Lesson 11 - Evaluating Employee Performance

Question 1

Performance Appraisal## FootnoteLesson 11: Evaluating Employee Perf

Answer 1

refers to the regular review of an employee’s job performance and overall contribution to a company

Question 2

Peter Principle## FootnoteLesson 11: Evaluating Employee Perf

Answer 2

idea that individuals will continue to be promoted until they reach a position where they are no longer effective.

Question 3

360-Degree Feedback| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 3

Sources of relevant information about employee performance include supervisors, peers, subordinates, customers, and self-appraisal

Question 4

Multiple-source feedback| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 4

employee receives feedback from sources (e.g., clients, subordinates, peers) other than just his or her supervisor.

Question 5

Supervisors| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 5

most common performance appraisal

Question 6

Peers| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 6

come from employees who work directly with an employee

Question 7

Subordinate| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 7

• also called upward feedback * subordinates can provide a very different view about a supervisor’s behavior

Question 8

Customers| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 8

• feedback on employee performance by filing complaints or complimenting a manager* Organizations also seek customer feedback in the form of secret shoppers

Question 9

Self-appraisal| Feedback## FootnoteLesson 11: Evaluating Employee Perf

Answer 9

Allowing an employee to evaluate her own behavior

Question 10

Trait-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 10

concentrates on such employee attributes as dependability, honesty, and courtesy.

Question 11

Competency-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 11

employee’s knowledge, skills, and abilities

Question 12

Task-Focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 12

organized by the similarity of tasks that are performed

Question 13

Goal-focused| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 13

organizaing appraisal on the basis of goals to be accomplished by the employee

Question 14

Contextual Performance| Appraisal Methods## FootnoteLesson 11: Evaluating Employee Perf

Answer 14

the effort an employee makes to get along with peers

Question 15

Employee Comparison## FootnoteLesson 11: Evaluating Employee Perf

Answer 15

**employees can be compared with one another **instead of being rated individually on a scale

Question 16

Rank order| ratings## FootnoteLesson 11: Evaluating Employee Perf

Answer 16

employees are ranked from best to worst

Question 17

Paired Comparison## FootnoteLesson 11: Evaluating Employee Perf

Answer 17

group of employees to be ranked are compared one pair at a time.

Question 18

Forced Distribution| ratings## FootnoteLesson 11: Evaluating Employee Perf

Answer 18

• (Rank and Yank)* a predetermined percentage of employees are placed into a number of performance categories

Question 19

Objective Measures (Hard Measures)## FootnoteLesson 11: Evaluating Employee Perf

Answer 19

referred to as a “hard measure,” is a quantifiable and tangible metric used to assess performance, progress, or success. These measures are concrete and typically involve numerical data

Question 20

Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 20

• Graphic rating scale* Behavioral Checklist* Contamination

Question 21

Graphic rating scale| Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 21

involves rating employee performance on an interval or ratio scale

Question 22

Behavioral Checklist| Ratings of a Performance## FootnoteLesson 11: Evaluating Employee Perf

Answer 22

condition in which a criterion score is affected by things other than those under the control of the employee

Question 23

Management by Objective (MBO)## FootnoteLesson 11: Evaluating Employee Perf

Answer 23

designed to **include employees in the goal-setting process and define “success” by measuring accomplishments **against a clearly established set of objectives

Question 24

Frame-of-reference training| Train Raters## FootnoteLesson 11: Evaluating Employee Perf

Answer 24

the rater is provided with job-related information, a chance to practice ratings, examples of ratings made by experts, and the rationale behind the expert ratings

Question 25

**Critical incidents**## FootnoteLesson 11: Evaluating Employee Perf

Answer 25

supervisor **records** employee behaviors that were observed on the job and rates the employee on the basis of that record

Question 26

**Employee Performance Record**## FootnoteLesson 11: Evaluating Employee Perf

Answer 26

A standardized use of the critical-incident technique developed at General Motors. **Half of the sheet is used to record examples of good behaviors, and the other half to record examples of poor behaviors**

Question 27

**Distribution Errors**| rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 27

Rating errors in which a **rater will use only a certain part of a rating scale** when evaluating employee performance

Question 28

**Leniency Errors**

Answer 28

a rater consistently gives **all employee high ratings,** regardless of their actual levels of performance

Question 29

**Central tendency error**| rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 29

a rater consistently **rates all employees in the middle of the scale**, regardless of their actual levels of performance

Question 30

**Strictness Errors**

Answer 30

a rater consistently **gives all employees low ratings**, regardless of their actual levels of performance.

Question 31

**Halo Errors**| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 31

a rater **allows either a single attribute or an overall impression of an individual to affect the ratings **that she makes on each relevant job dimension

Question 32

**Proximity Errors**| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 32

occur when a **rating made on one dimension affects the rating made on the dimension that immediately follows it** on the rating scale

Question 33

**Contrast Errors**| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 33

The performance **rating one person receives can be influenced by the performance of a previously** evaluated person

Question 34

**Assimilation Error**| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 34

raters base their **rating of an employee during one rating period on the ratings the rater gave during a previous period**

Question 35

**Emotional State**| Rating error## FootnoteLesson 11: Evaluating Employee Perf

Answer 35

**Stress, bias, affect**

Question 36

**Employment-at-Will Doctrine**## FootnoteLesson 11: Evaluating Employee Perf

Answer 36

employers have the **right to hire and fire** an employee at will and **without any specific cause.**

Question 37

**Employment-at-will statements**## FootnoteLesson 11: Evaluating Employee Perf

Answer 37

Statements in employment applications and company **manuals** reaffirming an organization’s **right to hire and fire at will**

Question 38

**Legal Reasons for Terminating Employees**## FootnoteLesson 11: Evaluating Employee Perf

Answer 38

* Probationary Period* Violation of Company Rules* Inability to Perform* Reduction in Force (Layoff)

Question 39

**Elements for Effective Performance Appraisa**l Feedback:## FootnoteLesson 11: Evaluating Employee Perf

Answer 39

* **s**pecificity* **t**imeliness* **m**anner