Chapter 6 Flashcards
Job evaluation
Monetary worth
Performance evaluation
evaluation of job done
Performance appraisals
Means of assessing workers performance in COMPARISON to company’s est. standards
->tied directly to performance criteria
Performance appraisals USES
Personnel decisions
- promotion
- firing
- transfer
Employee development & feedback
Criteria for research
- e.g., validation of tests
- personality test predicts performance
Documentation for legal action
Training
- if see problem over and over
- –> train them
Forced diet. method based bell curve
TRUE
Amt of sales in $ is objective performance measure
TRUE
Objective Methods
of performance appraisals
Measures of job perf. that are easily QUANTIFIED
- COUNTS of behaviors/outcomes
- ->e.g., count smiles at banks (reciprocity)
ADV
- consistent standards
- not biased
- easily quantified
- face validity
DIS
- not always applicable (teacher)
- performance not always under ind’s control
- too simplistic
- time consuming
- potentially costly
Subjective Methods
of performance appraisals
Rate 1-5 still SUBJECTIVE
Letter of rec
People’s judgements about performance
ADV
- easy to use
- inexpensive
- can asses variables the obj cannot
- ->motivation, team spirit, etc.
DIS
- pot. poor reliability between raters
- prone to rater bias
- rating errors: leniency, halo, etc.
- supervisor subversion of system
- –> leniency as a strategy
Sources of Performance Ratings
Supervisors
-judge directly how well employee is doing
Self appraisals
-360 feedback
Peers
-how well do you think you are doing?
Subordinate
-ask peers, ask below employees
Customers
-e.g., survey
360 feedback
- full circle
- customers, above, below, suppliers, etc.
Concern about law suits
Comparative Methods
Small groups of employees (10)
All for same jobs
- Rank Order
- rank each on every dimension
- compare to each other in a total score - Paired Comparison
- compare each to each other
- ->one v. one - Forced distribution
- assume normal dist (bell curve)
- force entire group into dist.
- -> majority get Cs, some must get Fs
Individual Methods
- Checklist
- make up-sell statements (increase sales)
- mop floor, etc. - Narratives
- written judgement describing employee (specific, time period) - Graphic rating scales
- e.g., smiley faces - Behaviorally anchored rating scales (BARS)
- step-by-step hierarchical judgement
- –>each # anchored by better and better
- –> know which behavior employee is at in scale and how to IMPROVE - Behavioral observation scales (BOS)
- give set of observational behaviors (RECALL)
- -> 1-5 agree/dis
- -> 1-5 how freq
- helps to ID critical behaviors
Common Rating Errors:
Leniency or severity
Leniency
-everyone A
Severity
-everyone F
Central tendency
-everyone C
Common Rating Errors:
Halo or Horns
Halo
-favor once
Horns
-piss off once
Just the ONE person
Common Rating Errors:
Primacy or Recency
Primacy
-first interaction remembered
Recency
-Just within the last week remembered
Common Rating Errors:
Causal attribution
-Actor-observer bias
How causes are assigned
actor-observer bias
- actors consider situational
- observers consider actors
