Chapter 4

Question 1

Performance Appraisal

Answer 1

The formal procedures that an organization uses to assess job performance of employees.

Question 2

Merit Pay

Answer 2

Tie raises to the level of job performance.

Question 3

Theoretical Criterion

Answer 3

The idea of what good performance is.

Question 4

Actual Criterion

Answer 4

Way in which the theoretical criterion is assessed or operationalized.

Question 5

Criterion Contamination

Answer 5

The part of the actual criterion that reflects something other than what it was designed to measure.

Question 6

Criterion Deficiency

Answer 6

The actual criterion does not adequately cover the entire theoretical criterion.

Question 7

Criterion Relevance

Answer 7

Extent to which the actual criterion assesses the theoretical criterion it is designed to measure, or its construct validity.

Question 8

Dynamic Criterion

Answer 8

Variability of performance over time, performance and not standard that changes.

Question 9

Contextual Performance

Answer 9

Extra voluntary things employees do to benefit their coworkers and organizations.

Question 10

Objective Measures

Answer 10

Counts of various behaviors or of the results of job behaviors.

Question 11

Subjective Measures

Answer 11

Ratings by people who should be knowledgeable about the person’s job performance.

Question 12

Incentive System

Answer 12

Pays employees for what they produce, such as a commission or piece rate.

Question 13

Graphic Rating Form

Answer 13

Used to assess individuals on several dimensions of performance.

Question 14

Behavior-Focused Rating Form

Answer 14

Concentrate on behaviors that the person has done or could be expected to do.

Question 15

Behaviorally Anchored Rating Scale (BARS)

Answer 15

Rating scale in which the response choices are defined in behavioral terms.

Question 16

Mixed Standard Scale (MSS)

Answer 16

Provides the rater with a list of behaviors that vary in their effectiveness.

Question 17

Behavior Observation Scale (BOS)

Answer 17

Contains items that are based on critical incidents, making it somewhat like an MSS.

Question 18

Critical Incident

Answer 18

An event reflecting either effective or ineffective behavior by an employee.

Question 19

Schemata

Answer 19

Used to help interpret and organize their experiences.

Question 20

Stereotype

Answer 20

Belief about characteristics of the members of a group.

Question 21

Prototype

Answer 21

A model of some characteristics or type of person.

Question 22

Halo Error

Answer 22

Occurs when a rater gives an individual the same rating across all rating dimensions, despite differences in performance across dimensions.

Question 23

True Halo

Answer 23

An employee really performs at the same level on all dimensions.

Question 24

Distributional Errors

Answer 24

Occurs when a rater tends to rate everyone the same.

Question 25

Leniency Errors

Answer 25

Occur when the rater rates everyone at the favorable end of the performance scale.

Question 26

Severity Errors

Answer 26

Occur when the rater rates everyone at the unfavorable end of the performance scale.

Question 27

Central Tendency

Answer 27

Occur when a rater rates everyone in the middle of the performance scale.

Question 28

Rater Error Training

Answer 28

Familiarize raters with rater errors and to teach them to avoid these rating patterns.

Question 29

Frame of Reference Training

Answer 29

Attempts to provide a common understanding of the rating task.

Question 30

360-Degree Feedback

Answer 30

Use of multiple perspectives for manager feedback.