MGS 3400 FINAL CH. 2

  1. Job performance
    formally defined as value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
  2. Task Performance
    includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
  3. Routine task performance
    involves well-known responses to demands that occur in a normal, routine, or otherwise predictable way.
  4. adaptive task performance
    or "adaptability," involves employee responses to task demands that are novel, unusual, or at the very least, unpredictable.
  5. creative task performance
    is the degree to which individuals develop ideas or physical outcomes that are both novel and useful
  6. job analysis
    a process by which an organization determines requirements of specific jobs
  7. Occupational Information Network (O'NET)
    an online database that includes, among other things, the characteristics of most jobs in terms of tasks, behaviors, and the required knowledge, skills, and abilities.
  8. citizenship behavior
    2nd category of job performance. Defined as voluntary employee activities that may or may not be rewarded but that contribute to the organization by improving the overall quality of the setting in which work takes place.
  9. Interpersonal citizenship behavior
    first category of citizenship behavior. These behaviors benefit coworkers and colleagues and involve assisting supporting, developing other organizational members in a way that goes beyond normal job expectations.
  10. Helping
  11. Helping (form of interpersonal citizenship behavior)
    involves assisting coworkers who have heavy workloads, aiding them with personal matters, and showing new employees the ropes
  12. Courtesy (form of interpersonal citizenship behavior)
    refers to keeping coworkers informed about matters that are relevant to them
  13. Sportsmanship (form of interpersonal citizenship behavior)
    involves maintaining a good attitude with coworkers, even when they've done something annoying or when the unit i going through tough times.
  14. Organizational citizenship behavior
    second category of citizenship behavior. These behaviors benefit the larger organization by supporting and defending the company, working to imp roe its operations, and being especially loyal to it.
  15. Voice
    form of organizational citizenship behavior. Involves speaking up and offering constructive suggestions for change.
  16. Civic virtue
    example of organizational citizenship behavior. refers to participating in the company's operations at a deeper-than-normal level by attending voluntary meetings an functions etc
  17. Boosterism
    form of organizational citizenship behavior. means representing the organization in a positive way when out in public, away from the office, and away from work.
  18. OB Internationally
    the tendency of supervisors to consider citizenship behaviors in evaluating overall job performance appeals to hold even across countries with vastly different cultures.
  19. Counterproductive behavior
    defined as employee behaviors that intentionally hinder organizational goal accomplishment.
  20. Property deviance
    counterproductive behavior that harm the organization's assets and possesions
  21. sabotage
    form property deviance. Represents the purposeful destruction of physical equipment, organizational processes, or company products.
  22. Theft
    represents another form of property deviance.
  23. Production deviance
    a counterproductive behavior that is directed against the organization but focuses specifically on reducing the efficiency of work output
  24. Wasting resources
    the most common form of production deviance, when employees use too many materials or too much time to do too little work.
  25. Substance abuse
    another form of production deviance.
  26. Political deviance
    counterproductive behavior that refers to behaviors that intentionally disadvantage other individuals rather than the larger organization.
  27. Gossiping
    Form of political deviance.
  28. Incivility
    form of political deviance in which communication is rude, impolite, discourteous, and lacking in good manners.
  29. Personal Aggression
    A counterproductive behavior that is defined as hostile verbal and physical actions directed toward other employees.
  30. Harassment
    form of personal aggression that occurs when employees are subjected to unwanted physical contact or verbal remarks from a colleagues.
  31. Abuse
    form of personal aggression, occurs when an employee is assaulted or endangered in such a way that physical and psychological injuries may occur.
  32. Knowledge work
    Jobs that primarily involve cognitive activity versus physical activity
  33. Service work
    work that provides non-tangible goods to customers through direct electronic, verbal, or physical interaction, accounts for approximately 55% of economic activity in the U.S.
  34. Management by objectives
    is a management philosophy that bases an employee's evaluations on whether the employee achieves specific performance goals.
  35. behaviorally anchored rating scales (BARS)
    Measure performance by directly assessing job performance behaviors.
  36. 360-degree feed back
    approach involves collecting performance information not just from the supervisor but from anyone else who might have firsthand knowledge about the employee's performance behaviors.
  37. Forced ranking system
    popularly known as "rank and yank" or the "dead man's curve." A performance management system in which managers rank subordinates relate to one another
Card Set
MGS 3400 FINAL CH. 2
Vocabulary words for the final