Starter Question
What makes for a truly exceptional employee?
Where do you draw the line with a bad employee? How bad must
they be?
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What is Job Performance?
Job performance – does an employee perform his/her job well.
Do they the contribute positively or negatively to the
organization – organizational citizenship
 Includes behaviors that are within the control of the employees, rather
than outcomes, which are the results of behavior
Task performance includes employee behaviors that are directly
involved in the transformation of organizational resources into
the goods or services that the organization produces.
 Routine task performance is predictable, normal, routine tasks
 Adaptive task performance (aka, adaptability) is novel, unusual,
unpredictable tasks
Job task analysis identifies activities involved in or required for a
specific job. This analysis forms the basis for:
 Job descriptions
 Performance reviews
 Training
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Organizational & Interpersonal Citizenship Behaviors
Organizational citizenship benefits the larger organization by
supporting and improving the organization.
 Voice involves speaking up and offering constructive change
suggestions.
 Civic virtue requires participating in the company’s operations at a
deeper-than-normal level
 Boosterism means representing the organization in a positive way when
out in public, away from the office, and away from work.
Interpersonal citizenship benefits coworkers by assisting,
supporting, and developing them in a way that goes beyond
normal job expectations.
 Helping involves assisting coworkers who have heavy workloads, etc.
 Courtesy refers to keeping coworkers informed about matters that are
relevant to them.
 Sportsmanship involves maintaining a good attitude with coworkers,
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even when they’ve done something annoying.
Counterproductive Behaviors
Counterproductive behaviors are employee behaviors that
intentionally hinder organizational goal accomplishment.
 Property deviance refers to behaviors that harm the
organization’s assets and possessions
 Sabatoge and theft
 Production deviance is also directed against the organization but
focuses specifically on reducing the efficiency of work output.
 Wasting resources, being inefficient
 Political deviance refers to behaviors that intentionally
disadvantage other individuals rather than the larger organization.
 Gossiping, incivility
 Personal aggression refers to hostile verbal and physical actions
directed toward other employees.
 Harassment and abuse
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What Does It Mean to Be a Good Performer?
Good at the job that falls within job description.
Engages in citizenship behaviors
Refrains from counterproductive behaviors
How do we assess good performers?
 Management by objectives (MBO) is a management philosophy that bases
an employee’s evaluations on whether the employee achieves specific
performance goals.
 Best suited for managing the performance of employees who work in
contexts in which objective measures of performance can be quantified.
 Behaviorally anchored rating scales (BARS) assess performance by
directly assessing job performance behaviors.
 360 degree feedback involves collecting performance information anyone
who might have firsthand knowledge about the employee’s performance
 Best suited to improving or developing employee talent.
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