PSYC 3460 Lecture Notes - Lecture 10: Job Analysis, Central Tendency, Job Performance

• School: University of Guelph
• Department: Psychology
• Course: PSYC 3460
• Professor: Deborah Powell

Document Summary

Defining criteria: e(cid:448)aluati(cid:448)e sta(cid:374)dards used for (cid:373)easuri(cid:374)g e(cid:373)ployees" su(cid:272)(cid:272)ess or failure, most typical criterion in io is job performance. The criterion problem: there are many difficulties involved in the process of defining and measuring performance criteria, they are multi-dimensional, criteria are differentially appropriate for various purposes, they are dynamic. Conceptual (or ultimate) criterion vs. actual criterion: conceptual criterion a theoretical construct encompassing all performance aspects that define success on the job. It"s a(cid:374) a(cid:271)stra(cid:272)t (cid:272)o(cid:374)(cid:272)ept: actual criterion our best representation of the conceptual and what we use in realty. Objective and subjective criteria: objective taken from organizational records, not supposed to involve any subjective judgments, subjective based on judgments or evaluations of others. Absolute (non-comparative) rating scale formats: graphic rating scales rate employees on how much of a trait or factor they posses, behavioural checklists and scales rate employees behaviours. Behaviourally anchored rating scales (bars) performance is rated on a scale anchored by behavioural examples/incidents.