Lesson 11 - Evaluating Employee Performance

Question 1

Performance Appraisal## FootnoteLesson 11: Evaluating Employee Perf

Answer 1

refers to the regular review of an employee’s job performance and overall contribution to a company

Question 2

Peter Principle## FootnoteLesson 11: Evaluating Employee Perf

Answer 2

idea that individuals will continue to be promoted until they reach a position where they are no longer effective.

Question 3

360-Degree Feedback| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 3

Sources of relevant information about employee performance include supervisors, peers, subordinates, customers, and self-appraisal

Question 4

Multiple-source feedback| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 4

employee receives feedback from sources (e.g., clients, subordinates, peers) other than just his or her supervisor.

Question 5

Supervisors| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 5

most common performance appraisal

Question 6

Peers| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 6

come from employees who work directly with an employee

Question 7

Subordinate| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 7

• also called upward feedback * subordinates can provide a very different view about a supervisor’s behavior

Question 8

Customers| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 8

• feedback on employee performance by filing complaints or complimenting a manager* Organizations also seek customer feedback in the form of secret shoppers

Question 9

Self-appraisal| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 9

Allowing an employee to evaluate her own behavior

Question 10

Trait-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 10

concentrates on such employee attributes as dependability, honesty, and courtesy.

Question 11

Competency-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 11

employee’s knowledge, skills, and abilities

Question 12

Task-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 12

organized by the similarity of tasks that are performed

Question 13

Goal-focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 13

organizaing appraisal on the basis of goals to be accomplished by the employee

Question 14

Contextual Performance| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 14

the effort an employee makes to get along with peers

Question 15

Employee Comparison## FootnoteLesson 11: Evaluating Employee Perf

Answer 15

**employees can be compared with one another **instead of being rated individually on a scale

Question 16

Rank order| ratings## FootnoteLesson 11: Evaluating Employee Perf

Answer 16

employees are ranked from best to worst

Question 17

Paired Comparison## FootnoteLesson 11: Evaluating Employee Perf

Answer 17

group of employees to be ranked are compared one pair at a time.

Question 18

Forced Distribution| ratings## FootnoteLesson 11: Evaluating Employee Perf

Answer 18

• (Rank and Yank)* a predetermined percentage of employees are placed into a number of performance categories

Question 19

Objective Measures (Hard Measures)## FootnoteLesson 11: Evaluating Employee Perf

Answer 19

referred to as a “hard measure,” is a quantifiable and tangible metric used to assess performance, progress, or success. These measures are concrete and typically involve numerical data

Question 20

Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 20

• Graphic rating scale* Behavioral Checklist* Contamination

Question 21

Graphic rating scale| Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 21

involves rating employee performance on an interval or ratio scale

Question 22

Behavioral Checklist| Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 22

condition in which a criterion score is affected by things other than those under the control of the employee

Question 23

Management by Objective (MBO)## FootnoteLesson 11: Evaluating Employee Perf

Answer 23

designed to **include employees in the goal-setting process and define “success” by measuring accomplishments **against a clearly established set of objectives

Question 24

Frame-of-reference training| Train Raters## FootnoteLesson 11: Evaluating Employee Perf

Answer 24

the rater is provided with job-related information, a chance to practice ratings, examples of ratings made by experts, and the rationale behind the expert ratings

Question 25

Critical incidents## FootnoteLesson 11: Evaluating Employee Perf

Answer 25

supervisor records employee behaviors that were observed on the job and rates the employee on the basis of that record

Question 26

Employee Performance Record## FootnoteLesson 11: Evaluating Employee Perf

Answer 26

A standardized use of the critical-incident technique developed at General Motors. Half of the sheet is used to record examples of good behaviors, and the other half to record examples of poor behaviors

Question 27

Distribution Errors| rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 27

Rating errors in which a rater will use only a certain part of a rating scale when evaluating employee performance

Question 28

Leniency Errors

Answer 28

a rater consistently gives all employee high ratings, regardless of their actual levels of performance

Question 29

Central tendency error| rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 29

a rater consistently rates all employees in the middle of the scale, regardless of their actual levels of performance

Question 30

Strictness Errors

Answer 30

a rater consistently gives all employees low ratings, regardless of their actual levels of performance.

Question 31

Halo Errors| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 31

a rater **allows either a single attribute or an overall impression of an individual to affect the ratings **that she makes on each relevant job dimension

Question 32

Proximity Errors| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 32

occur when a rating made on one dimension affects the rating made on the dimension that immediately follows it on the rating scale

Question 33

Contrast Errors| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 33

The performance rating one person receives can be influenced by the performance of a previously evaluated person

Question 34

Assimilation Error| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 34

raters base their rating of an employee during one rating period on the ratings the rater gave during a previous period

Question 35

Emotional State| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 35

Stress, bias, affect

Question 36

Employment-at-Will Doctrine## FootnoteLesson 11: Evaluating Employee Perf

Answer 36

employers have the right to hire and fire an employee at will and without any specific cause.

Question 37

Employment-at-will statements## FootnoteLesson 11: Evaluating Employee Perf

Answer 37

Statements in employment applications and company manuals reaffirming an organization’s right to hire and fire at will

Question 38

Legal Reasons for Terminating Employees## FootnoteLesson 11: Evaluating Employee Perf

Answer 38

• Probationary Period* Violation of Company Rules* Inability to Perform* Reduction in Force (Layoff)

Question 39

Elements for Effective Performance Appraisal Feedback:## FootnoteLesson 11: Evaluating Employee Perf

Answer 39

• specificity* timeliness* manner