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Questions and Answers
What is job performance primarily concerned with?
Which of the following dimensions of job performance is NOT mentioned by Toops (1994)?
What is the primary purpose of performance appraisal?
Who defined job performance as the competence with which employees behave or perform tasks that are relevant to the organization?
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What is the primary focus of Wherry's (1957) dimensions of job performance?
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Which of the following is NOT a dimension of job performance identified by Campbell (1990)?
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What is the primary reason for evaluating employee performance in an organization?
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What is the term used to describe the promotion of employees until they reach their highest level of incompetence?
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What is the purpose of providing feedback to employees during the semiannual performance appraisal review?
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What is the purpose of using performance appraisal data in training-needs analysis?
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Why is a numerical format useful in performance appraisal?
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What is the term used to describe the evaluation of an employee's performance over a given period of time?
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Study Notes
Job Performance
- Job performance is a record of outcomes produced on a specified job function during a specified period of time.
- It encompasses employee behaviors that contribute to task performance in the workplace.
- Key aspects of job performance include competence in performing tasks relevant to the organization.
- Dimensions of job performance include unit of production, quality of work, tenure, supervisory and leadership abilities, and others.
Proponent Dimensions of Job Performance
- Toops (1994) identified unit of production, quality of work, tenure, supervisory and leadership abilities, and others as dimensions of job performance.
- Wherry (1957) identified output, quality, lost time, turnover, time or promotability, satisfaction, and others.
- Kane (1986) identified quality, quantity, timeliness, cost-effectiveness, need for supervision, interpersonal impact, and others.
- Campbell (1990) identified job-specific task proficiency, non-job specific task proficiency, written and oral communication, demonstrating effort, maintaining personal discipline, facilitating peer and team performance, and supervision management of administration.
Performance Appraisal
- Performance appraisal is the formalized means of assessing worker performance in comparison to certain established organizational standards.
- It involves evaluating how well employees perform their jobs when compared to a set of standards, and then communicating the information to employees.
- Synonyms for performance appraisal include performance rating, efficiency rating, merit rating, service rating, personnel rating, employee evaluation, and performance review.
Performance Appraisal Process
- The performance appraisal process involves determining the reason for evaluating employee performance, providing employee training and feedback, determining salary increases, and making promotion decisions.
- Providing employee training and feedback is a crucial aspect of performance appraisal, as it helps improve employee performance by identifying strengths and weaknesses.
- Determining salary increases is another important aspect, where performance appraisal results are used to provide a fair basis for salary increases.
- Making promotion decisions involves evaluating employee performance on job dimensions similar to those of the new position.
- Performance appraisal data can also be used for training-needs analysis.
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Description
This quiz assesses your understanding of job performance, including its definition, dimensions, and measures. Learn about the different aspects of job performance, such as task performance, quality of work, and tenure. Test your knowledge of job performance theories and concepts.
