Chap 7: EVALUATING EMPLOYEE PERFORMANCE

Question 1

Step 1:

Answer 1

Determine the Reason for Evaluating Employee Performance

Question 2

Determine the Reason for Evaluating Employee Performance

Answer 2

Step 1

Question 3

• is an excellent time to meet with employees to discuss their strengths and weaknesses.
• A meeting between a supervisor and a subordinate for the purpose of discussing performance appraisal results

Answer 3

Performance appraisal review

Question 4

purpose of
Step 1: Determine the Reason for Evaluating Employee Performance

Answer 4

• Provide employee training and feedback
• Determining salary increases
• Making promotion decisions
• making termination decisions
• conducting personnel research

Question 5

Step 2:

Answer 5

Identify Environmental and Cultural Limitations

Question 6

Identify Environmental and Cultural Limitations

Answer 6

Step 2

Question 7

Step 3:

Answer 7

Determine Who Will Evaluate Performance

Question 8

Determine Who Will Evaluate Performance

Answer 8

Step 3

Question 9

• A performance appraisal system in which feedback is obtained from multiple sources such as supervisors, subordinates, and peers.

Answer 9

360-degree feedback

Question 10

A performance appraisal strategy in which an employee receives feedback from sources (e.g., clients, subordinates, peers) other than just his or her supervisor

Answer 10

Multiple-source feedback

Question 11

Half of 360 degree
limited
comprehensive than multiple source

Answer 11

180 degree evaluation

Question 12

Three types of feedback/evaluation

Answer 12

• 360-degree feedback
• Multiple-source feedback
• 180 degree evaluation

Question 13

Five feedback sources

Answer 13

• Supervisor
• Peers
• Customers
• Subordinates
• Self-Appraisal

Question 14

Step 4:

Answer 14

Select the Best Appraisal Methods to Accomplish Your Goals

Question 15

Select the Best Appraisal Methods to Accomplish Your Goals

Answer 15

Step 4:

Question 16

5 dimensions under
Decision 1: Focus of the Appraisal Dimensions

Answer 16

• Trait-Focused Performance Dimensions
• Competency-Focused Performance Dimensions
• Task-Focused Performance Dimensions
• Goal-Focused Performance Dimensions

Question 17

3 decisions under
Step 4: Select the Best Appraisal Methods to Accomplish Your Goals

Answer 17

Decision 1: Focus of the Appraisal Dimensions
Decision 2: Should Dimensions Be Weighted?
Decision 3: Use of Employee Comparisons, Objective Measures, or Ratings

Question 18

• the effort an employee makes to
  get along with peers, improve the organization, and perform tasks that are needed but are not necessarily an official part of the employee’s job description

Answer 18

• Contextual Performance

Question 19

• A method of performance appraisal in which employees are ranked from best to worst.

Answer 19

Rank order

Question 20

2 ways of evaluating performance under Decision 3: Use of Employee Comparisons, Objective
Measures, or Ratings

Answer 20

• Employee comparison
• Objective measures

Question 21

-A type of objective criterion used to measure job performance by counting the number of relevant job behaviors that occur.

Answer 21

Quantity

Question 22

• A type of objective criterion used to measure job performance by comparing a job behavior with a standard.

Answer 22

Quality

Question 23

Step 5:

Answer 23

Train Raters

Question 24

Train Raters

Answer 24

Step 5:

Question 25

- provides raters with job-related information, practice in rating, and examples of ratings made by experts as well as the rationale behind those expert ratings

Answer 25

Frame-of-reference training

Question 26

Step 6:

Answer 26

Observe and Document Performance

Question 27

Observe and Document Performance

Answer 27

Step 6:

Question 28

Step 7:

Answer 28

Evaluate Performance

Question 29

Evaluate Performance

Answer 29

Step 7:

Question 30

When it is time to appraise an employee’s performance, a supervisor should first obtain and review the objective data relevant to the employee’s behavior.

Answer 30

Obtaining and Reviewing Objective Data

Question 31

- the supervisor should go back and read all of the critical incidents written for an employee. - Reading these incidents should reduce errors of primacy, recency, and attention to unusual information.

Answer 31

Reading Critical-Incident Logs

Question 32

Step 8:

Answer 32

Communicate Appraisal Results to Employees

Question 33

Communicate Appraisal Results to Employees

Answer 33

Step 8:

Question 34

the most important use of performance-evaluation data is to provide feedback to the employee and assess her strengths and weaknesses so that further training can be implemented

Answer 34

Step 8: Communicate Appraisal Results to Employees

Question 35

3 things to prepare prior to the interview

Answer 35

- allocating time - Scheduling the interview - Preparing for the interview

Question 36

Step 9:

Answer 36

Terminate Employees

Question 37

4 under the Legal Reasons for Terminating Employees

Answer 37

- probationary period - violation of company rules - inability to perform - reduction in force (layoff)

Question 38

Step 10:

Answer 38

Monitor the Legality and Fairness of the Appraisal System