Chapter 12 Personnel Evalutation Systems

Question 1

What is an objective of the evaluation systems for employees

Answer 1

They establish a basis for rewarding or penalizing personnel and for explaining to them why they are or are not progressing satisfactory

Question 2

What also does evaluation systems evaluate? Other than immeasurable things

Answer 2

I can measure abstract traits such as loyalty the ability to get along with others temperamental stability

Question 3

Is there an evaluation system that is perfect?

Answer 3

No system is perfect because personal bias and subjectivity cannot be entirely eliminated from the appraisals

Question 4

What does the personal evaluation system provide to an employee that accounts for their basic human drive?

Answer 4

The desire for recognition is a basic human drive and the personnel evaluation shall serve as a means to providing at least a degree of recognition that the employee deserves

Question 5

How does indifference cause an evaluation system failure

Answer 5

The difference of supervisors to the need of accuracy in reading can damage the effectiveness of the system as can the failure of the administrators of the organization to support the program actively since their passivity will it discourage the Rateraz below and cause them to lose interest in the program

Question 6

How can employee pressures account for an evaluation system failure?

Answer 6

The marginal employee is usually the most vociferous and may attempt to embarrass his superiors by accusing them of prejudice

Question 7

Why is it good for a supervisor to continuously take notes on their subordinates performance throughout the year?

Answer 7

The memory of the supervisor alone will not store the multitude of observations he makes each day on his subordinates if you relies on his recollections alone he’s readings are likely to be based on broad impressions rather than on specific objective data

Question 8

What is one of the most significant organizational factors contributing to poor performance

Answer 8

The failure of the supervisor to clearly communicate the expected standard of performance to their subordinates

Question 9

What are the different rating standards

Answer 9

Employee ranking, representative employee standard, ideal employee standards, numerical standard, forced choice standard,

Question 10

What makes a better supervisor one rating subordinates

Answer 10

Supervisors who are more discriminating and more objective than their less effective colleagues

Question 11

Why are lenient supervisors Bad for the rating

Answer 11

Outstanding employee is penalized while the marginal one is rewarded simply because the rating officer did not have the personal interest or perhaps they ability to prepare a thorough accurate service rating report based on the objective evidence he has gathered

Question 12

Why does reading a marginal employee as satisfactory affect a top-performing employee?

Answer 12

The industrious dedicated officer will ask why he should continue to extend himself when he gets little or no more credit for his efforts than the lazy officer who rarely works diligently

Question 13

What kind of raider is approved by almost all subordinates

Answer 13

Strict but fair waiters are usually approved by our subordinates or at least if they are honest with themselves subordinates will realize that this type of writer is doing the best job he knows how to do with the tools or evidence at hand

Question 14

How would a supervisor dissipate prejudice and favoritism accusations when reading

Answer 14

By keeping adequate records

Question 15

What are the common reading errors

Answer 15

Leniency, personal bias, central tendency, halo effect, related traits, over waiting or recency, subjectivity

Question 16

What is the leniency rating error

Answer 16

The error of leniency is by far the most common of all errors in the rating personnel. It occurs when the raider marks an in ordinate in a large number of the writing reports in the highest one or two categories such as very good and excellent or excellent and outstanding depending on the particular terminology used in the report form. Leniency has a damaging affect on the morale of the truly outstanding workers.

Question 17

What is the personal bias rating error

Answer 17

Raiders often tend to rate higher than is justified for those persons who they Noel and Bike as well as those who subscribe to the same opinions. This also results in supervisors becoming reluctant to penalize their own subordinates

Question 18

What is the central tendency rating error

Answer 18

Raiders will group their ratings near the center of the rating scale with few ratings at the bottom or top. This tendency to avoid the extremes on the rating scales usually results from a policy requiring justification for extreme ratings. The error of central tendency is especially common when no system has been in devised by the individual reader or the organization to gather adequate specific and objective information that could be used to defend or justify a high or low rating

Question 19

What is the halo effect rating error

Answer 19

The tendency of Raiders to write in terms of a very general impression rather than on the basis of specific traits is commonly referred to as the halo effect occurs when the reader thinks in terms of the good or the poor officer and groups are ratings of an individual high or low

Question 20

What is the related traits rating error

Answer 20

Sometimes referred to as logical error or association error the error of related traits is committed when the writer gives similar readings to traits that seem to be familiar for example this rating error is made in reports when the reader assumes that if a person has good judgment he must also have a good presence of mind. Each trait must be considered by itself by the writer

Question 21

What is the overweighting or recency rating error

Answer 21

The tendency of Raiders to be unduly influenced by an occurrence either good or bad involving the person rated near the end of the reading. Is known as over weighting.

Question 22

What is the subjectivity rating error

Answer 22

The error of personal bias is often confused with the air of subjectivity but close examination of the two will reveal subtle differences. The error of subjectivity occurs when the reader is unduly influenced by one or two characteristics that have special appeal to them. The writer must consider the Ray tees progress his accomplishments and the probabilities of his future patterns of performance being generally similar to what they have been in the past

Question 23

What is referred to when it has talked about the reliability of a rating system?

Answer 23

A rating report is said to be reliable if it measures consistently and reasonably accurately if not perfectly each time it is used

Question 24

What length of evaluation period Should be used

Answer 24

Supervisors should be concerned that a single reading report the covers an excessive length of time might involve two great an adverse impact on the employee rated especially when the reports are an important basis for merit pay increases promotion or placement also when is occurs Appraisals become exceedingly lenient

Question 25

Interesting facts about ratings

Answer 25

Extreme ratings will tend to be in agreement while midrange ratings will often be in conflict. Also, research has shown that use of multiple rafters is a safeguard that prevents rates bias.

Question 26

What happens when supervisors rate one person at a time?

Answer 26

It’s argued that the halo effect is increased when only one employee is considered at a time. when one trait at a time is looked at a more desireable norm can be achieved.