Ch 5

Question 1

Judgement performance measure

Answer 1

Evaluation made of the effectiveness of an individual’s work behavior, most often by supervisors in the context of a yearly performance evaluation

Question 2

Hands on performance measurement

Answer 2

Type of measurement that requires an employee to engage in work related tasks, usually include carefully constructed simulations of central or critical pieces of work that involve single worker

Question 3

Walk through testing

Answer 3

Type of measurement that requires an employee to describe to an interviewer in detail how to complete a task or job related behavior. Employee may literally walk through the facility answering questions

Question 4

Electronic performance monitoring

Answer 4

Monitoring work processes with electronic devices: can be very cost effective and has the potential for providing detailed and accurate work logs

Question 5

Performance management

Answer 5

System they emphasizes the link between individual behavior and organizational strategies and goals by managers and the people who report to them

Question 6

Task performance

Answer 6

Proficiency with which job incumbents perform activities that are formally recognized as a part of their job

Question 7

Counter productive work behavior

Answer 7

Voluntary behavior that violates significant organizational norms and threatens the well being of the organization its members or both

Question 8

Objective performance measure

Answer 8

Usually a quantitative count of the results of work such as sales volume, complaint letters, and output

Question 9

Duties

Answer 9

Groups of similar tasks: each duty involves a segment of work directed at one of the general goals of a job

Question 10

Critical incidents

Answer 10

Examples of behavior that app we “critical” in determining whether performance would be good, average, or poor in specific performance areas

Question 11

Graphic rating scales

Answer 11

graphic display of performance scores that run from high on one end to low on the other

Question 12

Checklist

Answer 12

List of behaviors presented to a rarer who placed a check next to each of the items that best or least describes a ratee

Question 13

Weighted checklist

Answer 13

Checklist that includes items that have values or weights assigned to them that are derived from the expert judgements of incumbents and supervisors of the position in question

Question 14

Forced choice format

Answer 14

Format that requires the rater to choose two statements or of four that can describe the ratee

Question 15

Behavorially anchored rating scale

Answer 15

Rating format that includes behaviorial anchors describing what a worker has done or might be expected to do in an area

Question 16

Behavioral observation scale

Answer 16

Format that asks the rater to consider how frequently an employee has been seen to act in a particular way

Question 17

Employee comparison methods

Answer 17

Form of evaluation that involves the direct comparison of one person with another

Question 18

Simple ranking

Answer 18

Ranking of employees from top to bottom according to their assessed proficiency on some dimension, duty area, or standard

Question 19

Paired comparison

Answer 19

Technique in which each employee in a work group or collection of individuals with the same job title is compared with every other individual in the group on the various dimensions being considered

Question 20

360 degree feedback

Answer 20

Process of collecting and providing a manager or executive with feedback from many sources, including supervisors, peers, subordinates, customers and suppliers

Question 21

Rating error

Answer 21

Inaccuracies in ratings that may be actual errors or intentional or systematic distortions

Question 22

Central tendency error

Answer 22

error in which refers choose a middle point on the scale to describe performance, even through a more extreme point might better describe the employee

Question 23

Halo error

Answer 23

Error that occurs when a rater assigns the same rating to an employee on a series of dimensions creating a halo that causes all the ratings to be similar

Question 24

Psychometric training

Answer 24

Training they makes raters aware of common rating errors in hope this will reduce the likelihood of errors

Question 25

Frame of reference training

Answer 25

Training based on the assumption that s rater needs a context

Question 26

4 things for frame of reference

Answer 26

1. Providing information on the multidimensional nature of performance 2. Ensuring that the raters understand the meaning of anchors on the scale 3. Engaging in practicing rating exercises 4. Providing feedback on practice exercises

Question 27

Selection concerns

Answer 27

Choice of assessment methods, determine incremental validity of selection instruments, determine a selection ratio, and determine utility