chapter 8 Flashcards
(14 cards)
1
Q
Performance
Management
A
The means through which managers ensure that employees’ activities and outputs are congruent with the organization’s goals.
2
Q
Performance
Appraisal
A
The process through which an organization gets information on how well an employee is doing his or her job.
3
Q
Performance
Feedback
A
The process of providing employees
information regarding
their performance
effectiveness.
4
Q
Strategic
Congruence
A
The extent to which the performance management system elicits job performance that is consistent with the organization’s strategy, goals, and culture.
5
Q
Validity
A
The extent to which a performance measure assesses all the relevant—and only the relevant—aspects of job performance.
6
Q
Reliability
A
The consistency of a performance measure; the degree to which a performance measure is free from random error. .
7
Q
Acceptability
A
The extent to which a
performance measure
is deemed to be satisfactory or adequate by
those who use it.
8
Q
Specificity
A
a performance measure gives detailed guidance to employees about what is expected of them and how they can meet these expectations.
9
Q
Competencies
A
Sets of skills, knowledge, abilities, and personal characteristics that enable employees to successfully perform their jobs.
10
Q
Competency
models
A
Identify and provide descriptions of competencies that are common for an occupations, organization, job family, or specific job.
11
Q
Upward Feedback
A
Managerial performance appraisal that involves subordinates’ evaluations of the manager’s behavior or skills.
12
Q
360-Degree
Appraisal
A
A performance appraisal process for managers that includes evaluations from a wide range of persons who interact with the manager. The process includes selfevaluations as well as evaluations from the manager’s boss, subordinates, peers, and customers.
13
Q
Appraisal Politics
A
A situation in which
evaluators purposefully distort ratings to
achieve personal or
company goals.
14
Q
Calibration
Meetings
A
Meetings attended by managers in which employee performance ratings are discussed and evidence supporting the ratings is provided. The purpose of the meetings is to reduce the influence of rating errors and politics on performance appraisals.
