Ch 5 Performance Management Flashcards
What is performance management?
A system for improving individual performance that includes goal setting, coaching, appraisal, and development planning.
What does objective goal setting involve?
Establishing clear, measurable, and achievable goals.
What is continuous coaching and feedback?
Regular, ongoing interaction between supervisors and employees to guide and improve performance.
What is performance appraisal?
Systematic evaluation of job performance, providing feedback, and identifying areas for improvement.
What is development planning?
Creating a roadmap for professional growth and skill enhancement.
What does the content of performance rating include?
Overall performance and performance dimensions.
What is overall performance?
General assessment of an employee’s work.
What are performance dimensions?
Specific aspects like task performance, Organizational Citizenship Behavior (OCB), and Counterproductive Work Behavior (CWB).
Why are overall ratings less useful?
They provide less detailed feedback.
Who are the primary sources of performance ratings?
Supervisors, peers, subordinates, customers, suppliers, and 360-degree feedback.
What is a common source of performance ratings?
Supervisors.
How can peers contribute to performance ratings?
They are typically well-acquainted with day-to-day performance but can be biased by competition.
What is the role of subordinates in performance ratings?
Useful for evaluating leadership skills; must maintain anonymity to ensure honesty.
What insights can customers and suppliers provide?
Insights into customer-facing behaviors; limited to observable actions.
What is 360-degree feedback?
Incorporates feedback from multiple sources including managers, peers, subordinates, and clients.
What are the formats of performance ratings?
Trait-based, task-based, and behavior-based ratings.
What are trait-based ratings?
Assess internal characteristics like intelligence or agreeableness.
What do task-based ratings evaluate?
Performance on specific job tasks.
What do behavior-based ratings focus on?
The frequency and quality of critical behaviors.
What does BARS stand for?
Behaviorally Anchored Rating Scales.
What is the process for developing BARS?
Identify key dimensions, generate behavioral examples, retranslate incidents, rate examples, and select items.
What are employee comparison procedures?
Rank-ordering, paired comparisons, and forced distribution.
What is rank-ordering used for?
Promotions.
What is the forced distribution method?
Distributes ratings across a pre-defined scale, often leading to legal challenges.
What are common biases affecting ratings?
Leniency, severity, central tendency, halo effect, recency/primacy effect, and similar-to-me effect.
What is the leniency bias?
Rating too leniently.
What is the severity bias?
Rating too harshly.
What does central tendency bias refer to?
Avoiding extreme ratings.
What is the halo effect?
One positive trait influencing all ratings.
What is the recency/primacy effect?
Overemphasis on recent or first interactions.
What is the similar-to-me effect?
Favoring those similar to the rater.
What are the training techniques for raters?
Administrative training, psychometric training, and frame-of-reference training.
What does effective feedback entail?
Specific and behavior-focused, constructive, and accepted by employees.
What are the characteristics of legally sound performance appraisals?
Objective and job-related, clear communication and documentation, standardized procedures, appeal mechanisms, and multiple raters.
What should appraisals be based on?
Behaviors rather than traits.
Why is documentation important in performance appraisals?
Criteria and results should be clearly communicated and documented.
What does standardized procedures ensure?
Consistency and uniformity for all employees within a job group.
What is the importance of multiple raters?
Ensures fairness.
