Management Exam 2

Routine task performance

Involves well known responses to demands that occur in a normal, routine, or otherwise predictable way

Example of routine task performance

A flight attendant expressionlessly demonstrate how to insert seat belt. Done over and over again

Adaptive task performance (adaptability)

Involved employee responses to task demands that are novel and unusual, or at the very least unpredictable

Example of adaptive task performance

Flight attendants being able to respond to danger

Creative task performance

The degree in which individuals develop ideas or physical outcomes that are both novel and useful

Example of creative task performance

When an airline does safety presentation in a fun and engaging way

Job performance

The value of the set of employee behaviors that contribute both (+) or (-) to organizational goal accomplishment

Citizenship behavior as a Type of Performance

Voluntary and not picked up by the formal appraisal system

• interpersonal

• Organizational

Interpersonal citizenship behavior

Behaviors involve benefiting coworkers and colleagues and involve assisting, supporting, and developing other organizational members in a way that goes beyond normal job expectations

examples of interpersonal citizenship behavior

Assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes when they first arrive on the job

Organizational citizenship behavior

Behaviors that benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it

Examples of organizational behavior

Production deviance

Directed against the organization but focuses specifically on reducing the efficiency of work output

What are counter-productive behaviors?

Production deviance, property deviance, political deviance, personal aggression

What are goals of performance appraisals?

Multiple and conflicting goals of performance appraisals and supervisors must play split roles

• coach → developmental purpose

• Judge → administrative purpose

Errors in Performance Measurement

Rator Errors:

Leniency, recency, similar to me, contrast, distributional errors, halos/horns

Rather Errors - Leniency

Everyone gets a good rating

Rater Errors - Recency

Whatever happens more recently is what is rated/remembered most

Rater Errors - Similar to Me

Bias of if we like them more

Rater Errors - Contrast

Could be lower bc someone before you did or worse

Rater Errors - Distributional Errors

Central tendency (on scale 1-5, they always rate a 3-4)

Halos / Horns

Boss will assume you are good in all fields, even though u may only be good in 1 field

What is the Criterion for Performance Appraisals?

Conceptual and Actual

Conceptual Criterion

A worker trait required for a job to be performed successfully

Actual Criterion

the result of a measurement instrument or technique that measures the conceptual criterion

What are problems to watch our for with performance appraisals?

Criterion Deficiency and Criterion Contamination

Criterion Deficiency

Occurs when a performance appraisals or measurement tool fails to capture important and relevant dimensions of the actual job, resulting in an incomplete assessment

Criterion contamination

A measurement error where a performance criterion is influenced by other factors, such as rater bias, personal knowledge, or external circumstances

What are the sources for Performance Appraisals?

Supervisors, self, peer, subordinate, customer

Criterion Development

Identification of good and desirable behaviors that fit with the Strategy of the Organization

• to find better than “good” behaviors

• To find less than “good” behaviors

Criterion Development also determines…

What are the methods of performance appraisals?

Attribute approach, comparative methods, Results approach, Behavioral approach

Methods of Performance Appraisals - Attribute Approach

Graphic rating scales
adv: ease of development, low cost, applicability across various jobs
disadv: subject to bias, low validity / reliability, lack of actionable feedback

Methods of Performance Appraisals - Behavioral Approach

• BARS - Behaviorally Anchored Rating Scales - combines qualitative narratives and quantitative ratings to evaluate employee performance based on specific observable behaviors rather than subjective traits

• assessment centers

• adv: evidence-based methods, scientific, practical applications

• disadv: ignoring internal mental processes, oversimplifying complex human behavior, neglecting emotional drivers

Methods of Performance Appraisals - Comparative Methods

• ranking - involves ordering items (products, employees, data points)

• paired comparison - a decision making and evaluation method that ranks items by comparing every possible pair, determining which is preferred or more important

• forced distribution - a comparative performance appraisal method where managers must plot employee performance into a pre-defined bell curve. it eliminates tendency bias by restricting high ratings

• adv: no ethical constraints (allows for studies that can’t be controlled in a lab), allows deep understanding of social political phenomena

• disadv: small sample size, selection bias, uncontroled variables

What are the criterias for effective performance appraisals?

strategic congruence, validity, reliability, acceptability, specificity

strategic congruence

An appraisal that elicits behavior that helps the organization and its goals, goals are clear for how to accomplish

validity

the extent that performance measures cover ALL important aspects and ONLY the important aspects

reliability

consistency across Raters (inter-reliability)

acceptability

people using performance measures LIKE the measure, believe it is measuring performance

specificity

does the measure give clear feedback and clearly show how to improve?

Organizational Commitment - Affective

“stay because i want to”

Organizational Commitment - Continuance

“stay bc i have to”

leads to withdrawl behaviors

Organizational Commitment - Normative

“stay bc i should”

What are Other Types of Commitment?

job commitment, career commitment, and organizational commitment

task proficiency

an individual’s or team’s ability and skill level in performing specific job-related tasks

why are organizational commitments important to managers?

it drives lower employee turnover, higher productivity, and increased employee engagement

what happens when negative events happen at work?

• exit (negative)

• neglect (negative)

• voice (positive)

• loyalty (positive)

what happens if employees are not committed to an organization?

leads to decreased productivity, lower quality work, increased absenteeism, and higher staff turnover, ultimately damaging profitability and company reputation

what are withdrawl behaviors?

psychological withdrawl and physical withdrawl

what does psychological withdrawal look like? (neglect)

daydreaming, looking busy, cyberloafing, socializing, moonlighting

what does physcial withdrawl look like? (exit)

tardiness, missing meetings, quitting, long breaks, absenteeism

how does job satisfaction relate to job performance?

• strong (+) correlation

• Satisfied employees perform better, show higher productivity, show greater organizational commitment, more motivated

how does job satisfaction relate to commitment?

• strong (+) correlation

• satisfied employees feel more loyal, engaged, and emotionally attached to the organization

how does validity, criterion deficiency, and criterion contamination relate to performance appraisals?

they help to determine the accuracy of performance appraisals

Methods of Performance Appraisals - Results Approach

MBO (Management by Objectives), result-oriented appraisal method that aligns individual goals with organizational objectives through collaborative, SMART goal setting
adv: improved focus on targets, reduced management overhead
disadv: employee burnout, ethical risks, and narrowed focus

why is performance measurement important for research and practice?

• practice: it serves as the primary tool for evaluating the value of employee behaviors that contribute to organizational goal accomplishment

• research: helps to measure “Actual Criterion” used to validate theoretical constructs (understanding correlations, differentiating behavioral types)

how do the difficulties measuring performance affect management research and practice?

• practice: can cause conflicts in manager roles, measurement errors and biases occur by rater errors, criterion deficiency and contamination

• research: difficulty in accurate performance measurement and make it hard to understand correlations and differentiating performance types

what does the research say about the job satisfaction → citizenship behavior link?

• moderate positive correlation

• satisfied employees are more likely to engage in these “extra-role” behaviors that contribute to the organization’s goals even thought they are not explicitly required

what does the research say about the job satisfaction → counterproductive behaviors link?

• negative relationship

• higher satisfaction = lower counter productive behavior

• lower satisfaction = more counter productive behavior

what does the research say about the task performance → counterproductive behaviors link?

• are NOT RELATED

what are the goals of performance appraisals?

they serve multiple and often conflicting goals which makes supervisors serve both as a coach and a judge

what is the purpose of performance appraisals?

Administrative and Developmental

Performance Appraisals - Administrative Purpose

focuses on utilizing performance data for personnel decision such as pay and rewards

Performance Appraisals - Developmental Purposes

aims to provide employees with feedback for improvement and specific standards to meet

what are the antecedents of each of the Affective commitment?

job satisfaction (+), organization restructuring (-) causes lower commitment in org

what are the antecedents of each of the Normative commitment?

• job satisfaction (+)

• shaped by culture and structure

what are the antecedents of each of the Continuance commitment?

• job satisfaction here is weaker

what are consequences of Affective commitment?

• increased Organizational Citizenship Behavior (OCB)

• reduced withdrawl behaviors

what are consequences of Continuance commitment?

• no link to task performance

• reduced withdrawl behaviors

• response to Negative Events (Exit, Voice, Loyalty, Neglect)

what are consequences of Normative commitment?

• increased OCB

• negative relationships with withdrawl behaviors

• lower turnover (primary consequence is retention)

• lower turnover

what types of performance are predicted by career commitment?

• a predictor of task proficiency

• suggests an individual’s dedication to their overall career path and how skillfully they perform the technical requirements of their role

what types of performance are predicted by job commitment?

• predicts organizational citizenship behaviors

what types of performance are predicted by organizational commitment?

• no relationship with task proficiency

• predicts organizational citizenship behavior

• negative predictor of withdrawl behaviors

how are organizational commitment and withdrawl behavior connect?

• they have a negative relationship

• as an employee’s level of commitment to the org increases, their engagement in withdrawl behaviors typically decreases

what does research say about what may happen when employees experience something negative at work? why is it important?

• Exit, Voice, Loyalty, Neglect (EVLN)

• an employee’s affective commitment is the primary factor determining their response

• it can predict withdrawl behaviors or turnover

• can navigate organizational change

why do we care about studying turnover intentions?

• it serves as the primary precursor to actual turnover

• allows the org to address issues before they lose valuable staff

what moderates the relationship between turnover intentions and actual turnover?

• self-monitoring - an individual’s ability to adjust their behavior to external situational factors

• risk aversion - an employee’s level of comfort with uncertainty can dictate whether they are willing to leave a stable position even if they are dissatisfied

• locus of control - represents the degree to which people believe they have control of the events in their lives

what is job analysis?

the process in organizational behavior used to define the specific requirements and behaviors that constitute an employee’s job performance

organizational structure

• shared social knowledge within an organization regarding the rules, norms, and values that shape the attitudes and behaviors of its employees

Strategic Management Process

SWOT graphic

Environmental Analysis - External and Internal Scan

General Environment, Task Environment, HR Level

what does general environment include?

PESTLE

• political/legal, economic, sociocultural, technology, international

what does the task environment include?

customers, competitors, suppliers, distributors

what does HR level include?

• employees / managers, culture, strategy / structure