Question

XYZ manufacturing company manufactures automotive components (e.g., windshield wipers, spark plugs, bearings, etc.,) for the automotive industry. The company measures the work performance of the technical workers using the following:

1. Number of units or parts produced in a week;

2. Number of days of unannounced absent in a year due to personal or sick leave;

3. How easy is it to work with the employee? which is rated by the supervisor as unsatisfactory, satisfactory, and excellent.

4. Number of units or parts produced that are defective or fails quality checks.

5. Dependability: How dependable the employee is in terms of work quality and quantity and attendance? Very dependable, dependable, and not dependable as rated by the supervisor, coworkers, and other departments with whom the employee has contacts.

6. Determination: The supervisor rates the employee as to how determined the employee is in completing the work in the assigned time;

7. Helpfulness: How often does the employee go out of his/her way to help coworkers who are in need to help complete their tasks.

8. Taking frequent smoke breaks and rest room breaks

For each of the above job performance criterion, explain (based on your reading of the chapter and understanding):

a. The type of data (judgmental vs non-judgmental and type of judgmental data - be sure to explain why);

b. OCB vs CWB (be sure to explain why)

c. How might these job performance measures be related? How valid or invalid each one might be?

d. How can we combine these into a single criterion? Or, is it even possible to combine them into a single criterion? Why or why not?

e. Can we convert these into dollar terms? If so, how can we do it? If not, why can't we do it?

Answer 1

The type of data (judgmental vs non-judgmental and type of judgmental data - be sure to explain why); Here type of data can be regarded as Judgmental data or sampling, where various questions are asked, answer can be put against each questions, and collected from Employee’s supervisor, Employee Itself and the periodically work performance Data, let me say some examples like for an question Number of Units or Parts produced in a week, we can receive that data from weekly work performance sheet by communicating with both Employee’s supervisor or the employee itself and observing at performance dashboard, thus data could be Opinion based or can provide up probability data those fall under Judgmental Data, again for a questionnaire and survey data, Number of days of unannounced absent in a year due to personal or sick leave, such data can be taken from any Internal record and probability based, so this also fall under Judgmental data, again we talk about how is the employee’s dependability and determination, such can be asked to their supervisor, co-worker and data can be further judged and becomes not only opinion based, also consider statistics in its evaluation, OCB vs CWB (be sure to explain why) Considering Industrial and organizational psychology, we can define organizational citizenship behavior or it is so called OCB and regarded as there are some kind of employee or people who put voluntary commitment within an organization, however such task may not be obligatory part or may not be contractual tasks, such kind of behavior can contribute to organizational overall effectiveness, bring out more important consequences in the workplace, Counterproductive work behavior considered as Harmful behavior as caused by the employee within an organization, further each organization and their Human Resource team should check each employee’s performance and work performance over time, thus such can bring consequences like how is the employee’s good behavior imposed over a particular time, further such behavior can be defined as deliberate or intentional activity of an Individual, so that can impede the performance of self and organization, so both organizational resources, people, and oneself can be disturbed and damaged due to such behavior, thus appropriate measure must be taken for the corrective and preventive action, also every employee’s training requirement must be defined and they must be well trained before doing any kind of live performance, c. How might these job performance measures be related? How valid or invalid each one might be? According to the case study, these job performance measures are surely related, again we can work on goal setting to measure the performance against the set goal, further statistics can be prepared for each employee and for Each question, so we can understand the area to improve, and highlight the performance statistics, for example, if number of units or parts produced in a week can be measured against the goal has been set, against each employee or comparison can be prepared and how is the employee performance over various week and such performance can be measured against self, again for another example, how is determination of the employee over various period that can be rated by Employee’s supervisor and thus employee can be aware of the area, they need to perform well, thus the Job performance measures as can be prepared as per case study, are valid and can provide performance statistics for each employee, d. How can we combine these into a single criterion? Or, is it even possible to combine them into a single criterion? Why or why not? The above case study is based on multi criteria decision making, where every criteria has weight and score can be written against each criteria, that could be evaluation based, opinion based, then we can multiply weight for each criteria with score, thus get total result for summing up all criteria’ s product of Score and weight, We also can combine the multiple criteria into single criterion by multiplying each criterion with a positive weight and then sum up all the weighted criteria, thus the solution becomes resulting single criterion problem and becomes special efficient solution, e. Can we convert these into dollar terms? If so, how can we do it? If not, why can't we do it? Those are the tangibles data, can be converted into dollar terms, for example that if we note number of parts or units produced in a week can be converted in dollar data, however some kind of intangible data, may not be converted into Dollar data, like Helpfulness for each employee, that can be evaluated with put some attribute or intangible response, however such evaluation is necessary and can contribute to overall organizational performance, but can’t be converted into dollar format, again we can prepare a link that, due to poor score of employee’s various criteria like Determination, Helpfulness, organization can be impacted to a extent or incur a loss in terms of dollar format