ch. 6

Question 1

performance appraisals

Answer 1

formalized way of assessing worker performance in comparison to certain established organizational standard

Question 2

comparative methods

Answer 2

comparison of one worker performance against others

1. Simple ranking (best-worst)
2. Paired comparison (compared to one another)
3. Forced distribution (curve bell: high,mid, lowest)

Question 3

multiple perspectives

Answer 3

increases the reliability of performance ratings

lessen bias

Question 4

halo effect

Answer 4

overall positive evaluation of a worker based on one known positive characteristic or action

Question 5

actor observer bias

Answer 5

tendency for appraiser to place greater emphasis on dispositional factor & lesser emphasis on situational factors that may have affected performance

Question 6

individual methods

Answer 6

• evaluates the individual
• includes a checklists and forced choice scales
• common -> graphic rating scale

Question 7

Objective performance criteria

Answer 7

measured of job performance that are easily quantified

Question 8

criterion contamination

Answer 8

extent to which performance appraisals contain elements that detract from the accurate assessment of job effectiveness

(ex: employer when to the same school as employee and treats him better)

Question 9

use of multiple reviewers and 360 feedback

Answer 9

360 - gathers all PA from a work’s supervisor, subordinates, peers, customers, and other relevant parties

lessens bias and increase reliability bcoz there’s more to look at

Question 10

employee comparison methods

Answer 10

1. ranking - best to worst comparative ranking
2. paired-comparison - raters compare each worker with each other
3. forced distribution - established categories ranging from poor - outstanding on comparison

Question 11

factors that affect perceptions of fairness

Answer 11

• appraisal frequency “+” related to fairness perceptions
• joint planning with supervisor to eliminate weaknesses
• enhances fairness perception
  supervisor’s knowledge of duties of person being measured
• supervisor’s knowledge of actual performance of person being rated

Question 12

common rating errors

Answer 12

1. leniency - too nice/positive
2. severity - too negative
3. central tendency - midpoint rating in PA

Question 13

types of training

Answer 13

1. new employee orientation
2. employee retraining and continuing education
3. retirement planning
4. career development
5. training workers for international business
6. training in diversity issues, harassment and ethical behavior

Question 14

transfer of training

Answer 14

concept if the training is actually applied in the work setting

Question 15

needs anaylsis

Answer 15

organizational must have some idea of what workers need to know to perform their jobs

Question 16

task analysis

Answer 16

concerned w/ KASOs

• starting with job description
• translating the specific task requirements of the job into the basic components of knowledge & skill incorporated into a training program

Question 17

demographic analysis

Answer 17

determining the specific training needs of various demographic groups

ex: women and men, certain ethnic minorities, and workers of different age brackets