Question
Book title: Industrial/organizational psychology
Read chapter 3 Pages 69-92
Job Analysis and Criteria Development
Purpose To apply job analysis data completed from the exercise in Chapter 3 and engage in identification of criteria.
Instructions
■ Use the information obtained during the job analysis assignment from Chapter 3 to help you identify and define several criteria important for success on the job. The criteria should be clearly linked to job success and organizational value. Include a rationale for selecting criteria (e.g., most frequently performed behaviors, value of criteria to the organization).
Questions
■ How did you go about selecting the most important criteria?
■ Are the most important criteria associated with the employee’s salary?
■ Have you had any work experiences in which you were evaluated on criteria that had a high degree of relevance (i.e., overlap between the actual and ultimate criteria)?
■ Consider the five categories of contextual performance:
1. Working with extra enthusiasm to get the job done
2. Volunteering to do things that aren’t formally part of the job; taking on extra responsibility
3. Helping others with their jobs (sportsmanship or organizational courtesy)
4. Meeting deadlines and complying with organizational rules and regulations (civic virtue or conscientiousness)
5. Supporting or defending the organization for which the employee works
■ How does contextual performance differ from task performance?
■ Could contextual performance overlap with task performance? If so, how?
■ Have you engaged in contextual performance at work? If so, what did you do?
■ Do you think that contextual performance should be rewarded? Why or why not?
■ What might be a consequence of using only contextual performance to judge performance?
Solution
Job Analysis
During the job analysis assignment, I interviewed a college’s security guard in order to identify several criteria to evaluate job success in ensuring safety and security in the institution. Regarding the information obtained from the interview, the first criterion is evaluating performance through assessing security guards’ punctuality and dependability (Levy 76). This entails whether the security guard reports to work on time for their shift starts and completes all the tasks provided to them. I find this criterion fair and reliable because since criminals are always looking for opportunities they can take advantage of, the security guards understand that performing all their duties and showing up on time play an important role in mitigating criminal activity……………for help with this assignment contact us via email Address: consulttutor10@gmail.com