ ranking?
a proportion of employees fitting into a particular rating category must be maintained
(ex; only 20% can be rated excellent)
vitality curve
what is included in 360 feedback?
self evaluation
customer evaluation
reports
peer evaluation
manager evaluation
what are 4 assumptions for making 360 feedback work?
- using multiple sources overcomes individual rater idiosyncrasies
- involvement in process makes participants happy
- multiple raters bring different, unique viewpoints
- the rater will not be identifiable (except supervisor ratings)
what is the management by objectives (MBO) technique/ tool?
a performance evaluation system that evaluates people on whether or not they have met pre-established goals
best suited for employees with jobs that have quantifiable measures of job performance
what are some key characteristics to having an effective appraisal system?
Verry Rare Rabbits Find Eggs
valid (relevant dimensions)
reliable (multiple sources)
responsive (employee input)
flexible (open to modifications)
equitable (evaluating fairly)
notes on performance appraisals*
feedback should be given in a timely manner and on an on-going basis
employees have more positive attitudes toward feedback if they have the opportunity to express their opinion as part of the appraisal process
what is organizational commitment?
what 3 forms?
an employees desire to remain a member of an organization and their level of attachment to an organization
comes in 3 forms;
1. affective commitment (emotional attachment)
- best
2. continuance commitment (costs associated with leaving)
- worst
3. normative commitment (duty and obligation to stay)
- second best
what is effective commitment?
a desire to remain a member of an organization because of an emotional attachment to that organization
(“I want to stay”)
erosion model - employee A will leave
social influence model - employee B will leave
what is continuance commitment?
a desire to remain a member of an organization because of an awareness of the costs associated with leaving
(“I have to stay”)
what is normative commitment?
a desire to remain a member of an organization because of sense of duty or obligation toward that organization
(“I ought to stay”)
what is exit, voice, loyalty, neglect?
exit: ending/ restricting organizational membership
voice: attempting to improve the situation by speaking up
loyalty: maintaining support while hoping for improvement
neglect: reducing interest and effort in one’s job responsibilities
what is withdrawal in the work place?
employee actions are intended to avoid work situations
psychological withdrawal = neglect (daydreaming/ socializing/ looking busy)
physical withdrawal = exit (long break/ absenteeism/ tardiness)
one study found that 51% of employees’ time was spent working
the other 49% was allocated to coffee breaks, late starts. early departures, and personal things
