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EP
Annie
| Term | Definition |
|---|---|
| Job performance | the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment. Includes behaviors that are within the control of the employees. |
| Task performance | includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces. |
| Routine task performance | involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way. |
| Adaptive task performance (adaptability) | involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable. |
| Citizenship Behavior | Voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place. |
| Interpersonal | Behaviors that benefit coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations. |
| Helping | involves assisting coworkers who have heavy workloads, etc. |
| Courtesy | refers to keeping coworkers informed about matters that are relevant to them |
| Sportsmanship | involves maintaining a good attitude with coworkers, even when they’ve done something annoying. |
| Organizational | Behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it. |
| Voice | involves speaking up and offering constructive suggestions for change. |
| Civic virtue | requires participating in the company’s operations at a deeper-than-normal level. |
| Boosterism | representing the organization in a positive way when out in public, away from the office, and away from work. |
| Counterproductive Behaviors | employee behaviors that intentionally hinder organizational goal accomplishment. |
| Property deviance | refers to behaviors that harm the organization’s assets and possessions. |
| Production deviance | directed against the organization but focuses specifically on reducing the efficiency of work output. |
| Political deviance | refers to behaviors that intentionally disadvantage other individuals rather than the larger organization. |
| Personal aggression | refers to hostile verbal and physical actions directed toward other employees |
| Job Analysis | . A list of all the activities involved in a job is generated. The activities that are rated highly in terms of their importance and frequency are retained and used to define task performance. |
| Management by objectives (MBO) | management philosophy that bases an employee’s evaluations on whether the employee achieves specific performance goals. (best suited for work that can be quantified. |
| Behaviorally anchored rating scales (BARS) | assess performance by directly assessing job performance behaviors |
| 360 degree feedback | approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee’s performance behaviors. (best suited to improving or developing employee talent) |
| Taylor’s four principles of scientific management | 1. One best Way 2. Scientific/systematic hiring process 3. Incentivizing workers to work using the one best way. 4. Managers Manage (think), Workers work (do). |
Created by:
ebfurby