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24 Cards in this Set
- Front
- Back
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Objective #1
in Performance Mgmt |
Manage subordinates performance by providing appropriate performance feedback and counseling to subordinates
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What are the 5 steps in the Perf. Mgmt Process?
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Step 1- Explain details of job
Step 2- Describe performance expectations Step 3- Observe/evaluate how they are doing Step 4- Discuss w/ them how they did compared to standards Step 5- Develop a plan to improve performance |
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Objective #2
in Performance Mgmt |
Provide a long-term report record of performance
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5 Reasons why you should know your people.
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-Match personal interest w/ job
-Predict responses to change -Increase flow of suggestions -A basis for influencing group member -A basis for personel feedback/counseling |
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What are 3 critical attributes of standards?
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-Specific
-Observable -Measurable |
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Monitor
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Results
- Quality - Quantity - Timeliness Performance - direct - indirect - observing |
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What are the 3 ways to monitor performance?
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- direct
- indirect - observing |
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What are the 3 ways to monitor results?
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- Quality
- Quantity - Timeliness |
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Common Pitfalls
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- Ratability
- Relevancy - Variability (Halo effect, strictness) - Personal Bias - Recency - Primacy - Reputation |
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Ratability
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A pitfall in this area occurs when a evaluator attempts to evaluate factors that are essentially unratable, such as interest in the job, loyalty, and attitude
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Relevancy
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This pitfall creeps into evaluations when essential elements of the job are omitted from consideration, when undue weight is given to an isolated incident, or when factors are included that don't contribute to performance.
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Relevancy error can be categorized as:
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-Deficiency
-Distortion -Contamination |
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Variability (Halo effect, strictness)
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This pitfall is evident when evaluations of a group of individuals do not show appropriate differences in individual performance
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Personal Bias
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This occurs when the evaluator allows his or her personal likes and dislikes of the individual being rated to influence the evaluation
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Recency
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This pitfall occurs when evaluations are disproportionately affected by the recent performances of gthe subordinate
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Primacy
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This pitfall involves being unduly influenced by the first impression made by the subordinate.
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Reputation
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Pitfall when evaluator allows past performance to influence the current periods
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Feedback
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Judgment/ one way communication
- active, on going process - reinforce current behavior or promote a change in behavior |
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What are the 2 types of feedback?
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-Preventative feedback
(proactive) before issues arise -Rehabilitative Feedback (Reactive) after issues arise |
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What are the 2 categories of counseling?
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-Personal situation counseling (event-oriented)
-Performance/professional growth counseling |
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Improvement Plan
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- improve subordinate
- improve job - improve situation |
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Approaches to Counseling
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- Directive (Supervisor-centered)
- Nondirective (Subordinate-centered) - Combined (Most common) |
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Counseling/Feedback Mistakes
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- personal bias
- rash judgment - stereotyping - loss of emotional control - inflexible methods/approaches - improper follow-up |
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Counseling/Feedback Process
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1-Plan the Session
2-Gather data & set agenda 3-Perpare the worksheet/document 4-Conduct Feedbak/Counseling Session -Open the session -Discuss the issue -Develop Action Plan -Close the session -Record/document -Follow-up |
