Ch 5: Performance Management Flashcards
Performance Mangement
A system of individual performance improvement that typically includes:
- Objective goal setting
- Continuous coaching and feedback
- Performance appraisal
- Development planning
Coaching
One-to-one collaborative relationship in which an individual provides performance-related guidance to an employee.
Performance Appraisal
systematic review and evaluation of job performance
360-degree Feedback
A method of performance appraisal in which multiple raters at various levels of the organization evaluate a target employee and the employee is provided with feedback from these multiple sources.
Typically used for leadership dimensions on a 5-point scale.
Upward Appraisal Ratings
Ratings provided by individuals whose status, in an organizational-hierarchy sense is below that of the ratees.
Telework
Working arrangements in which employees enjoy flexibility in work hours and/or location.
BARS
Behaviorally Anchored Rating Scales
A performance appraisal format that uses behavioral descriptors for evaluation.
Critical Incidents
Examples of job performance used in behaviorally anchored rating scales or job-analytic approaches.
Types of Performance Appraisal
RATING FORMATS
- Graphic Rating Scales
P: Easy to develop + use
C: Lack precision in dimensions + anchors - BARS
P: Precise and well-defined scales - good for coaching; well received by raters and ratees
C: Time and money; No evidence that it IS more Accurate! - Checklists
> eg: forced-choice checklists
P: Easy to develop + use
C: Rater errors such as halo, leniency, and severity - Employee Comparision Procedures.
> eg: Forced Distribution Ranking
P: Precise rankings; Useful for rewards on a limited basis
C: Time; not well received by raters (paired comparison) and ratees (forced distribution)
Rating Error: Halo
The rating error that results from either:
- a rater’s tendency to use their global evaluation of a rate in making dimension-specific ratings for that rate
OR
- a rater’s unwillingness to discriminate between independent dimensions of a ratee’s performance.
Rating Error: TRUE Halo
Halo that results from accurate intercorrelations among performance dimensions rather than from rating error.
Distributional Errors
Rating errors, such as severity, central tendency, and leniency, that result from a mismatch between actual rating distributions and expected rating distributions.
Rating Error: Leniency
The rating error that results when:
- the mean of one’s ratings across ratees is higher than the mean of all ratees across all raters
OR
- the mean of one’s ratings is higher than the midpoint of the scale.
Rating Error: Central Tendency
The tendency to use only the midpoint of the scale in rating one’s employees.
Rating Error: Severity
The tendency to use only the low end of the scale or to give consistently lower ratings to one’s employees than other raters do.
Rater Error Training
RET
A type of training originally developed to reduce rater errors by focusing on describing errors like halo to raters and showing raters how to avoid making such errors.
Frame-of-Reference Training
FOR
A type of training designed to enhance raters’ observational and categorization skills so that all raters share a common view and understanding of performance levels to improve rater accuracy.
*Similar to a rubric?
The importance of the Social-Psychological
CONTEXT
The social-psychological climate in which performance appraisal takes place.
Leader-member Exchange Theory
LMX
emphasizes the idea that supervisors have different types of relationships with different sub-ordinates
Very important for organizational functioning.
Emmotional Intelligence
The role it places in assessment and goal setting
Ruminator
Individuals that persist in negative thinking and feeling related to stressors that they experience.
Feedback Intervention Theory
FIT
Feedback is most effective when it is targeted at the task rather than at the self.
Feedback Environment
FE
The contextual aspects of the day-to-day supervisor-subordinate and coworker-coworker feedback process.
Feedback Orientation
FO
an individual’s overall receptivity to feedback.
