5 terms
Critical Incident Technique
Necessary information included in a CI
1. A statement of the context (what led up to eh situation)
2. The employee behavior
3. The consequences of the behavior
2. The employee behavior
3. The consequences of the behavior
Difficulties of CIs
-Hard to get SMEs to generate CI at first (helpful to use other words like "behavioral examples" or to give a list to generate ideas)
-SMEs tend to recall good, rather than bad performance when about the self
-May doubt purpose of data collection (always collect good before bad to avoid this)
-SMEs tend to recall good, rather than bad performance when about the self
-May doubt purpose of data collection (always collect good before bad to avoid this)
Tips for writing a CI
1. Get key circumstances/context
2. Get the behavior
--Make it specific
--Focus on behavior (not inference on qualities)
--Was the behavior adequate? Effective? Ineffective?
3. Get the outcome
2. Get the behavior
--Make it specific
--Focus on behavior (not inference on qualities)
--Was the behavior adequate? Effective? Ineffective?
3. Get the outcome
Tips for running a meeting of SMEs
1. Avoid the term "CI"
2. Start with the good examples
3. Have SMEs imagine specific people when telling stories
4. Make stories job-related
5. Use dimensions/tasks as prompts
6. Report percent to which person was responsible for the outcome
2. Start with the good examples
3. Have SMEs imagine specific people when telling stories
4. Make stories job-related
5. Use dimensions/tasks as prompts
6. Report percent to which person was responsible for the outcome
Research on CI
-Minor changes in wording of CI has little effect
-Source of info does mater in terms of kind of incidences written (different sources attend to different aspects of performance)
-Group incidences in to categories/dimensions
-CIs provide richness of detail about actual work behaviors
-CIs not as reliable as other psychometric approaches to performance appraisal
-CIs also used for selection, training needs assessment, and training design
-Source of info does mater in terms of kind of incidences written (different sources attend to different aspects of performance)
-Group incidences in to categories/dimensions
-CIs provide richness of detail about actual work behaviors
-CIs not as reliable as other psychometric approaches to performance appraisal
-CIs also used for selection, training needs assessment, and training design