Job Performance Analysis

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Job Performance Job performance is viewed as how one carries out an assigned task, duties and responsibilities associated with a particular job Oduwole, (2004). Further, job performance according to Oduwole is considered as an output of a staff on the job, measurable in terms of quality and quantity of job performed or done. Hence, to achieve performance goals and increase the value of the library function, the two most fundamental dimensions of performance; efficiency and effectiveness must be evaluated. Efficiency measures how successfully the inputs have been transformed into outputs while effectiveness measures how successfully the system achieves its desired output (Kumar, Ozdamar and Ng, 2005; Neely, 1999). Thus, performance can…show more content…
According to Villamova, Austin and Borman (2005) cited Austin et al (1991), job performance is defined "as that aspect of work behaviour domain that is of relevance to the job and organization success". Besides, job performance can also be defined as a concept of multidimensional that shows the way of a person complete the task, which focused on efficiency, the use of skills, initiatives and the resources used (Rothmann & Coetzer, 2003). Job performance, according to Johari and Yahya (2009), has become one of the significant indicators in managing organizational performance. They opined that a growing emphasis has been given on employee’s job performance as a source of competitive advantage to promote responsiveness in enhancing overall organizational effectiveness. Furthermore, the actions that involve the process and product (final output) also refer as the performance of the job. However, the individual process can effect by the overall performances of the organization. This is because the performance of individual not only determined by actions but also others factor such as external factor. The example of external factor are the organizational culture and economic, the availability of the resources, the social and political factors. Jobs performed in library include cataloguing…show more content…
However they mentioned three dimensions which are static dimensionality, dynamic dimensionality and individual dimensionality. The static dimensionality involves seeing someone performance at one point in time using one criterion, and the assumption that someone performance is described accurately. Dynamic dimensionality is linked to the assumption that all employees learn, then they get work experience. Individual dimensionality is refers to the unique contributions made by an employee for the organization

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