Chapter 11

Question 1

Quantitative measures of job performance.

Answer 1

performance metrics

Question 2

if it fails to include all of the dimensions relevant to job performance

Answer 2

criterion deficient

Question 3

A corporatewide, overall performance measure typically incorporating
financial results, process improvements, customer service, and
innovation

Answer 3

balanced scorecard approach

Question 4

A type of performance appraisal format that requires that the rater compare
employees against each other to determine the relative ordering of the group on
some performance measure

Answer 4

ranking formats

Question 5

A type of performance appraisal format in which the rater compares or ranks
each employee relative to each other employee

Answer 5

straight ranking

Question 6

A job evaluation method that involves ordering the job description
alternately at each extreme.

Answer 6

alternation ranking

Question 7

A ranking job evaluation method that involves comparing all possible pairs of
jobs under study.

Answer 7

paired comparison ranking

Question 8

A type of performance appraisal format that requires that raters evaluate
employees on absolute measurement scales that indicate varying levels of
performance

Answer 8

rating formats

Question 9

Appraisal system characterized by (1) one or more performance standards
being developed and defined for the appraiser and (2) each performance
standard having a measurement scale indicating varying levels of
performance on that dimension.

Answer 9

standard rating scale

Question 10

Variants on standard rating scales in which the various scale levels are
anchored with behavioral descriptions directly applicable to jobs being
evaluated

Answer 10

behaviorally anchored rating scales

Question 11

An employee planning, development, and appraisal procedure in which a
supervisor and a subordinate, or group of subordinates, jointly identify
and establish common performance goals

Answer 11

management by objectives

Question 12

An open-ended performance appraisal format. The descriptors used can range from
comparisons with other employees to adjectives, behaviors, and goal
accomplishment.

Answer 12

essay format

Question 13

A rating method that assesses employee performance from five points of view:
supervisor, peer, self, customer, and subordinate.

Answer 13

360 degree feedback

Question 14

allowing nonperformance factors to affect performance scores.

Answer 14

criterion contamination

Question 15

an appraiser giving favorable ratings to al job duties based on impressive performance in just one function

Answer 15

halo error

Question 16

downgrading an employee across all performance dimensions exclusively because of poor performance in one dimension

Answer 16

horn error

Question 17

developing a negative or positive opinion of an employee early in the review period and allowing that to negatively or positively influence all later perceptions of performance

Answer 17

first impression error

Question 18

allowing performance, good or bad, at the end of the review period to play too large a role in determining an employees rating

Answer 18

recency error

Question 19

consistently rating higher than deserved

Answer 19

leniency error

Question 20

rating individuals lower than is deserved

Answer 20

severity error

Question 21

giving better ratings to individuals who are like the rater in behavior or personality

Answer 21

clone error

Question 22

Continuing to downgrade an employee for performance errors in prior rating periods

Answer 22

spillover error

Question 23

Training that enables performance appraisers to identify and suppress
psychometric errors such as leniency, severity, central tendency, and halo
errors when evaluating employee performance.

Answer 23

rater error training

Question 24

Training that gives performance appraisers a frame of reference for making
ratee appraisals

Answer 24

performance standard training

Question 25

Benchmark case that interpreted performance evaluation as a test,
subject to validation requirements, and used these evaluations based on
a rating format to lay off employees, resulting in a disproportionate of
minorities being discharged.

Answer 25

brito v. zia company

Question 26

The mechanisms through which levels are translated into pay increases and,
therefore, dictate the size and time of the pay reward for good performance

Answer 26

pay increase guidelines

Question 27

Pay increases tied to a progression pattern based on seniority. To the extent
performance improves with time on the job, this method has the rudiments of
paying for performance

Answer 27

seniority increases

Question 28

exposes supervisors to the performance dimensions to be used in rating thus making sure everyone is on the same page

Answer 28

performance-dimension training