Performance

Question 1

What is performance?

Answer 1

Job performance refers to scalable actions,
behaviours and outcomes that employers engage
in or bring about that are linked with and contribute
to organizational goals

Question 2

Why is performance hard to define?

Answer 2

It is abstract and has a latent structure

Question 3

According to Fleishman (1967) taxonomy, human performance is based on what 4 approaches?

Answer 3

 Behaviour description
 Behaviour requirements
 Abilities
 Task characteristics

Question 4

What are organizational citizenship behaviours?

Answer 4

going the extra mile

behaviors that are not directly recognized by formal rewards

Question 5

What steps do you take to determine what performance is?

Answer 5

 1. synthesize what employers measure and come up with
common dimensions of performance
 2. utilize information from the job analysis procedure
 3. empirical approach – hypothesize about the dimensions of
job performance and then conduct statistical factor analyses
to determine the dimensions
 4. use theories to define the dimensions of job performance –
e.g., job characteristics model, OCBs model

Question 6

What factors do you use when measuring performance according to Bernardin and Beatty ?

Answer 6

 Quality
 Quantity
 Timelines
 Cost effectiveness
 Need for supervision
 Interpersonal impact

Question 7

what is the difference between job and worker oriented?

Answer 7

job oriented (or task-oriented) procedures focus on the work itself, producing a description in terms of the equipment used, the end results or purposes of the job, resources and materials utilized.
In contrast, worker-oriented (or person-oriented) analyses concentrate on
describing the psychological or behavioral requirements of the job, such as communicating, decision-making and reasoning

Question 8

what are the three main domain of job performance?

Answer 8

• task performance
• citizenship
• counterproductive behavior domains

Question 9

Explain the situational judgment test?