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18 Cards in this Set

  • Front
  • Back
1. Define a performance management system.
*Set of integrated management practices.
2. Explain the purpose of a performance management system.
*Allows the organization to get the right things done.
*Helps increase employees' satisfaction with their work and the organization.
5. Describe the different sources of appraisal information.
*Manager/supervisor who is able to evaluate contribution
*Peers and team members
8. performance management system

* A set of integrated management practices
9.Manager and/or supervisor appraisal

* performance appraisal done by employee's supervisor
11. subordinate appraisal

*Performance appraisal of a superior by an employee, which more appropriate for developmental than for administrative purposes
13. team appraisal

*Performance appraisal, based on TQM concepts, that recognizes team accomplishment rather than individual performance
14. customer input

*Performance appraisal that, like team appraisal, is based on TQM concepts and seeks evaluation from both external internal customers
15. graphic rating scales

A trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics
16. critical incident

*Unusual event that denotes superior or inferior employee performance in some part of job
17. behaviourally anchored rating scale (BARS)

*A behavioural approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance
18. management by objectives (MBO)

*Philosophy of management that rates performance on the lays of employee achievement of goals
3. Describe the management practices necessary for a good performance management system.
*Setting and communicating clear performance expectations.
*clear + specific performance objectives.
*Supportive and helpful coaching by the supervisor.
*Focusing on accomplishment of objectives during performance appraisals.
*Recognizing and celebrating good performance.
4. Identify the steps in an effective performance management system.
*Clarifying the work (jobs to be done. *Setting goals and establishing a performance plan.
*Regular and frequent coaching. *Conducting formal review of performance.
*Recognizing and rewarding performance.
12. peer appraisal

*Performance appraisal done by fellow employees, generally on forms that are compiled into a single profile for use in the performance interview conducted by the employee's manager
10. self-appraisal

*Performance appraisal done by he employee being evaluated, generally on an appraisal form completed by the employee prior to the performance interview
7. Outline the characteristics of an effective performance appraisal interview.
*Ask the employees to evaluate their own performance prior to the interview.
*Invite and encourage active participation by employees in the discussion their performance.
* Express appreciation for what the employee Has done well.
*Minimize criticism.
*Change the behaviour, not the person.
6. Explain the various methods used for performance appraisal.
*Trait approaches are designed to measure the extent to which an employee possesses certain characteristics.
*Behavioural methods specifically describe which actions should For should not) be exhibited on the job. *Productivity measures look at results or outputs.
*Management by objectives (MBO) is a philosophy of management that has employees establish objectives (e.g., production costs, sales per product, quality standards, profits) through consultation wish their superiors and then uses these objectives as a basis for appraisal.