Chapter 10 Flashcards
performance management
series of activities designed to ensure that the organization gets the performance it needs from its employees
performance appraisals
process of determining how well employees do their jobs relative to a standard and communicating that information to them
performance driven organizational culture
focuses on the results and contributions made by employees
job duties
important elements in a given job
trait based information
identifies a character trait of the employee, such as attitude, intitiative, or creativity, and may or may not be job related
allophilia
an important leadership trait that involves the degree to which employees are positive toward another group when they are not members of that group
behavior based information
focuses on specific behaviors that lead to job success
performance standards
define the expected levels of employee performance
informal appraisial
daily working relationship between a amanager and an employee offers an opportunity for the evaluation through various conversatios on the job, or by on-the-spot discussion of specific occurrences.
systematic appraisal
occurs when the contact between manager and employee is more formal, and a system is in place to report managerial impressions and observations on employee performance.
graphic rating scale
scale that allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic
behaviorally anchored rating scale
scale that describes specific examples of job behavior, which are then “anchored” or measured against a scale of performance levels
ranking
performance appraisal method in which employees are listed from highest to lowest based on their performance levels and relative contributions
forced distribution
performance appraisal method in which ratings of employees’ performance levels are distributed along a bell-shaped curve
management by objectives (MBO)
a specific performance appraisal method that highlights the performance goals that an individual and manager identify together
implementing a guided self-appraisail system using MBO is a 4 stage process
- job review and agreement
- development of performance standards
- setting of objectives
- continuing performance discussion
recency effect
occurs when a rater gives greater weight to recent events when appraising an individual’s performance
primacy effect
occurs when a rater gives information received first when appraising an individual’s performance
central tendency effort
occurs when a rater gives all employees a score within a narrow range in the middle of the scale
leniency error
occurs when ratings of all employees fall at the high end of the scale
strictiness error
occurs when a manager uses only the lower end of the scale to rate employees
rater bias
occurs when a rater’s values or prejudices distort the rating
halo effect
occurs when a rater scores an employee high on all job criteria because of performance in one area of the assigned work responsibilites
horns effect
occurs when a low rating on one characteristic leads to an overall low rating
contrast error
tendency to rate people relative to others rather than against performance standards
