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18 Cards in this Set
- Front
- Back
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Series of activities designed to ensure that the organization gets the performance it needs from its employees.
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Performance management
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Process of determining how well employees do their jobs relative to a standard and communicating that information to them.
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Performance appraisal
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Identify the important elements in a given job.
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Job duties
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Defined the expected levels of employee performance.
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Performance standards
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Scale that allows the rater to mark an employee's performance on a continuum.
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Graphic rating scale
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Scales describe specific examples of job behavior, which are then measured against a performance scale.
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Behaviorally Anchored Rating Scale
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Performance appraisal method in which all employees are listed from highest to lowest in performance.
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Ranking
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Performance appraisal method in which ratings of employees' performance levels are distributed along a bell-shaped curve.
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Forced distribution
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Performance appraisal method that specifies the performance goals that an individual and manager identify together.
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Management by objectives (MBO)
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Occurs when a rater gives a greater weight to recent events when appraising an individual's performance.
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Recency effect
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Occurs when a rater gives greater weight to information received firs when appraising an individual's performance.
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Primacy effect
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Occurs when a rater gives all employees a score within a narrow range in the middle of the scale.
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Central tendency error
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Occurs when ratings of all employees fall at the high end of the scale.
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Leniency error
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Occurs when ratings of all employees fall at the low end of the scale.
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Strictness error
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Occurs when a rater's values or prejudices distort the rating.
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Rater bias
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Occurs when a rater scores an employee high on all job criteria because of performance in one area.
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Halo effect
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Occurs when a low rating on one characteristic leads to an overall low rating.
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Horns effect
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Tendency to rate people relative to others rather than against performance standards.
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Contrast error
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