AFM280 Chapter Notes - Chapter all: Organizational Commitment, Energizer, Absenteeism

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AFM 280 – Chapter 2 05/06/2014
Job performance – employee behaviors that contribute positively/negatively to the accomplishment of goals
Job performance – behavior
Results & job performance behavior – outcome associated with these behaviors
Behaviors relevant to job performance can be put into 3 categories
1) Task performance
Behaviors that are directly involved in the making of goods/services
Tasks, duties, responsibilities
Set of explicit obligations that employee has
Ways to categorize task performance:
Routine task performance – well known responses by employees to predictable task demands of the job
Adaptive task performance (adaptability) – employee responses to task demands that are unusual and unpredictable
Creative task performance – degree that individual develops ideas/outcomes that are useful
Job analysis – used to determine requirements of specific jobs
List all activities involved in job
Rate the activities listed according to importance/frequency
Higher rated activities listed are retained/used to define task performance
National Occupational Classification (NOC) – database describing jobs
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2) Citizenship behavior
voluntary employee activities that contributes to the organizational goals
Two categories of citizenship behavior:
Interpersonal citizenship behavior – going beyond normal expectations to help other co-workers
Organizational citizenship behavior – going beyond normal expectations to improve the operations of the organization
3) Counterproductive behavior
Behaviors that intentionally hinder the organizational goal accomplishment
Three categories of counterproductive behavior:
Property deviance – behaviors that harm organization’s assets
Ex. destruction of equipment, theft
Product deviance – intentionally reducing efficiency/output
Ex. wasting resources
Political deviance – intentionally disadvantaging others
Management by objectives (MBO) – management philosophy that bases employee evaluations on if they meet
specific goals
Behaviorally anchored rating scales (BARS)– assesses performance by assessing job performance behaviors
360 degree feedback – collects performance info from supervisors, coworkers, customers, etc.
Forced ranking – ranking relative to one another
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AFM 280 – Chapter 3 05/06/2014
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