115424
Descrição
Mapa Mental por joshuabourne1, atualizado more than 1 year ago
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Criado por joshuabourne1
aproximadamente 11 anos atrás
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Job Performance
- 2 problems: what is meant
by job performance and how
can it be measured in a
valid/reliable way
- (Borman, 1993) First type: Task (activities that
directly transform raw materials in
store - selling merchandise or
cashing cheques at bank/activities
that service these core technical
processes such as coordination
and planning that enable organisation to run effectively
- (Borman, 1993) Second type: Discretionary (supports
broader/social/psychological environment of org,
including organisational citizenship behaviours
(volunteering to help others, conserve resources,
take extra duties without complaining))
- (Borman, 1993) Second type: Discretionary (supports
broader/social/psychological environment of org,
including organisational citizenship behaviours
(volunteering to help others, conserve resources,
take extra duties without complaining))
- Measured in 4 ways (JPHT)
- Judgemental data (subjective
evaluation by others, usually boss,
"employee demonstrates good work
ethic" Adv: can be obtained by any
future job evaluator. Disadv: biased
in judgements (towards women),
halo effect or central tendency effect
- Production data
(quality/quantity of one's
work - number of words
typed in a minute/errors
made. Adv: easy to collect
and not often subjective
towards biases, easily
understood. Disadv: not
measuring job performance
but job effectiveness, which
is not under the person's
control (such as type of
product they sell) (Campbell 1993)
- HR Data (info collected about employees, though not
actually data type, more of a data source. Adv: readily
available, may shed light on work behaviour and some
variables measured (absences) are objective. Disadv: little
variation of 'scores', such as with accidents at work, which
isn't a measure of job performance, and difficult to know why
somone got a particular 'score', someone could have gotten
an accident out of incompetency, or could have gotten an
accident because of organisation's lack of security
precautions.
- Training proficiency (assumes a training course can reliably
predict how one will perform on the job). Adv: all employees
attend same training course and have equal chance of
performing well in course. Disadv: ppl may be motivated at
beginning, but due to poor managing, no motivation won't do
well at work (called peak motivation), and criteria measured in
course might not reflect all criteria of actual job
- Judgemental data (subjective
evaluation by others, usually boss,
"employee demonstrates good work
ethic" Adv: can be obtained by any
future job evaluator. Disadv: biased
in judgements (towards women),
halo effect or central tendency effect
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