Definitions
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Job performance All definitions
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"...the total expected value to the organization of the discrete behavioral episodes than an individual carries out over a standard period of time" (Motowidlo, 2003, p. 39).
As with many important terms within organizational psychology, "job performance" may be defined and conceptualized in different ways by different writers. Motowidlo's definition is one of the most important and defensibly cited within the literature. Two important distinctions This definition subsumes two important distinctions: 1) Individual performance should be evaluated on the basis of behaviors rather than outcomes because situational factors can interfere with the achievement of desired outcomes, 2) The behaviors being measured should be those that are expected to deliver value to the organization. In practical terms, this means that employees should be evaluated on the basis of behaviors they can control rather than outcomes that are not under their control – and the behaviors on which they are being evaluated should be those that have been clearly communicated with the expectation that they will bring value to the organization. References Motowidlo, S.J. (2003) Job performance. In Borman, W.C., Ilgen, D.R. & Klimoski, R.J. Handbook of Psychology, 12: 39-54. Hoboken, NJ: John Wiley &Sons. Read a practice exam essay in response to:
"Critically discuss attempts to conceptualise and measure job performance." Exam essay practice answer |
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