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30 Cards in this Set
- Front
- Back
What are the three steps of a performance appraisal?
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Identification, measurement, and management.
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What is identification?
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determining which areas of work the manager should be examining when measuring performance
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What is measurement?
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centerpiece of the appraisal system, entails making managerial judgments of how "good" or "bad" employee performance was
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What is management?
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overriding goal of any appraisal system
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What are the two uses of performance appraisal
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Administrative and developmental
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What is a performance dimension?
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aspect of job performance that determines effective job performance
ex. quality of work done, quantity of work done, interpersonal effectiveness |
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What are the typical numbers of measuring performance?
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1...5
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When using measurement tools what are the two categories you should look at?
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Type of judgment required
Focus of the Measure |
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What are the two types of judgments required?
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relative and absolute
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What is relative judgment?
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appraisal format that asks suprevisor to compare a employee's performance to the performance of other employees doing the same job; differentiate workers, hard to quantify differences
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What is an absolute judgment?
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appraisal format that asks supervisors to make judgments based soley on performance standards; rating employees on each dimension, not comparative
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What are trait appraisal instruments?
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An appraisal tool that asks a supervisor to make judgments about worker characteristics that tend to be consistent and enduring. Focus on person rather that performance...ex. decisiveness, reliability, energy, loyalty
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What are behavior appraisal instruments?
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An appraisal tool that asks managers to assess worker's behaviors. concrete and more legally defensible
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What are outcome appraisal instruments?
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asks managers to assess the results achieved by workers such as total sales or # of products produced (MBO)
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What is MBO?
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goal-directed approachto performnace appraisal in which workers and their supervisors set goals together for the upcoming evaluation period.
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What is a problem with MBO?
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results at any cost mentality
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What are two key factors in rating employees effectively?
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raters' ability and motivation levels
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What is rater error and bias?
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error in performance appraisals that reflects consistenet biases on the part of the rater
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What is a halo error?
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rate similarly across all dimensions:
supervisor makes overall judgment of employee and conforms rating to that judgment or supervisor may make all ratings consistent with the worker's performance level on a dimension that is important to the supervisor |
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What is restriction of range error and what are the three types?
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Rates all workers similarly
Central tendency, leniency, severity |
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What is comparability?
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the degree to which the performance ratings given by various supervisors in organization are similar
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What is frame-of-reference training?
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type of training that presents supervisors with ficticious examples of worker performance, askst the supervisor to evaluate the workers in the examples and then tells them what their rating should have been.
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What is the effect of liking?
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can cause error in performance appraisals based on this; unconscious
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What is one tool that managers can use as a precuation to evaluation.
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Performance diary; diaries are not gurantees agains bias, and shouldn't be used in place in place of intervention and discussion
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What is the rational perspective on appraisal?
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Assumed that values of each worker's performance can be estimated.
Goal-accuracy Focus-measurement worker's defined as clearly as possible |
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What is the political perspective on appraisal?
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value of a worker's performance dpends on the agenda or goals of the superviosr
Goal-utlitiy or max. of benefits/cost focus- management what is being assessed can be bent to current agenda |
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Most organizations: political or rational?
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political
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Performance appraisals concerning teams:
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individual contribution to team performance and performance of team as a unit
Always evaluate the individual |
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What are some legal issues with performance appraisals?
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legality of tests..???
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What do judges look at favorably in terms of performance appraisals?
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use of job analysis, providing written instructions, allowing employees to revenue appraisal results, agreement among multiple raters, the presence of rater training, applea to higher manager
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