Chapter 10 Flashcards
(23 cards)
Unclear performance standards
An appraisal scale that is to open to interpretation of treats and standards
Contextual performance
An individuals indirect contribution to the organization by improving the organizational, Social, and physiological behaviors that contribute to organizational effectiveness beyond those specified for the job
Formal appraisal discussion
Interview in which the supervisor and employee review the appraisal and make plans to remedy deficiencies and reinforced strengths
Bias
The tendency to allow individual differences such as age, visible minority status, ethnicity, indigenous group membership, and gender affiliation to affect employees appraisal ratings.
Performance appraisals
Evaluating an employees current and/or past performance relative to the performance standards.
Behaviorally anchored rating scale
(BARS) Add appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale by specific narrative examples of good and poor performance
Graphic Rating scale
A scale that lists number of traits and range of performance for each. The employee is then rated by identifying the score that best describes their level performance for each trait.
Central tendency
A tendency to rate all employees in the middle of the scale
Performance appraisal process
A three-step appraisal method involving one setting work standards, to assessing the employees actual performance relative to those standards, and three providing feedback to the employee to help eliminate performance deficiencies or to continue to perform above par.
Management by objectives
(MBO) involves setting specific measurable goals with the employee involved in the goalsetting process and periodically reviewing the progress made.
Appraisal bias
The tendency to allow individual difference, such as age, sex, and race, To affect the appraisal ratings that these employees receive
Alternation ranking method
Ranking employees from best to worst on a particular trait.
Task performance
Individuals direct contribution to the job related process
Forced distribution method
Predetermined percentages of ratees are placed in various performance categories.
Recency effect
The rating error that occurs when ratings are based on the employees most recent performance rather than on performance throughout the appraisal.
Paired Comparison method
Ranking employees by making a chart of all possible pairs of employees for each trade and indicating the better employee of the pair
Similar to me bias
The tendency to give high performance ratings to employees who are perceived to be similar to the rater in someway
Performance management
The process encompassing all activities related to improving employee performance, productivity, and effectiveness.
Coaching
A process for improving work performance, and a frequent contact, hands-on process aimed to help employees improve performance and capabilities
360° appraisal
A performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee, supervisors, and customers.
Strictness/leniency
The problem that occurs when a supervisor has a tendency to rate all employees either low or high
Task performance
An individuals direct contribution to their job related process
Unclear performance standards
An appraisal scale that is to open to interpretation of traits and standards
