Term
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Definition
| Actions or behaviors relevant to the organization's goals: measured in terms of each indivdual's proficiency. |
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Term
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Definition
| Evaluation of the results of performance: often controlled by factors beyone the actions of an individual. |
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Term
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Definition
| Ratio of effectiveness (output) to the cost of achieving that level of effectivness (input) |
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Term
| Declarative knowledge (DK) |
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Definition
| Understanding what is required to perform a task: knowing information about a job or job task. |
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Term
| Procedural knowledge and Skills (PKS) |
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Definition
| Knowing how to perfrom a job or task: often developed through practice and expierence. |
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Term
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Definition
| Concerns the conditions responsible for variations in intensity, persistance, quality, and direction of ongoing behavior. |
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Term
| Determinants of Performance |
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Definition
| Basic building blocks or causes of performance, which are declarative knowledge, prodedural knowledge, and motivation. |
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Term
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Definition
| May appear in differnt jobs and result from the determinants of performance. |
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Term
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Definition
| Occurs when an actual criterion is missing information that is part of the behavior one is trying to measure. |
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Term
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Definition
| Occurs when actual criterion includes information unrelated to the behavior one is trying to measure. |
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Term
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Definition
| Ideal measure of all of the aspects relevant of job performance. |
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Term
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Definition
| Actual measure of job performance obtained. |
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Term
| Organizational Citizenship behavior (OCB) |
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Definition
| Behavior that goes beyond what is expected. |
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Term
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Definition
| Helpful behaviors directed toward individuals or groups within the organization. |
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Term
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Definition
| Behavior that is helpful to the broader organization. |
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Term
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Definition
| Proficiency with which job incumberts perform activities that are formally recognized as a part of their job. |
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Term
| Counterproductive work behavior (CWB) |
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Definition
| Voluntary behavior that violates significant organizational norms and threatens the well being of the organizations, its members, or both. |
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Term
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Definition
| Employee theft of goods and theft of time, or dishonest communications with customers, co-workers, or management. |
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Term
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Definition
| Type of counterproductive behavior that invloves failure of an employee to report for or remain at work as scheduled. |
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Term
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Definition
| Acts that damage, disrupt, or subvert the organization's operations for personal purposes of the sabateur by creating unfavorable publicity, damage to property, destruction of working relationships, or harming employees or customers. |
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Term
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Definition
| Acto of sabotage named after a General Motors plant plagued with acts of sabotage. |
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Term
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Definition
| Performance component that includes flexibility and the ability to adapt to changing circumstances. |
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Term
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Definition
| Performance exhibited by those who have been practicing for at least 10 years and have spent an average of 4 hours a day in deliberate practice. |
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Term
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Definition
| Individualized training on tasks selected by a qualified teacher. |
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Term
| Objective Performance Measure |
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Definition
| Usually a quantitative count of the results of work such as sales volume, complaint letters, and output. |
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Term
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Definition
| Evaluation made of the effectivness of an indivdual's behavior. |
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Term
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Definition
| Measure typically kept in a personnel file including absences, accidents, tardiness, rate of advancement, disciplinary actioins, commendations. |
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Term
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Definition
| Process that determines the important tasks of a job and the human attributes necessary to successfully perform those tasks. |
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Term
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Definition
| Cluster of postitions that are similar in terms of the human attributes needed to be successful in those postitions or in terms of the tasks that are carried out. |
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Term
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Definition
| Early form used in a job analysis to display the mental requirements of the job. |
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Term
| Task Oriented job Analysis |
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Definition
| Approach that begins with a statement of the actual tasks as well as what is accomplished by those tasks. |
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Term
| Worker oriented job Analysis |
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Definition
| Approach that focuses on the attributes of the worker neccessary to accomplish the tasks. |
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Term
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Definition
| Individual attributes of knowledge, skills, abilities, and other characteristics that are required to successfully perform job tasks. |
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Term
| Subject matter expert (SME) |
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Definition
| Employee (incumbent) who provides information about a job or in a job analysis interview or survey. |
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Term
| Critical incident technique |
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Definition
| Approach in which subject matter experts are asked to identify critical aspects of behavior or performance in a particualr job that led to success or failure. |
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Term
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Definition
| Job analysis approach that requires workers and or supervisors to keep a log of their activites over a perscribed period of time. |
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Term
| Objective Performance Measure |
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Definition
| Usually a quantitative count of the results of work such as sales volume, complaint letters, and output. |
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Term
| Judgemental Performance Measure |
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Definition
| Evaluation made of the effectiveness of an individual's work behavior. |
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Term
| Hands-on-performance Measurment |
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Definition
| Requires an employee to engage in work related tasks. |
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Term
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Definition
| Requires an employee to describe to an interviewer in detail how to complete a task or job related behavior. |
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Term
| Electronic Performance Monitoring |
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Definition
| Monitoring work processes with electronic devices. |
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Term
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Definition
| System that emphasizes the link between individual behavior and organizational strategies and goals by defining performance in the context of those goals. |
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Term
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Definition
| Perceived fairness of the allocation of outcomes or rewardsto organizational members |
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Term
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Definition
| Percieved fairness of the process (or procedure) by which ratings are assigned or rewards are distributed. |
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Term
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Definition
| Focuses on the respectfulness and personal tone of the communications surrounding the evaluation. |
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Term
| Organizational Citizenship behavior (OCB) |
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Definition
| Behavior that goes beyond what is expected |
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Term
| Counterproductive work behavior (CWB) |
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Definition
| Voluntary behavior that viloates significant organizational norms and threatens the well being of the organization, its members, or both. |
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Term
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Definition
| Groups of similar task: each duty involves a segment of work directed at one of the general goals of a job. |
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Term
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Definition
| Examples of behavior that appear "critical" in determining whether performance would be good, average, or poor in specific performance areas. |
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Term
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Definition
| Graphically displays performance scores that run from high on one end to low on the other hand. |
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Term
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Definition
| List of behaviors presented to a rater who places a check next to each of the items that best describe the ratee. |
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Term
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Definition
| Includes items that have values or weights assinged to the that are derived from the expert judgements of incumbents and supervisors of the postiton in question. |
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Term
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Definition
| Requires the rater to choose two statements out of four that could describe the ratee. |
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Term
| Behaviorally anchored rate scales (BARS) |
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Definition
| Rating format that includes behavioral anchors describing what a worker has done, or might be expected to do, in a particular duty area. |
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Term
| Behavioral Observation scale (BOS) |
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Definition
| Asks the rater to consider how frequently an employee has been seen to act in a particualr way. |
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Term
| Employee comparision methods |
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Definition
| Form of evaluation that involves the direct comparison of one person to another. |
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Term
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Definition
| Employees are ranked from top to bottome according to their assessed proficiency on so dimension, duty area, or standard. |
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Term
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Definition
| Technique in which each employee in a work group or a collection of individuals with the same job title is compared with every other individual in the group on the various dimensions being considered. |
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Term
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Definition
| Process of collecting and providing a manager or executive with feedback from many sources, including supervisors, peers, subordinates, customers, and suppliers. |
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Term
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Definition
| Inaccuracies in rating that may be actual errors or intentional or systematic distortions. |
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Term
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Definition
| Error in which raters choose a middle point on the scale to describe performance. |
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Term
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Definition
Occurs with raters who are unusually easy in their ratings.
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Term
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Definition
| Occurs with raters who are unusually harsh in their ratings |
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Term
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Definition
| Occurs when a rater assigns the same rating to an employee on a series of deminsons. creating a halo. |
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Term
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Definition
| Training that makes raters aware of common rating errors in the hope that this will reduce the likelyhood of errors. |
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Term
| Frame of Referecne Training (FOR) |
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Definition
| Training based on the assumption that a rater needs a context or "frame" for provding a reference. |
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