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52 Cards in this Set

  • Front
  • Back

Study performance appraisal process on page 1

.

What is the "ideal" appraisal system? (What should it include) six things

- Clarity, depth and forewarning


- Fairness and accuracy can be enhanced by employee participation


- Special circumstances (strikes)


- Feedback


- Ways to improve performance


- Timely and in depth (covers the whole year)

Performance Appraisal Instruments



What is the most popular method currently? It is ___ to develop and use. The dimensions a very ___. Little ___ is given.

Graphic scales --- inexpensive --- broad --- feedback

A scales may be used with a range from "___" to "___". A number of broad job dimensions are rated as what? five things

Directing, expression, knowledge, planning, and organization

What are some concerns for the instrument above?

Leniency or rating inflation (ratings are typically too high)

Most experts feel you should stay away from abstract "___" (___ or ___) and focus your attention on of ___ ___ that take place in a context.

Traits --- loyalty or attitude --- observable behaviors

This instrument uses more specific scales and statements (BOS)

Behavioral observation scales (BOS)

This scale personally ___ all invoices, takes ___ monthly, checks ___ and promptly ___ any item requiring correction, and when there is a ___ among employees, takes the time to sit down and discuss the ___ and ___

Reviews --- inventory --- corrects ---problems --- causes and resolutions

What are the concerns for the above instrument? Also what could this possibly create?

The added detail requires more time and money as far as construction is concerned --- A false sense of accuracy

In this instrument, the employees' computer terminals and telephones are monitored (EPM). The employee's ___, ___, and ___ ___ both at work and breaks may be computed. In ___ skills jobs it can increase ___ and decrease ___

Electronic performance monitoring (EPM) --- rate, accuracy, and time spent --- stress --- performance

Essay appraisals are ___ summaries that can potentially capture what? five things

Strengths, weaknesses, improvements, quantity, and quality

Essays are ___ to develop, but ___ to use. No real ___ of employees are possible unless common ___ are inserted and the raters are ___.


Inexpensive --- expensive --- comparison --- dimensions --- trained.

Newcomers can be ___ since supervisors have the ability to use ___ words. ___-___ essays are extremely ___ ___ to apply with ___ numbers of employees


(Bus line example)

Deceived --- code --- in-depth --- time consuming --- large

Comparative methods



This method can require an appraiser to order subordinates from ___ to ___. One problems with this method is there is no distance ___, also no ___ is given.

Ranking --- highest to lowest --- gauge --- feedback

In this method the raters are required to assign a specific proportion of their employees to ___ categories (a ___ system). ___% of companies use this method. Little ___ is generated for development purposes. This system is ___ and has massive rating ___

Forced distribution --- predetermined --- quota --- 25% --- information --- rigid --- inflation

In this method the rater records incidents reflecting ___ that represents less than satisfactory or outstanding performance for both evaluation and feedback.


Supervisors prefer recording ___ ___, though time consuming, because it is easier to recall events.

Critical incident method --- behavior --- daily events

What are some concerns for the method above?

Employees often feel supervisors are more prone to note the negative.


Employees face unequal challenges


Uncertainty and unknown criteria


Absence of a numerical ranking system

What does a checklist include? The rater checks if it ___ a person. The items are simply ___/___. ___ can be attached for each job

Set of behaviors, adjectives, or descriptive statements --- describes --- present/absent --- Weightings

What describes a forced choice (Army)? The rater selects the items that are most and least ___, which ___ rating ___. It is costly to develop

Small groups of statements are bunched (3 to 5) that are related to a specific job --- descriptive --- prevents --- inflation

What describes behaviorally anchored rating scales (BARS)? A mixture of graphic scales and critical incident methods. Quality should be high

A continuum of 5 to 9 points which has incidents/behaviors attached reflecting the relevant job dimensions.

What are some concerns with the method above? A common ___ should be posed, and the behavioral options should be ___ exclusive

- It is process oriented, so end results are ignored


- Time consuming to develop


- Everyone may be rated highly


- Questionable scales


Situation --- mutually

This method is an end result orientation advocated by Peter Drucker (MBO)


It may be used in many ___ level jobs

Management by objectives --- upper

What are the three steps?

1. Objectives are jointly set. Employee participation = motivation


2. Coaching and progress reviews


3. Results are compared at year end with predetermined objectives

What are some of the concerns with the method above? To the motivated it will seem like a lot of unnecessary ___. To the unmotivated it will force them to set ___. The end result orientation creates concerns about managers "___" or "___" an operation to receive short-term rewards and recognition.

If objectives are set too high, frustration will result. If they are too low, inappropriate rewards follow.


Paperwork --- targets --- "milking" or starving"

What does "relevance" refer to?

A meaningful relationship existing between a performance rating and some measure of work outcomes.

What does "Deficiency" refer to?

Relevant factors being left out

What does "contamination" refer to? For example, one should not consider factors like the ___ and ___, but should consider matters like ___ bias

Improper factors being considered --- sex and race --- opportunity (e.g. sales volume and region)

When a supervisor's past experiences are different and using different rulers (which means low reliability) what is this called?



Ex. "When I was your age..."

Self comparison

What kind of error occurs when the best known employee gets the highest rating or when the best get rated differently?

Proximity errors

What is labeled as the biggest source of error? The rater only notes the ___ aspects of the ___ employee and the ___ aspects of the ___ employees

Halo/horn errors --- positive --- best --- negative --- worst

Assessments require ___ types of data. In order to make ___ decisions, you need broad ___ ___ ___. For ___, you need the specific ___ and ___of each individual.

Two --- pay --- comparative aggregate rankings --- development --- positives and negatives

What are defensive reactions to negative parts of the appraisal? Most people believe they are ___ average and the ___ hurts.



Review self-reinforcing cycle on pg. 5

Denial by the employees - a poor carpenter blames his tools) --- above --- truth

Managers can avert the above cycle by rating everyone ___ (the ___ ___), or using "___ ___" to fool subordinates. The "___ ___" refers to the need to give superiors information that will not embarrass the appraiser

Highly --- sunshine foremen --- code words ---- sunflower effect

Most organizations have little if any ___ training on how to carry out the ___ interviews. The supervisor's ___ are seldom contintent on the ___ process.


___% of fortune 100 companies reported evaluating the evaluator on appraisals

Formal --- appraisal --- rewards --- appraisal --- 22%

TQM advocate Edward Deming argued it was the ___ that produced more of the variation in individual outcomes more than differences in ___, ___, or ___. He argued for the elimination of ___ performance appraisals. He believed in focusing instead on ___, ___ ___, and ___

System --- motivation, skill, or effort --- traditional --- training, communication tools, and supervision

Which method would mean identifying the bottom 10% of current employees, telling them that they must improve in say 90 days or lose their job.


Sun microsystems, Enron, ford, and GE have used this approach

Performance management approach

Some possible improvements (may be drawbacks)



Setting clear goals meaning setting what type of goals? Otherwise, employees need to have ___ expectations, otherwise you can't hold them responsible for ___ performance.



GE, Kellogg's and Microsoft used this.

SMART --- clear --- poor

Multiple raters --- Utilizing these should reduce what? People see the person at ___ times. They also may have different areas of ___. One might include ___, ___, or ___. A rater must have substantial ___ to be meaningful.

Bias --- different --- expertise --- superiors, peers, or subordinates --- exposure

GE has explored the usage of ___-___ feedback

360

In addition to superiors, peers, and subordinates, one might include internal and external ___. (Only where employees have important multiple contacts and deemed worth the expense)

Customers

Using this method can lessen the limitations of the individual methods. Eventually, the added ___ of using one more method is not worth the added ___ and ___.

Multiple evaluation methods--- accuracy --- time and expense

Improving the ___ process is where the ___ interview and the ___ interview(s) should be ___ so people will listen to advice. G.E. waits ___ months to talk about development. What is this method?

Feedback --- Pay --- development --- separated --- three

More frequent ___ interviews might be used (___ to ___ per year)

Development --- 3 to 4

It is vital that the employee sign a copy of his/her ___

Appraisal

Trying to reduce employee ___ (defensive reactions) is the last method. The appraiser can ask the employee where he/she thing they can help (___ ___)

Denial --- self criticism

Subordinates normally do rate themselves ___ than supervisors or peers rate them

Higher

Start with ___ observation. The appraiser can provide some balance of positive and negative ___ in the appraisal.

Positive --- feedback

The problem can be stated in terms of work ____, ___, and ___, and avoid personalized ___

Expectations, standards, timeframes --- condemnation

The employee should have a chance to what?

Talk

The supervisor can ___ to help with the ___ by providing ___

Help --- negatives --- suggestions

The supervisors need to get the employee to ___ that there is a ___. An agreement also needs to be reached on the ___ to ___, ___ of ___ and ___ to ___.

Agree --- problem --- Steps to take, measures of success, and date to complete

One should set ___ ___, define a ___ ___ and ___ improvement

Limited objectives---time frame --- reward