7.8 Summary

Question 1

components of appraisal generally serves what two purposes?

Answer 1

1) to inform incumbents where they stand, and 2) to further develop and guide individuals to perform better.

Question 2

What actions may improve performance?

Answer 2

Compensation; letting workers to design their own jobs; goal setting

Question 3

What is construct validity?

Answer 3

How well a test measures what it claims to measure; measures a complicated psychological trait or skill such as intelligence or personality

Question 4

What is content validity?

Answer 4

The extent to which an assessment is relevant to the content of the job

Question 5

What is the drawback to peer appraisal?

Answer 5

The validity of peer appraisals is reduced somewhat if the organizational reward system is highly competitive and based on performance, and if there is a low level of trust among subordinates.

Question 6

What Is the Relationship Between Performance Appraisal Systems and Compensation and Training and Development?

Answer 6

Performance appraisal (part of performance management) drives salary increases as well placement decisions

Question 7

What Three Factors Make a Performance Appraisal Instrument Valid or Invalid?

Answer 7

Incomplete or inaccurate information, poor communication (lack of clarity) and rating errors

Question 8

What Uses of Performance Appraisal Are Considered Administrative Actions?

Answer 8

1. Promotion 2. Wage and salary decisions 3. Validation of employee selection approaches 4. Evaluation of training effectivenes

Question 9

What Uses of Performance Appraisal Are Considered Developmental Actions?

Answer 9

1. Feedback for performance improvement 2. Identification of training needs 3. Career planning