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Exam 2: Job Performance

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Question 21

Multiple Choice

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Which of the following is a serious organizational counterproductive behavior?

A) Incivility
B) Wasting resources
C) Gossiping
D) Sabotage
E) Substance abuse

F) B) and E)
G) A) and D)

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Question 22

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The electronic database used to identify the set of behaviors needed to define task performance is known as the:

A) behaviorally anchored ratings scale network.
B) employment analysis network.
C) occupational information network.
D) task performance analysis network.
E) job responsibilities network.

F) All of the above
G) A) and B)

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Question 23

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Routine task performance can involve employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.

The ______ method of performance evaluation can encourage hypercompetition among workers, behavior that is the opposite of what is needed in today's team-based organizations.

Personal aggression is defined as hostile verbal and physical actions directed toward other employees.

Task performance includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.

The value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment is known as _____.

_____ involves employee responses to job demands that are novel, unusual, or unpredictable.

The explicit obligations that an employee must fulfill to receive compensation and continued employment are referred to as _____.

Natalie, Rose, and Charles are three dental hygienists who work for Dr. Doris at Healthy White. All three hygienists perform almost the same tasks every day. On average, they see 12 people every day for regular teeth cleaning, which involves cleaning, flossing, rinsing, and a normal checkup. Dr. Doris, on the other hand, has quite an unpredictable job. She has to respond to all types of dental emergencies, including situations involving surgery. All three hygienists always try to help each other out, have a very good attitude toward each other, and keep each other informed about matters that are relevant to them and to Dr. Doris. Natalie specifically takes on the role of attending all community-related voluntary meetings and functions where Healthy White may have a stake or is asked to be present. She makes sure that she is up to date with all dental regulations and business-related news that may have an impact on Healthy White. Rose and Charles, on the other hand, can be described as the unofficial publicists of Healthy White. They always represent the clinic in a very positive way away from work. Dr. Doris couldn't be happier to have such wonderful people working with her. Dr. Doris contributes most directly to the business goals of the Healthy White through:

Historically, research on OB has focused on the _____ aspects of job performance.

Paul, a ticket collector, performs his duty robotically every day. This refers to _____.

Which of the following is an organizational citizenship behavior?

In a 360-degree rating system, when participants believe the information will be used for compensation, rather than for skill development, there is a very low level of bias.

The management technique that assesses an employee's performance by directly assessing job performance behaviors is known as _____.

Delux Services was celebrating the 20^th anniversary of its operations in more than 17 countries. Linda, a junior assistant in the Human Resources department, was not interested in attending this celebratory event. The senior HR managers overheard Linda asking her friends the reason for this party. Back at the office, after a review, it was found that Linda never attended any of the meetings with the local business heads. Her lack of interest and knowledge about the company would make her someone who displays _____.

Dr. Hogan, Dean of the College of Business, evaluates the performance of Dr. Maskulka, a faculty member in the college, by looking at student and peer evaluations of Dr. Maskulka's teaching, the number and quality of her research publications, and her service to the university, all of which are described in the job description of a faculty member's responsibilities. She also pays attention to Dr. Maskulka's willingness to take on extra tasks that are not required, such as recruiting new faculty members and contacting local businesses to involve them with student project teams for her marketing class. She is assessing the faculty member's:

Explain the forced ranking method using Jack Welch's "vitality curve."

Define task performance and explain its dimensions.

Creative ideas that are not implemented do not count toward positive job performance.