IO Exam 2 Chapter 5 Questions
andAnswers
Objective Performance Measure - ANS-usually a quantitative count of the results of
work such as sales volume, complain letters, and output.
Judgemental Performance Measure - ANS-Evaluation made of the effectivness of an
indivudial's work behavior, most often by supervisors in the context of a yearly
performance evaluation.
Hands-on Performance Measurement - ANS-Type of mesaurement that requires an
employee to engage in work-related tasks; usually includes carefully constructed
simulations of central or critical pieces of work that involve single workers. This type of
performance measure also permits the assessment of infrequent but important work
activities
Walk-through testing - ANS-type of measurement that requires an employee to describe
to an interviewer in detail how to complete a task or job-related behavior: an employee
may literally walk through the facility answering questions
Electronic Performance Monitoring - ANS-Monitoring work processes with electronic
devices; can be very cost effective and has the potential for providing detailed and
accurate work logs.
Performance Management - ANS-Its a system that empahsizes the link between
individual behavior and organizational strategies and goals by defining performance in
the context of those goals: jointly developed by managers and the people who report to
them. The supervisor and the employee are attempting to come to a shared meaning
about expectations and the strategic value of those expectations
Task Performance - ANS-proficiency with which job incumbents perform activities that
are formally recognized as part of their job.
Organizational Citizienship Behavior (OCB) - ANS-behavior that goes beyond what is
expected
Counterproductive work behavior - ANS-voluntary behavior that violates significant
, organizational norms and threatens the well-being of the organization, its members, or
both.
Duties - ANS-groups of similar tasks: each duty involves a segment of work directed at
one of the general goals of the job.
Critical Incidents - ANS-Examples of behavior that appear critical in determining
whether performance would be good, average, or poor in specific performance areas.
Rating Formats:
Graphic Ratings Scales - ANS-Graphic display of performance scores that runs from
high on one end to low on the other end.
Rating Formats:
Checklist - ANS-list of behaviors presented to a rater who places a check next to each
of the items that best (or least) describe the ratee.
Rating Formats:
Weighted Checklist - ANS-a checklist that includes items that have values or weights
assigned to them that are derived from the expert judgements of incumbents and
supervisors of the position in question.
Rating Formats:
Force-Choice Format - ANS-format that requires the rater to choose two statements out
of four that could describe the ratee.
Rating Formats:
Behaviorally anchored rating scale (BARS) - ANS-rating format that includes behavioral
anchors describing what a worker has done, or might be expected to do, in a particular
duty area.
Rating Formats:
Behavioral Observation Scale (BOS) - ANS-format that asks the rater to consider how
frequently an employee has been seen to act in a particular way.
Employee Comparison Methods - ANS-form of evaluation that involves the direct
comparison of one person with another.
Simple Ranking - ANS-ranking of employees from top to bottom according to their
assessed proficiency on some dimension, duty area, or standard.
andAnswers
Objective Performance Measure - ANS-usually a quantitative count of the results of
work such as sales volume, complain letters, and output.
Judgemental Performance Measure - ANS-Evaluation made of the effectivness of an
indivudial's work behavior, most often by supervisors in the context of a yearly
performance evaluation.
Hands-on Performance Measurement - ANS-Type of mesaurement that requires an
employee to engage in work-related tasks; usually includes carefully constructed
simulations of central or critical pieces of work that involve single workers. This type of
performance measure also permits the assessment of infrequent but important work
activities
Walk-through testing - ANS-type of measurement that requires an employee to describe
to an interviewer in detail how to complete a task or job-related behavior: an employee
may literally walk through the facility answering questions
Electronic Performance Monitoring - ANS-Monitoring work processes with electronic
devices; can be very cost effective and has the potential for providing detailed and
accurate work logs.
Performance Management - ANS-Its a system that empahsizes the link between
individual behavior and organizational strategies and goals by defining performance in
the context of those goals: jointly developed by managers and the people who report to
them. The supervisor and the employee are attempting to come to a shared meaning
about expectations and the strategic value of those expectations
Task Performance - ANS-proficiency with which job incumbents perform activities that
are formally recognized as part of their job.
Organizational Citizienship Behavior (OCB) - ANS-behavior that goes beyond what is
expected
Counterproductive work behavior - ANS-voluntary behavior that violates significant
, organizational norms and threatens the well-being of the organization, its members, or
both.
Duties - ANS-groups of similar tasks: each duty involves a segment of work directed at
one of the general goals of the job.
Critical Incidents - ANS-Examples of behavior that appear critical in determining
whether performance would be good, average, or poor in specific performance areas.
Rating Formats:
Graphic Ratings Scales - ANS-Graphic display of performance scores that runs from
high on one end to low on the other end.
Rating Formats:
Checklist - ANS-list of behaviors presented to a rater who places a check next to each
of the items that best (or least) describe the ratee.
Rating Formats:
Weighted Checklist - ANS-a checklist that includes items that have values or weights
assigned to them that are derived from the expert judgements of incumbents and
supervisors of the position in question.
Rating Formats:
Force-Choice Format - ANS-format that requires the rater to choose two statements out
of four that could describe the ratee.
Rating Formats:
Behaviorally anchored rating scale (BARS) - ANS-rating format that includes behavioral
anchors describing what a worker has done, or might be expected to do, in a particular
duty area.
Rating Formats:
Behavioral Observation Scale (BOS) - ANS-format that asks the rater to consider how
frequently an employee has been seen to act in a particular way.
Employee Comparison Methods - ANS-form of evaluation that involves the direct
comparison of one person with another.
Simple Ranking - ANS-ranking of employees from top to bottom according to their
assessed proficiency on some dimension, duty area, or standard.
