Author: Anonymous

When Mia, a supervisor, selects (in order) the best performer from among her subordinates, then the worst performer, then the second best performer, then the second worst performer, and so forth until the list is completed, she is using which measurement method?

Behavior criteria fall into the following categories: quality, quantity, cost-effectiveness, and timeliness.

Responses to survey items such as “Offered suggestions to improve how work is done” and “Volunteered to work at after-hours events” are likely to vary greatly across jobs and are likely to be role-prescribed.

Beck et al. (2014) argue that, when 7 measurement criteria are met, job performance data are better characterized by a skewed distribution (e.g., Pareto or power law or exponential) than by a normal (i.e., Gaussian or bell-shaped) distribution.

On a course evaluation form for an in-person, synchronous course, students evaluate the course instructor on questions such as: “The instructor generally started class on time” and “The instructor generally responded to students’ emails within 48 hours.”  The questions on the course evaluation form primarily reflect a behavior approach to assessing performance (as opposed to a results approach).

Performance reviews should focus on all of the following EXCEPT:

It is likely that maximum performance is primarily predicted by _____ and that typical performance is primarily predicted by _____.

The Critical Incident Technique of job analysis traditionally focuses on the collection of incidents with moderate (vs. low or high) levels of effectiveness.

Adaptive performance is also known as organizational citizenship behavior or prosocial organizational behavior.

Counterproductive work behavior is not the opposite of contextual performance.