Chapter 4 Flashcards
Performance Appraisal
Performance Appraisal
The formal procedures that an organization uses to assess job performance of employees.
Merit Pay
Tie raises to the level of job performance.
Theoretical Criterion
The idea of what good performance is.
Actual Criterion
Way in which the theoretical criterion is assessed or operationalized.
Criterion Contamination
The part of the actual criterion that reflects something other than what it was designed to measure.
Criterion Deficiency
The actual criterion does not adequately cover the entire theoretical criterion.
Criterion Relevance
Extent to which the actual criterion assesses the theoretical criterion it is designed to measure, or its construct validity.
Dynamic Criterion
Variability of performance over time, performance and not standard that changes.
Contextual Performance
Extra voluntary things employees do to benefit their coworkers and organizations.
Objective Measures
Counts of various behaviors or of the results of job behaviors.
Subjective Measures
Ratings by people who should be knowledgeable about the person’s job performance.
Incentive System
Pays employees for what they produce, such as a commission or piece rate.
Graphic Rating Form
Used to assess individuals on several dimensions of performance.
Behavior-Focused Rating Form
Concentrate on behaviors that the person has done or could be expected to do.
Behaviorally Anchored Rating Scale (BARS)
Rating scale in which the response choices are defined in behavioral terms.
Mixed Standard Scale (MSS)
Provides the rater with a list of behaviors that vary in their effectiveness.
Behavior Observation Scale (BOS)
Contains items that are based on critical incidents, making it somewhat like an MSS.
Critical Incident
An event reflecting either effective or ineffective behavior by an employee.
Schemata
Used to help interpret and organize their experiences.
Stereotype
Belief about characteristics of the members of a group.
Prototype
A model of some characteristics or type of person.
Halo Error
Occurs when a rater gives an individual the same rating across all rating dimensions, despite differences in performance across dimensions.
True Halo
An employee really performs at the same level on all dimensions.
Distributional Errors
Occurs when a rater tends to rate everyone the same.
Leniency Errors
Occur when the rater rates everyone at the favorable end of the performance scale.
Severity Errors
Occur when the rater rates everyone at the unfavorable end of the performance scale.
Central Tendency
Occur when a rater rates everyone in the middle of the performance scale.
Rater Error Training
Familiarize raters with rater errors and to teach them to avoid these rating patterns.
Frame of Reference Training
Attempts to provide a common understanding of the rating task.
360-Degree Feedback
Use of multiple perspectives for manager feedback.
