True / False Questions
Evaluating an employee's performance based on results alone gives an accurate picture of which employees are worth more to the organization.
Job performance is formally defined as the value of the set of employee behaviors that contribute, either positively or negatively, to organizational goal accomplishment.
Task performance includes employee behaviors that are directly involved in the transformation of organizational resources into the goods or services that the organization produces.
Task performance is the set of explicit obligations that an employee must fulfill to receive compensation and continued employment.
Routine task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Adaptive task performance involves employee responses to task demands that are novel, unusual, or, at the very least, unpredictable.
Creative task performance is the degree to which individuals develop ideas or physical outcomes that are both novel and useful.
Creative task performance is an expected behavior limited to jobs such as artist and inventor.
The first step in conducting a job analysis is to generate a list of all the activities involved in a job.
The O*NET is an online government database that describes the results of task performance behaviors that must be reported by firms to the government on an annual basis.
O*NET captures the "numerous small decisions" that separate the most effective organizations from their competitors.
Creative ideas that are not implemented do not count towards positive job performance.
Citizenship behavior is defined as voluntary employee activities that may or may not be rewarded.
Courtesy refers to keeping coworkers informed about matters that are relevant to them.
Sportsmanship involves maintaining a good attitude with coworkers, even when they've done something annoying or when the unit is going through tough times.
Interpersonal citizenship behavior is not important when employees work in small groups or teams.
Organizational citizenship behaviors benefit the larger organization by supporting and defending the company, working to improve its operations, and being especially loyal to it.
Boosterism involves speaking up and offering constructive suggestions for change.
Counterproductive behavior is defined as employee behaviors that unintentionally hinder organizational goal accomplishment.
Property deviance refers to behaviors that harm the organization's assets and possessions.
Wasting resources is the most common form of production deviance.
Substance abuse is a form of political deviance.
Political deviance refers to behaviors that intentionally harm the organization's assets and possessions.
Gossiping represents communication that is rude, impolite, discourteous, and lacking in good manners.
Personal aggression is defined as hostile verbal and physical actions directed toward other employees.
People who engage in one form of counterproductive behavior do not usually engage in other forms.
Sometimes the best task performers are also the employees who engage in counterproductive behavior.
There is a positive correlation between task...
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