RSM 460 LEC 7
Page 3 Job Performance
Citizenship perfor mance is behaviors is not listed in the company protacle and
are not required. Help co-workers, work overtime.
Task Performance is still the most impor tant because it’s the main part of work
However some managers still put some emphasis on count erproductive and
citizenship when doing evaluation.
Counterproductive: destroy the company’s performance. Gossip, noisy, destroy
others work, bring down moral.
Performance data = trait + behavior(ovjective) + outcome (objective)
Use behavior and outcome for administrative pur pose coz objective
Use trait and behavior for developmental pur pose, give specific info
Relative Judgment: compare one employee’s per for mance with that of the other.
differentiate employee’s performance
Disadvantage of Relative judgment: is hard to compare across different
department. Does not show the size of performance gap the does not help
employee to improve.
Paired comparison: list people in matrix, compare one another
Forced distribution: who are the top five performer in a department
Just look at the big picture, ignore the detail of their per for mance.
Absolute: hard solid standard, no comparison with other. Compare with the
standard and give rating.
Disadvantage of Absolute judgment: rater bias, make errors, can’t do things
Halo: only focus on one aspect. Example: if one good at one aspect, he’s ass umed
to be good with everything.
Why manager do central tendency: to avoid complications and blames.
Resolution: train the manager, warn ahe ad, get some objective perfor mance
Perception of the manager is stronger than the facts.
Before making judgment, you should double check for frequency of the mistake,
how many people make that mistake.
There’s always a gap between the actual and perceived result.
For difficult task, most people believe they will do worse than others.