CH 4 Flashcards
Performance Criterion
Standard by which you judge performance
Maximal performance
the very best a person can do
Typical performance
everything else, or an average of performance
WHY DO WE APPRAISE EMPLOYEES?
- admin decisions - employee development and feedback - criteria for research
Methods for Appraisal
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)
Method Pros and Cons: Objective
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.
How? Subjective methods
- ratings of performance
- based on subjective judgment
- Mostly done by supervisors
-multiple dimensions
(Eg. GRS, Bars and BOS)
Graphics Rating Scale
-ratings from poor to excellent
- multiple dimensions of performance depending on job
Behavior Based Forms
- rate behaviors that reflect dimensions
-Based on Critical Incidents (eg. Good of bad) - Three types: Mixed standard Scale MSS, Bars, bos
Critical Incidents Method
A critical incident is an event reflecting either effective or
ineffective behavior. Often there is an average behavior identified (eg. Writing communication)
Behaviorally anchored rating scales (BARS)
- 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)
Behavioral Observational Scale (BOS)
-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?)
Rater error
- ratings patterns that reflect inaccuracy
halo errors
Rating the same across dimensions (for that one person)
Distributional
Rating everyone the same : Leniency - everyone gets 5’s, severity - everyone sucks, poor ratings
Other influences on ratings?
-Liking of employees
- expectations
- mood of rater
-subordinate race
Fix Rater Error?
- 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
360 degree Feedback
-mostly used for mangers: peers and subordinates are getting feedback
- usually for developmental purposes
-anonymous and come from many sources
Performance Appraisal Law
They can be legally challenged
Ford Motor Case
Used forced distribution ratings (e.g. only 3 of you get a’s)
What matters in court cases with appraisal?
That the evaluation system is fair - not particularly good
