Exam 3 Chapter 7

Question 1

Why Performance Appraisal?

Answer 1

Administrative 
(Personal Decisions)
-Promotion]
-Bonus
-Compensation
-Termination
-Transfer

Development
(Career Planning)
- Feedback (strengths/ Weakness)
- Identify training needs
- Set goals

Question 2

360 Feed back

Answer 2

The people who should be there:

Yourself, customers, subordinates, Peers (coworkers), supervisor

Question 3

What are factors that Influence Performance?

Answer 3

1. Motivation
2. Environment
3. Ability

P= f(A,M,E)

Question 4

Training Performance Appraises

Answer 4

1. Common Related error
2. Leniency or Strictness Error
3. Similar-to-me Errors
4. Recency errors
5. Contrast error
6. Halo errors/horn errors

Question 5

Error of central tendency

Answer 5

Rating employees all the same score.

Question 6

Leniency or strictness errors

Answer 6

◦Managers give out unusually high measures for average performance
◦Managers give out unusually low measures for average performance

Question 7

Similar-to-me errors

Answer 7

◦give out high measures because of similar things in common (commonalities)
◦for example if they support the same team
◦younger version of me

Question 8

Recency errors

Answer 8

◦It only focuses on the recent performance rather than the whole time
◦For example, if it looks for annual performance (recency error) the mangers will only look at 4
months before the measure is due

Question 9

Contrast errors

Answer 9

◦comparison between two persons
◦Comparison is key word
◦comparison between two employees rather than comparing performance measure with
employee

Question 10

Halo/horns errors

Answer 10

◦Halo error
‣ Raters will rate on the positive aspect rather than focusing on all performance measure
◦Horns error
‣ The managers will rate more on the negative aspects based on one or two things rather
than focusing on all the performance measure.

Question 11

How do you reduce rating errors

Answer 11

• more specific rating formats
• hold raters accountable for accuracy
• Performance appraisal training: understand errors
• Frame of reference training: understand standards

Question 12

intentional errors

Answer 12

◦purpose of making the errors

◦ agenda for what they are doing

Question 13

There will be a test on this

Answer 13

◦what does each of this errors means
‣ multiple choice on the correct definition
◦also there will be scenario questions like the one on brainscape
◦Also there might be a short answer question that you have to make a scenario for the error

Question 14

Trait methods

Answer 14

Access the extent of one individual to posses an important
trait or characteristic that is important to the job or the
organization. Criticism: it pays too much about the person
instead of what they do.

Question 15

Behavioral methods

Answer 15

• Behaviorally anchored rating scale (BARS)

* Behavioral observation scale (BOS)

Question 16

Difference between

• Behavioral observation scale (BOS)
• Behaviorally anchored rating scale (BARS)

(she said this is important)

Answer 16

BOS is based on the frequency of the behavior

Question 17

Behaviorally anchored rating scale (BARS)

Answer 17

set anchors that give benchmarks so individual know what to score the employees

Question 18

be able to identify location of the fire
◦1
‣ ????
◦2
◦3
‣ ????
◦4
◦5
‣ ????

Answer 18

◦1
‣ Never; about 5% of the times
◦3
‣ Sometimes; about 50% of the times
◦5
‣ Almost always; over 90% of the times

Question 19

MANAGEMENT BY OBJECTIVES

MBO

Answer 19

Philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager

Question 20

MANAGEMENT BY OBJECTIVES
(MBO)
What is this equivalent too

Answer 20

goals

Question 21

What MANAGEMENT BY OBJECTIVES

(MBO) purpose?

Answer 21

To make the employees make progress or improvement overtime

Question 22

What are the three components that Management by Objectives (MBO) has

Answer 22

◦1. Supervisors will set down with the employees and set a goal for them. In
other words, managers will assist the employees with setting the goals
◦2. Providing them with regular feedback. Sit down every month or quarter and
see the progress is going with the goals that they made
‣ goal is to monitor the goal and provide the feedback regarding their goals
◦3. Evaluation if they achieve the goals or not. If they achieved the goals you will
need to set more goals for the next evaluation. If they didn’t achieve the goals
maybe it was too ambitious and you need to set good goals

Question 23

Summary of Appraisal Methods

What are Advantage of Traits ?

Answer 23

• inexpensive

* easy to use

Question 24

Summary of Appraisal Methods

What are Disadvantages of Traits

Answer 24

• Poor for
feedback
• Potential for
Errors

Question 25

Summary of Appraisal Methods | What are Advantage of Behavior

Answer 25

• useful for providing feedback • accepted by employees • ok for rewards/promotion

Question 26

Summary of Appraisal Methods | What are the Disadvantages of Behavior

Answer 26

* time consuming | * costly

Question 27

Summary of Appraisal Methods | What are Advantage of Results

Answer 27

``` • objective • accepted by employees • encourage goal settings • ok for promotions/ rewards ```

Question 28

Summary of Appraisal Methods | What are Disadvantages of Results

Answer 28

• may be impacted by circumstances beyond employees controlled • Possibly to falsify results

Question 29

SETTING “SMART” GOALS

Answer 29

``` Specific Measurable Attainable Results oriented Target dates ```

Question 30

Conducting effective performance reviews | Before the review

Answer 30

* Prepare thoroughly * Consider both time & place in scheduling * Self-Assessment

Question 31

Conducting effective performance reviews | During the review

Answer 31

* Discuss strengths and weaknesses * Encourage participation, and listen carefully * Take a problem solving approach * Set joint goals for improvement * Set the follow-up meeting

Question 32

Criterion contamination:

Answer 32

Elements that affect the appraisal measures that are not part of the actual performance

Question 33

Strategic relevance:

Answer 33

Performance standards linked to organizational goals and competencies

Question 34

Reliability:

Answer 34

Measures that are consistent across raters and over time

Question 35

Criterion deficiency:

Answer 35

Aspects of actual performance | that are not measured

Question 36

Contamination

Answer 36

When someone is graded a performance that isn't part of their job. This is considered job contamination

Question 37

What are three types of performance appraisal

Answer 37

1. Trait methods 2. Behavioral methods 3. Result methods

Question 38

Result methods

Answer 38

measuring on sales, opening new accounts, essentially setting goals and achieving them. Your focus on achieving results hence the name.