Supervision: Concepts And Skill-Building 4

Front 1

job description

Back 1

a listing of the characteristics of a job, including the job titile, duties involved, and working conditions

Front 2

job specification

Back 2

a listing of the characteristics desirable in the person performing a given job, including educational and work background, physical characteristics, and personal strengths

Front 3

recruitment

Back 3

a process of identifying people interested in holding a particular job or working for the organization

Front 4

structured interview

Back 4

an inerview based on questions the interviewer has prepared in advance

Front 5

unstructured interview

Back 5

an interview in which the interviewer has no list of questions prepared in advance but asks questions on the basis of the applicant's responses

Front 6

open-ended question

Back 6

a question that gives the person responding broad control over the response

Front 7

closed-ended question

Back 7

a question that requires a simple answer, such as yes or no

Front 8

halo effect

Back 8

the practice of forming an overall opinion on the basis of one outstanding chracteristic

Front 9

aptitude test

Back 9

a test the measures a person's ability to learn skills related to the job

Front 10

proficiency test

Back 10

a test that measures whether the person has the skills needed to perform a job

Front 11

psychomotor test

Back 11

a test that measures a person's strength, dexterity, and coordination

Front 12

equal employment opportunity commission

Back 12

the federal government agency charged with enforcing Title VII of the Civil Rights Act

Front 13

affirmative action

Back 13

plans designed to increase opportunities for groups that traditionally have been discriminated against

Front 14

training

Back 14

increasing the skills that will enable employees to better meet the organization's goals

Front 15

orientation

Back 15

the process of giving new employees the information they need to do their work comfortably, effectively, and efficiently

Front 16

employee handbook

Back 16

a document that describes an organization's conditions of employment, policies regarding employees, administrative procedures, and related matters

Front 17

on-the-job training

Back 17

teaching a job while trainer and trainee perform the job at the work site

Front 18

apprenticeship

Back 18

training that involves working alongside an experienced person, who shows the apprentice how to do the various tasks involved in a job or trade

Front 19

vestibule training

Back 19

training that takes place on equiptment set up in a special area off the job site

Front 20

interactive multimedia

Back 20

computer software that brings together sound, video, graphics, animation, and text and adjusts content on the basis of user responses

Front 21

role-playing

Back 21

a training method in which roles are assigned to participants, who then act out the way they would handle a specific situation

Front 22

coaching

Back 22

guidance and instruction in how to do a job so that it satisfies performance goals

Front 23

mentoring

Back 23

providing guidance, advice, and encouragement through an ongoing one-on-one work relationship

Front 24

performance appraisal

Back 24

formal feedback on how well an employee is performing his or her job

Front 25

graphic rating scale

Back 25

a performance appraisal that rates the degree to which an employee has achieved various characteristics

Front 26

paired-comparison approach

Back 26

a performance appraisal that measures the relative performance of employees in a group

Front 27

forced-choice approach

Back 27

a performance appraisal that presents an appraiser with sets of statements describing employee behavior; the appraiser must choose which statement is most characteristic of the employee and which is least characteristic

Front 28

behaviorally anchored rating scales

Back 28

a performance appraisal in which an employee is rated on scales containing statements describing performance in several areas

Front 29

critical-incident appraisal

Back 29

a performance appraisal in which a supervisor keeps a written record of incidents that show positive and negative ways an employee has acted; the supervisor uses this record to assess the employee's performance

Front 30

work-standards approach

Back 30

a performance appraisal in which an appraiser compares an employee's performance with objective measures of what the employee should do

Front 31

360-degree feedback

Back 31

performance appraisal that combines assessments from several sources

Front 32

peer reviews

Back 32

performance appraisals conducted by an employee's co-workers

Front 33

harshness bias

Back 33

rating employees more severly than their performances merit

Front 34

leniency bias

Back 34

rating employees more favorably than their performances merit

Front 35

central tendency

Back 35

the tendency to select employee ratings in the middle of a scale

Front 36

proximity bias

Back 36

the tendency to assign similar scores to items that are near each other on a questionnaire

Front 37

similarity bias

Back 37

the tendency to judge others more positively when they are like yourself