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102 Part II System Implementation CASE STUDY 4-2 Differentiating Task from Contextual Performance Consider the following adaptation of a job description for the innovation by embracing diversity and change, set the erancie position of a district business manager for a sales organization and thereby shape the culture. Develop and communicate te in Bristol-Myers Squibb (BMS) (www.bms.com). BMS produces business plan, understand and explain BMS strategies, trandate pharmaceuticals, infant formulas and nutritional products.national plan to business plans for districts and territories.se ostomy and advanced wound care products, cardiovascular goals and expectations of performance, set priorities, and imaging supplies, and over-the-counter products. Some of its allocate resources. Execute and implement the business plan brands include Enfamil, Cardiolite, and Plavix. Its stated mission maximize rank order lists of medical education profession is to extend and enhance human life by providing the highest relationships, achieve optimum coverage frequency of highest quality pharmaceutical and related health care products." In potential physicians, take accountability, and achieve results addition, all employees live by the BMS pledge: "We pledge- Build relationships focused on customer retention, develop to our patients and customers, to our employees and partners. relationships (i.e., networks), influence others (ie, internal to our shareholders and neighbors, and to the world we serve- and external), and develop self and others. Strong skills are to act on our belief that the priceless ingredient of every product acquired in the following areas: written and oral communication, is the honor and integrity of its maker." negotiation, strategic analysis, leadership, team building and coaching DBM JOB RESPONSIBILITIES 1. Based on the DBM job description, extract a list of task The following are the core performance objectives for the district and contextual performance behaviors. Refer to Table 42 business manager (DBM) position: Create the environment to for a review of the differences between task and contex build an innovative culture, create and articulate a vision, drive tual performance performed by HR manager are different from those performed by a line manager. The tasks performed by a senior HR manager (i.e., more strategic in nature) differ from those performed by an entry-level HR analyst (i.e., more operational in nature). On the other anceFirst, task hand, contextual performance is fairly similar across functional and hierarchical levels All employees, regardless of job title, function, and responsibilities, are equali responsible for, for example, volunteering to carry out task activities that are no formally part of the job. Second, task performance is likely to be role prescribed, meaning TABLE 4.2 Main Differences Between Task and Contextual Performance Task Performance Contextual Performance Varies across jobs Fairly similar across jobs Likely to be role prescribed Not likely to be role prescribed Antecedents: abilities and skills Antecedent: personality