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Title: Explain the difference between a threshold competency and a differentiating competency. What will ... Post by: Inagambit on Mar 3, 2018 Explain the difference between a threshold competency and a differentiating competency.
What will be an ideal response? Question 2 What is contextual congruency? How does it differ from strategic congruency? What will be an ideal response? Question 3 How do the self-serving, social projection, and false consensus biases commonly affect the job analysis process? What will be an ideal response? Question 4 Which of the following is a type of bias that affects the effectiveness of a communication plan? A. Selective participation B. Selective exposure C. Selective retention D. B and C Question 5 All six appraisal meetings should be held as separate meetings. Indicate whether the statement is true or false Question 6 List the four characteristics necessary of a useful standard, and give an example of each characteristic using the following standard as an example: Increase sales from 15,000 to 22,000 by December 1st at a cost not to exceed 3,000. What will be an ideal response? Question 7 _____________ is the coaching behavior that involves rewarding an employee's positive performance. A. Giving feedback B. Motivating employees C. Documenting performance D. Developing employees Title: Explain the difference between a threshold competency and a differentiating competency. What will ... Post by: Heyooo on Mar 3, 2018 There are two types of competencies: differentiating and threshold. Differentiating competencies are those that allow us to distinguish between average and superior performers. Threshold competencies are those that everyone needs to display to do the job at a minimally adequate standard. In other words, the difference is that threshold competencies are essential in order to perform a job, whereas differentiating competencies will distinguish the top performers from the rest. Contextual congruency refers to a performance management system's congruency with the organization's culture as well as the broader cultural context of the region or country. In contrast, strategic congruency refers to the system's congruency between individual/team performance and unit- and firm-level strategic goals. Self-serving, social projection, and false consensus biases affect job analysis ratings because they lead people to believe that their own KSAs are those driving success in their jobs. So, these lead to an exaggerated view regarding the KSAs neededand this exaggeration is based on precisely the KSAs that job incumbents have. D F: The appraisal meetings can be combined as needed or held separately. Standards must include an action (increase), the desired result (to 22,000), a due date (by December 1st), and some type of quality or quantity indicator (the increase in sales from 15,000 to 22,000 and at a cost not to exceed 3,000). B Title: Explain the difference between a threshold competency and a differentiating competency. What will ... Post by: Inagambit on Mar 3, 2018 Thank you for being such a great website leader! All of your answers were right.
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