Module 1 - Job Performance (Auburn BUSI-7140 Exam 1)

What is Job Performance

Employee behaviors that contribute either positively or negatively to the accomplishment of organizational goals

Motivation x Ability = Job Performance

What is Task Performance?

Employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces

What are the 3 types of Task Performance?

1. Routine Task Performance

2. Adaptive Task Performance

3. Creative Task Performance

What is Routine Task Performance?

Employee behaviors that address predictable task demands

Job description/specification

What is Adaptive Task Performance?

Employee behaviors that address unique or unusual task demands

What is Creative Task Performance?

Employee behaviors that contribute to processes and/or outcomes that are both novel and useful

What is Citizenship Behavior?

Voluntary employee behaviors that contribute to organizational goals by improving the context in which work takes place

Employees do not expect a reward for this behavior

What are the 2 types of Citizenship Behavior?

1. Organizational citizenship behavior

2. Interpersonal citizenship behavior

What is Organizational Citizenship Behavior?

Employee behaviors that go beyond normal expectations to improve operations of the organization

Voice – speaking up

Civic virtue – voluntary events (happy hour, events, mentoring)

Boosterism – positive representation in public (volunteering with company logo on shirt)

What is Interpersonal Citizenship Behavior?

Employee behaviors that go beyond normal job expectations to assist, support, and develop coworkers and colleagues

Helping – assisting coworkers, advice

Courtesy – sharing information

Sportsmanship – positive attitude

What is Counterproductive Behavior?

Employee behaviors that intentionally hinder organizational goal accomplishment

Organizational vs Interpersonal

Organizational: production deviance (wasting resources or substance abuse) vs property deviance (sabotage or theft)

Interpersonal: political deviance (gossiping it incivility) vs personal aggression (harassment or abuse)

What is the difference between “Typical” and “Maximum” Performance?

• Typical Performance: Performance in the routine conditions that surround daily job task

• Maximum Performance: Performance in brief, special circumstances that demand a person’s best effort

We cannot expect maximum performance to become typical performance*

What is Performance Management?

The strategies used to collect information about employee performance as it relates to organizational goal accomplishment

What are the different types of Performance Managemet?

1. Management by Objetives

2. 360-Degree Feedback

3. Forced Ranking

4. Social Performance Management

5. Behaviorally Anchored Rating Scales

What is “Management by Objectives?”

A performance management system that bases employee evaluations on whether specific performance goals have been met

What is “360-Degree Feedback”?

A performance management system that uses ratings provided by supervisors, coworkers, subordinates, customers, and the employees themselves

GREAT SYSTEM, BUT VERY EXPENSIVE AND TIME CONSUMING**

What is “Forced Ranking”?

A performance management system in which managers rank subordinates relative to one another

Can cause employees to stop collaborating, become very competitive

What is “Social Performance Management”?

A performance management system that uses company-specific social media platforms that enable employees to give each other timely feedback

Can help with a new manager who does not know the company norms

What are “Behaviorally Anchored Rating Scales”?

A performance management system that bases employee evaluations on behaviors during critical incidents

***We tend to remember critical incidents***

What is the 80/20 Principle?

80% of results from systems flow from about 20% of efforts

Become highly specialized

Try to spend time on the 80% that you enjoy and are good at, outsource the remaining 20%

Simplicity and focus are critical

The 80/20 principle enables leaders to simplify most decisions so time and resources can be dedicated to the most important decisions

The main benefit of the 80/20 principle is that it combines personal ambition with a strategic decision-making approach instead of trying to master everything

Module 1 (Mac)Key Takeaway

Job crafting – proactively shaping the characteristics of employees’ jobs