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15 Cards in this Set
- Front
- Back
- 3rd side (hint)
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Central tendency error
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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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Chap 11
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Contrast error
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Tendency to rate people relative to others rather than against performance standards.
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Chap 11
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Forced distribution
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Performance appraisal method in which ratings of employees’ performance are distributed along a bell-shaped curve.
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Chap 11
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Graphic rating scale
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Scale that allows the rater to mark an employee’s performance on a continuum.
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Chap 11
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Halo effect
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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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Chap 11
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Job criteria
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Important elements in a given job.
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Chap 11
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Leniency error
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Occurs when ratings of all employees fall at the high end of the scale.
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Chap 11
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Management by objectives (MBO)
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Performance appraisal method that specifies the performance goals that an individual and manager mutually identify.
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Chap 11
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Performance appraisal
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Process of evaluating how well employees perform their jobs and then communicating that information to the employees.
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Chap 11
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Performance management
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Composed of the processes used to identify, measure, communicate, develop, and reward employee performance.
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Chap 11
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Primacy effect
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Occurs when a rater gives greater weight to information received first when appraising an individual’s performance.
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Chap 11
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Ranking
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Performance appraisal method in which all employees are listed from highest to lowest in performance.
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Chap 11
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Rater bias
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Occurs when a rater’s values or prejudices distort the rating.
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Chap 11
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Recency effect
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Occurs when a rater gives greater weight to recent events when appraising an individual’s performance.
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Chap 11
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Strictness error
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Occurs when ratings of all employees fall at the low end of the scale.
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Chap 11
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