CH 4

Question 1

Performance Criterion

Answer 1

Standard by which you judge performance

Question 2

Maximal performance

Answer 2

the very best a person can do

Question 3

Typical performance

Answer 3

everything else, or an average of performance

Question 4

WHY DO WE APPRAISE EMPLOYEES?

Answer 4

• admin decisions - employee development and feedback - criteria for research

Question 5

Methods for Appraisal

Answer 5

Objective: counts of behavior (eg. days absent), result of behaviors (eg. units sold)
Subjective: Human judgments of performance, rating by supervisors (eg. Can’t use this if they do not really report to supervisors —> Makayla)

Question 6

Method Pros and Cons: Objective

Answer 6

Pros: consistent standard with jobs, not biased on judgment, easily quantified, face validity-bottom Line oriented

Cons: not always applicable (eg. Certain jobs), performance not always under individuals control, too simplistic.

Question 7

How? Subjective methods

Answer 7

• ratings of performance
• based on subjective judgment
• Mostly done by supervisors
  -multiple dimensions

(Eg. GRS, Bars and BOS)

Question 8

Graphics Rating Scale

Answer 8

-ratings from poor to excellent
- multiple dimensions of performance depending on job

Question 9

Behavior Based Forms

Answer 9

• rate behaviors that reflect dimensions
  -Based on Critical Incidents (eg. Good of bad)
• Three types: Mixed standard Scale MSS, Bars, bos

Question 10

Critical Incidents Method

Answer 10

A critical incident is an event reflecting either effective or
ineffective behavior. Often there is an average behavior identified (eg. Writing communication)

Question 11

Behaviorally anchored rating scales (BARS)

Answer 11

• behaviors from poor to excellent: # associated with behaviors
• Rater indicates which best reflect person
• employee given score for each item (eg. Animal keeper gets rated 1 to 7 on cleanliness)

Question 12

Behavioral Observational Scale (BOS)

Answer 12

-List of behaviors: poor or excellent
- rater indicates how often employee does each behavior using %
weakness: behaviors vary in criticality so frequency is not equally important (eg. Animal Keeper in record taking tasks?)

Question 13

Rater error

Answer 13

• ratings patterns that reflect inaccuracy

Question 14

halo errors

Answer 14

Rating the same across dimensions (for that one person)

Question 15

Distributional

Answer 15

Rating everyone the same : Leniency - everyone gets 5’s, severity - everyone sucks, poor ratings

Question 16

Other influences on ratings?

Answer 16

-Liking of employees
- expectations
- mood of rater
-subordinate race

Question 17

Fix Rater Error?

Answer 17

• error resistant rating forms:BARS, BOS - because of how specific behaviors
• Rater Training: error training (eg. Training supervisors)
  -Frame of reference training: explain what is means and provide practice and feedback

Question 18

360 degree Feedback

Answer 18

-mostly used for mangers: peers and subordinates are getting feedback
- usually for developmental purposes
-anonymous and come from many sources

Question 19

Performance Appraisal Law

Answer 19

They can be legally challenged

Question 20

Ford Motor Case

Answer 20

Used forced distribution ratings (e.g. only 3 of you get a’s)

Question 21

What matters in court cases with appraisal?

Answer 21

That the evaluation system is fair - not particularly good