TOS C: Performance Management and Appraisal - Dessler Flashcards
Evaluating an employee’s current and/or past performance relative to his or her performance standards.
Performance appraisal
A scale that lists a number of traits and a range of performance for each. The employee is then rated by identifying the score that best describes his or her level of performance for each trait.
Graphic rating scale
Ranking employees from best to worst on a particular trait, choosing highest, then lowest, until all are ranked.
Alternation ranking method
Ranking employees by making a
chart of all possible pairs of the employees for each trait and indicating which is the better employee of the pair.
paired comparison method
Similar to grading on a curve; pre-
determined percentages of ratees are placed in various performance
categories.
Forced Distribution Method
Keeping a record of uncommonly
good or undesirable examples of an
employee’s work-related behavior
and reviewing it with the employee
at predetermined times.
Critical Incident Method
assessment helps the employee understand where his or her performance was good or bad, and how to improve that performance.
Narrative Forms
An appraisal method that aims at combining the benefits of narrative critical incidents and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance.
Behaviorally Anchored Rating Scales
It requires the manager to set specific measurable organizationally relevant goals with each employee, and then periodically discuss the latter’s progress toward these goals.
Management by Objectives
Having supervisors electronically monitor the amount of computerized data an employee is processing per day, and thereby his or her performance.
Electronic performance monitoring (EPM)
An appraisal that is too open to interpretation.
Unclear standards
In performance appraisal, the problem that occurs when a supervisor’s rating of a subordinate on one trait biases the rating of that person on other traits.
Halo effect
A tendency to rate all employees the same way, such as rating them all average.
Central tendency
The problem that occurs when a
supervisor has a tendency to rate all subordinates either high or low.
strictness/leniency
The tendency to allow individual
differences such as age, race, and
sex to affect the appraisal ratings
employees receive.
Bias
An interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths.
appraisal interview
It is a organizationwide programs that integrate all functions and processes of the business such that all aspects of the business including design, planning, production, distribution, and field service
Total quality management (TQM) programs
The continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning their performance with the organization’s goals.
Performance management
