Chapter 10 Flashcards
(21 cards)
What is Performance Management?
The process encompassing all activities related to improving employee performance, productivity, and effectiveness.
What is Task Performance?
Direct contribution to job-related processes.
What is Contextual Performance?
Indirect contribution to the organization’s social responsibility values.
What is a Graphic Rating Scale?
Lists traits with a range of performance for each; employees rated accordingly.
What is Paired Comparison?
List all employee pairs, indicate which performs better, rank based on counts.
What is Forced Distribution?
Ratees placed into performance categories based on predetermined percentages.
What is a Critical Incident?
Keep record of notable good or poor behavior to discuss during evaluations.
What are Narrative Forms?
Free-form written performance report.
What are Behaviorally Anchored Rating Scales (BARS)?
Uses narrative examples to anchor rating scales; combines narrative and quantitative feedback.
What is Management by Objectives (MBO)?
Focus on outcomes; evaluate based on results, not methods.
What is Electronic Performance Monitoring (EPM)?
Tech used for tracking employee performance electronically.
What are Appraisal Problems?
Includes unclear standards, halo effect, bias, central tendency, leniency/strictness, recency effect.
What is a 360-Degree Appraisal?
Feedback from all directions—supervisors, peers, subordinates, and self.
What are Formal Appraisal Interview Types?
supervisor and employee: review appraisal, and plan to remedy deficiencies and reinforce strengths
What is Handling Criticism?
Recognize defensiveness, don’t attack, postpone action if needed.
How should you be Conducting Interviews?
Be direct, compare to standards, use data, develop action plan.
What are Performance Rewards?
Merit pay or consequences based on goal achievement and standards.
What is a Career Development Discussion?
Discuss development opportunities aligning business needs and employee goals.
What are Legal/Ethical Issues in performance appraisal?
Use job analysis, clear dimensions, multiple raters, training, documentation.
What is the Future of Appraisals?
Shift towards regular coaching instead of formal appraisals.
Reliability vs. Validity
Validity (does it measure what it is supposed to) and reliability (does it consistently measure across employees). Must also be broad enough, specific enough and relevant to the job – tough to balance.
