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27 Cards in this Set
- Front
- Back
performance appraisals |
the formalized means of assessing worker performance in comparison to certain established organizational standards |
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performance criteria |
measures used to determine successful and unsuccessful job performance |
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objective performance criteria |
measures of job performance that are easily quantified |
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subjective performance criteria |
measures of job performance that typically consist of ratings or judgements of performance |
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criterion relevance |
the extent to which the means of appraising performance is pertinent to job success |
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criterion contamination |
the extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness |
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criterion deficiency |
the degree to which a criterion falls short of measuring job performance |
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criterion usefulness |
the extent to which a performance criterion is usable in appraising a particular job |
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360-degree feedback |
a method of gathering performance appraisals from a worker's supervisors, subordinates, peers, customers, and other relevant parties. |
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comparative methods |
performance appraisal methods involving comparisons of one worker's performance against that of other workers |
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rankings |
performance appraisal methods involving the ranking of supervises from best to worst |
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paired comparison |
performance appraisal method in which the rater compares each worker with each other worker in the group |
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forced distributions |
assigning workers to established categories of poor to good performance with fixed limitations on how many employees can be assigned to each category |
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individual method |
performance appraisal methods that evaluate an employee by himself or herself, without explicit reference to other workers |
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graphic rating scales |
performance appraisal methods using a predetermined scale to rate the worker on important job dimensions |
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behaviorally anchored rating scales (BARS) |
performance appraisal technique using rating scales with labels reflecting examples of poor, average, and good behavioral incidents. |
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behavioral observation scales (BOS) |
performance appraisal methods that require appraisers to recall how often a worker has been observed performing key work behaviors |
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checklists |
performance appraisal methods using a series of statements about job performance |
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narratives |
open-ended written accounts of a worker's performance used in performance appraisals |
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leniency error |
the tendency to give all workers very positive performance appraisals |
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severity error |
the tendency to give all workers very negative performance appraisals |
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central tendency error |
the tendency to give all workers the midpoint rating in performance appraisals |
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halo effect |
an overall positive evaluation of a worker based on one known positive characteristic or action |
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recency effect |
the tendency to give greater weight to recent performance and lesser weight to earlier performance |
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causal attribution |
the process by which people assign cause to events or behaviors |
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actor-observer bias |
the tendency for observers to over-attribute cause to characteristics of the actor and the tendency for the actor to over-attribute cause to situational characteristics |
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performance feedback |
the process of giving information to a worker about performance level with suggestions for future improvement |