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The distinction between typical and maximum performance is one way to classify job performance in industrial/organizational psychology. Typical performance is how an employee performs on a regular basis, while maximum performance is how one performs when exerting as much effort as possible. Workers usually exhibit maximum performance when they are being observed. Therefore, some conditions that tend to foster maximum performance include work samples (often given to a potential employee during an interview), manager evaluations, and job knowledge tests. The results from these situations are the ones that are most accessible to supervisors; however, they are usually not reflected in an employee’s typical, or day-to-day, performance. This dichotomy makes it harder for managers to have an accurate picture of how an employee will typically act on the job. Therefore, an example of the importance of this distinction can be seen when a manager hires an employee based on high performance during an interview; the manager is essentially hiring the employee based on viewing their maximum performance, which may not be representative of their typical performance. Additionally, this distinction has led some organizations to take measures to get their employees to perform at their maximum level more often. ==Characteristics== Psychological tests are broadly divided by the British psychological society into following two types. 1:Test of typical performance. in this case individual,s performance is assessed on given situation. answers are not right or wrong, but identify choices, preferences and strengths of feeling 2:Test of maximum performance: These assess the individual,s ability to perform effeciviely under standard conditions .Performance on these tests, which includes ability and aptitude tests, can be judged as right or wrong.Ability tests come in many different forms and may test a general intellectual functioning or a specific ability reference:Laurie.J Mullins, management and organisation behaviour, 8th ed, Prentice hall p140. Both typical and maximum performances are characterized by different conditions. Managers and organizations should be aware of these so that they are able to identify whether an employee is performing at a typical or maximum level. Sackett, Zedeck, and Fogli, the researchers who first studied the typical/maximum distinction in 1988, proposed that several conditions must be present for maximum performance to occur: a. 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Typical versus maximum performance」の詳細全文を読む スポンサード リンク
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