Ch 7 Flashcards
Performance
Management
System
A set of integrated management practices
designed to help employees maximize
performance, thereby allowing the
organization to reach its goals
Purposes of Managing
Performance
Compensating
Planning
Documenting
Coaching and
developing
Steps in an
Effective
Performance
Management
System
Clarifying the work to be done
* Setting goals and establishing performance plans
* Providing frequent coaching
Coaching & Counselling
Coaching – A means for managers to provide guidance,
insight, and encouragement to their employees for
improved work performance through frequent interactions.
Steps in an Effective
Performance Management
System cont.
Conducting a formal
review of performance
Recognizing and
rewarding performance
Creating an action plan
Biases in
Performance
Reviews
Stereotyping
* Implicit personality theories (i.e. honesty =
good work ethic)
* Similar to me
* Projection
* Halo effect
* Primacy (i.e. first impression)
* Recency
* Central traits (preference given to what is
important to the reviewer)
Characteristics of Effective
Feedback
Specific rather than general
Non-personal and focused on the problem or behaviour rather than on
personality traits
Given regularly and promptly
Errors in
Subjective
Ratings
Leniency
* Harshness
* Central Tendency
Behavioural
Method
Reviews actual,
observable behaviour
* Behavioural checklist
* Behaviorally
anchored rating
scale (BARS)
Trait Method
Measures the extent employee possesses
certain characteristics
* E.g. enthusiasm, dependability, creativity
* Used largely due to ease in developing list of
traits
* Can be biased and subjective
* Example: Graphic rating scale
Sources of Information
Regarding an Employee’s
Performance
- Manager review
- Self-review
- Subordinate review
- Peer review
- Customer review
- 360-degree review
Copyright © 2019 by Nelson Education Ltd.
What is the
purpose of self-
review?
