WORK HARDER THAN EVERYONE

1. Work performance: characteristics and examples
Job performance is the assessment that determines whether a person is doing their
job well. It is studied academically as part of Industrial and Organizational
Psychology, which also forms part of Human Resource Management
.
It is an individual level assessment, and it is a procedure based on the effort of one
person. Generally, the evaluation will be managed by the Human Resources
Department, but business performance is a critical process for the success of every
company
.
The definition of job performance may seem simple at first glance: it is about how
poorly or poorly employees do their work. But when considering the impact this
concept has on business, it is necessary to take a deeper look
.
You have to keep in mind how a bad agent can spoil the group. On the other hand,
perfect performance of employees can lead to increased motivation and bottom line
.
The HR department and individual supervisors must regularly measure employees'
work performance
.
features
One can assume that job performance relates only to how well the employees
perform their tasks. However, there are several key features in his conception
.
Results
Work performance is defined as employee behavior. This concept differs from the
results obtained. The results are partly a product of performance, but they are also
the result of other factors
.
For example, in the sales function, a positive outcome is that there is a certain level
of income generated by the sale of goods or services
.
When the employee does the job well, more merchandise can be sold. However,
some additional factors of performance affect the income generated
.
For example, sales may decrease due to economic conditions, changes in prices
,
In these scenarios, employee performance may be adequate, but sales may be low
.

2. Fits the organizational purpose
Job performance should be directed towards the goals of the organization that are
relevant to the position or job. Therefore, activities in which efforts are made to
achieve peripheral goals will not be included
.
For example, the effort to get to work in the shortest possible time is not
performance, except when it comes to avoiding delays
.
Multi Dimensions
Work performance is conceptualized as multidimensional, consisting of more than
one type of behaviour
.
Specific and non-task specific behaviors
Task specific behaviors are those that the individual promotes as part of the job. It is
the main tasks that determine the work of another person
.
Non-task-specific behaviors are those that an individual has to reinforce that do not
refer to a particular job
.
In a salesperson, the task-specific behavior is to show the product to a customer.
Non-task-specific behavior may be the formation of new team members
.
effort
Performance can also be evaluated in terms of effort, either on a daily basis or when
there are special circumstances. It reflects the degree of commitment of people to
work tasks
.
Staff
In jobs where individuals are highly interdependent, performance may contain the
degree to which a person helps groups and co-workers
.
For example, acting as a good role model, giving advice, or helping to achieve group
goals
.
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