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Flashcards in Performance Deck (55)
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1

The total expected value to the organization of discrete behavioral episodes that an individual carries out over a standard period of time

Job performance

2

Behaviors under the control of the individual that contribute to organizational outcomes

Job performance

3

Are outcomes of behavior considered performance?

No because they are not necessarily under individual control

4

Behaviors that contribute to the production of goods and services

Task performance

5

Behavior that contributes to the social and psychological environment of the organization

Citizenship

6

Behavior that actively damages the organization

Counterproductive

7

Three types of performance

Task performance
Citizenship
Counterproductive

8

The process through which managers ensure that employees' activities and outputs contribute to the organization's goals

Performance management

9

The three parts of performance management

Specify those aspects of performance that are relevant to the organization (based on job analysis)
Measure/evaluate performance (performance appraisal)
Provide performance feedback

10

Three purposes of performance management

Strategic Purpose
Administrative Purpose
Developmental Purpose

11

effective performance management helps the organization achieve its business objectives

Strategic Purpose

12

refers to the ways in which organizations use the system to provide information for day-to-day decisions about salary, benefits, and recognition programs

Administrative Purpose

13

serves as a basis for developing employees' knowledge and skills

Developmental Purpose

14

The extent to which a measurement tool actually measures what it is intended to measure

Validity

15

Performance measure is deficient to the extent that

it does not measure all the important aspects

16

performance measure is contaminated to the extend that

some of what it measures is irrelevant

17

Describes the consistency of the results that the performance measure will deliver

Reliability

18

consistency of results when more than one person measures performance

Inter-rater Reliabililty

19

consistency of the results over time

test-retest reliability

20

correlation between performance measures at different points of time

temporal consistency

21

the extend to which the true value of a measure remains constant over time

Stability

22

_____ should specifically tell employees what is expected and how they can meet those expectations

Performance appraisals

23

Three ways we measure performance

Objective Data
Personnel Data
Judgmental/Subjective Measures

24

Look at the actual, quantifiable results of work

Objective Data

25

Ask people about others' performance

Judgmental/Subjective Measures

26

Performance Appraisal method that requires the rater to compare on individuals performance with that of the other

Comparative Approach

27

Managers must rank employees in their group from highest performer to the poorest performer

Simple ranking

28

While easy to use, comparison based appraisals (4)

Provide little information for feedback
Difficult to interpret
Hurt morale
Vulnerable to legal attacks

29

This measurement assesses employees in terms of characteristic or trait believed to be desirable.
Can be applied to a wide variety of jobs and organizations, however are rarely linked to organization strategy

Attribute Approach

30

lists traits and provides a rating scale for each trait

Graphic Rating Scale