Organizational Behavior Psychology

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performance appraisals

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the formalized means of assessing worker performance in comparison to certain established organizational standards

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performance criteria

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measures used to determine successful and unsuccessful job performance

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objective performance criteria

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measures of job performance that are easily quantified

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subjective performance criteria

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measures of job performance that typically consist of ratings or judgements of performance

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criterion relevance

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the extent to which the means of appraising performance is pertinent to job success

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criterion contamination

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the extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness

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criterion deficiency

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the degree to which a criterion falls short of measuring job performance

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criterion usefulness

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the extent to which a performance criterion is usable in appraising a particular job

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360-degree feedback

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a method of gathering performance appraisals from a worker's supervisors, subordinates, peers, customers, and other relevant parties.

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comparative methods

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performance appraisal methods involving comparisons of one worker's performance against that of other workers

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rankings

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performance appraisal methods involving the ranking of supervises from best to worst

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paired comparison

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performance appraisal method in which the rater compares each worker with each other worker in the group

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forced distributions

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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

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performance appraisal methods that evaluate an employee by himself or herself, without explicit reference to other workers

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graphic rating scales

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performance appraisal methods using a predetermined scale to rate the worker on important job dimensions

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behaviorally anchored rating scales (BARS)

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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)

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performance appraisal methods that require appraisers to recall how often a worker has been observed performing key work behaviors

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checklists

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performance appraisal methods using a series of statements about job performance

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narratives

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open-ended written accounts of a worker's performance used in performance appraisals

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leniency error

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the tendency to give all workers very positive performance appraisals

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severity error

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the tendency to give all workers very negative performance appraisals

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central tendency error

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the tendency to give all workers the midpoint rating in performance appraisals

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halo effect

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an overall positive evaluation of a worker based on one known positive characteristic or action

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recency effect

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the tendency to give greater weight to recent performance and lesser weight to earlier performance

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causal attribution

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the process by which people assign cause to events or behaviors

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actor-observer bias

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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

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the process of giving information to a worker about performance level with suggestions for future improvement