ADM 2336 Lecture Notes - Lecture 2: Job Performance, Substance Abuse, Boosterism
16 Jun 2018
School
Department
Course
Professor
Job Performance
Understanding the job performance of employees is very important
First the job performance needs to be defined
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After that the job performance needs to be measures
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Then the performance is measured, a reward is given
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Two elements of job performance
Results -> Objective measures of outcomes
E.g. Comcast's focus on % of retained customers
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Behaviour -> Specific behaviours employees engage in
E.g. How a Comcast CSR treats a customer
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Pros and Cons of results based on job performance
Pros
Easy to assess
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Objective/comparable
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Cons
Doesn’t capture the bottom line
Doesn’t tell you how profitable something will be
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Not always controllable
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No focus on improvement
There is no thought of the reason of leave
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Job performance
Employee behaviours that contribute either positively, or negatively to
the accomplishment of organizational goals
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The total behaviour performance is composed by
Task performance (In-role)
Is the person doing the job they were hired to do?
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The person may be doing a great job at another department,
however they should be doing what they were hired to do
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Three subtypes
Routine
Habitual responses to predictable tasks
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A process that is done repeatedly and becomes
routine
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Adaptive
Thoughtful responses to unpredictable tasks
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When an event that doesn’t happen often occurs,
and how the person adapts to the situation
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Creative
Ideas and physical that are novel and useful
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Workers should be able to come up with good
innovative ideas to the workplace
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Citizenship behaviours (Extra-Role)
Discretionary behaviours that contribute to achieving
organization goals
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Can be interpersonal or organizational □
Is the person being a good person in the workplace?□
This is not a specified job required□
Subtypes
Helping (Interpersonal)
Assist co-worker with workloads, personal matter
and show new workers "the ropes"
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Courtesy (Interpersonal)
Sharing important information with workers
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Sportsmanship (Interpersonal)
Maintaining a positive attitude with co-workers
through good and bad times
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Voice (Organizational)
Speaking up to offer constructive suggestions for
change, often in reaction to a negative work
event
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Civic Virtue (Organizational)
Participating in company operations at a deeper-
then-normal level through voluntary meetings,
reading, etc.
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Boosterism (Organization)
Positively representing the organization when in
public
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Counter-productive behaviours (Extra-Role)
Discretionary behaviours □
How productive is the person?□
The worker has to be able to use the work time properly □
Subtypes
Production deviance (Organizational, Minor)
Wasting resources
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Substance abuse
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Property deviance (Organizational, Serious)
Sabotage
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Theft
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Political Deviance (Interpersonal, Minor)
Gossiping
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Incivility
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Personal Aggression (Interpersonal, Serious)
Harassment
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Abuse
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Surveillance and Theft
Surveillance of employees -> weak negative but non-significant
relationships
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Surveillance of employees -> strong negative and significant relationship
with citizenship behaviours
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Important Takeaway
Breaking job performance into types = greater insight
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Changes to influence behaviour -> multiple outcomes
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Class 2 -Jan. 11th
Thursday, January 11, 2018
14:26
Document Summary
Understanding the job performance of employees is very important. First the job performance needs to be defined. After that the job performance needs to be measures. Then the performance is measured, a reward is given. Pros and cons of results based on job performance. Doesn"t tell you how profitable something will be. There is no thought of the reason of leave. Employee behaviours that contribute either positively, or negatively to the accomplishment of organizational goals. The person may be doing a great job at another department, however they should be doing what they were hired to do. A process that is done repeatedly and becomes routine. When an event that doesn"t happen often occurs, and how the person adapts to the situation. Ideas and physical that are novel and useful. Workers should be able to come up with good innovative ideas to the workplace. Discretionary behaviours that contribute to achieving organization goals.
