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26 Cards in this Set
- Front
- Back
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Strictness error |
Consistently gives all employees a low ratings |
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Central tendency error |
Rater rates employees in the middle of the scale |
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Leniency Error |
All high ratings are for all, regardless of your actual performance |
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Distribution error |
Errors in which raters will use only a certain part of scale |
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Employee performance method |
A standardized use of critical Incident Technique developed at general motors |
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Critical incidents |
Supervisor records employee behavior that were observed on the job and rates employees on the basis of that records |
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Frame-of-reference training |
A method of training raters in which a rater is provided with: Job related info Chance to practice ratings Examples made by experts Rationalize behind the expert ratings |
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Contamination |
A condition in which a criterion score is affected by things |
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Graphic Rating Scale |
Rating employee performance on an interval or ratio scale |
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Error |
A deviation from a standard of quality |
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Quality |
A type of objective criterion; comparing a job criterion with a standard |
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Quantity |
Type of objective criterion; counting the number of relevant jobs behavior that occurred |
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Forced Distribution Method |
Predetermined percentage of employees are placed into a number of performance category |
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Paired comparison |
A form of ranking in which a group of employees to be rank are compared one pair at a time |
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Rank order |
A method of performance appraisal in which employees are ranked from best to worst |
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Multiple source feedback |
Feedback comes from other sources other than his or her supervisor |
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360 degree feedback |
A performance appraisal feedback in which is obtained from a multiple source |
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Performance appraisal result |
A meeting between a supervisor and it's subordinates for the purpose of discussing performance appraisal results |
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Forced choice rating scale |
A method of performance appraisal in which a supervisor is given a several behaviors and is forced to choose which of them is the most typical of the employees |
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Progressive discipline |
Providing employees with punishment of increasing severity as needed in order to change behavior |
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Employment at will statement |
Statement that reaffirms an organization's right to hire and fire at will |
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Employment at will doctrine |
Employees have the right to hire and fire employees at will and without specific cause |
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Affect |
Feelings and emotions |
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Stress |
A perceived Psychological pressure |
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Infrequent observations |
The idea that supervisor do not see most of an employee behaviors |
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Assimilation |
An error in which raters base their rating of an employee during one rating period |
