Chapter 7

Question 1

performance management (PM)

Answer 1

employee activities and outputs contribute to the organization’s goals

Question 2

PM Step 1

Answer 2

define performance outcomes for company, division, and department

Question 3

PM Step 2

Answer 3

develop employee goals, behavior, and actions to achieve outcomes

Question 4

PM Step 3

Answer 4

provide support, training, tools and ongoing performance discussions feedback

Question 5

PM Step 4

Answer 5

evaluate performance, compare goals

Question 6

PM Step 5

Answer 6

identify improvements needed

Question 7

PM Step 6

Answer 7

provide consequences for performance results

Question 8

strategic purpose

Answer 8

• helps org. achieve business objectives
• links behaviour with orgs. goals
• can be achieved only when measurements are truly aligned with goals

Question 9

administrative purpose

Answer 9

• how information is provided for day-to-day decisions about salary, benefits, and recognition programs

Question 10

fit with strategy

Answer 10

• aims at achieving employee behaviors and mindsets that support the orgs strategy, goals and culture

Question 11

validity

Answer 11

extent to which a measurement tool actually measures what it is intended to

Question 12

information that is gathered but irrelevant is called:

Answer 12

contamination

Question 13

information that is not gathered but is relevant represents:

Answer 13

a deficiency of performance measure

Question 14

reliability

Answer 14

the consistency of the results that the performance measure will deliver

Question 15

interrater reliability

Answer 15

consistency of results when MORE than one person assesses performance
(ex: rate on scale of 1-5 = low IR)

Question 16

test-retest reliability

Answer 16

consistency of results over time

Question 17

acceptability

Answer 17

• whether or not a measure is valid or reliable it must meet practical standards of being acceptable

Question 18

specific feedback

Answer 18

performance measure should specifically tell employees WHAT is expected of them and HOW they can meet expectations

Question 19

simple ranking

Answer 19

• employees in a group ranked high to low
• variation = alternation ranking
• downside is validity

Question 20

forced-distribution method

Answer 20

• assigns a certain % of employees to each category in a set of categories
• ex: outstanding - 5%

Question 21

paired-comparison method

Answer 21

comparing each employee with each other employee to establish rankings

Question 22

graphic rating scale

Answer 22

• most widely used method for rating attributes
• lists traits and provides rating scale for each

Question 23

critical-incident method

Answer 23

requires managers to keep a record of specific examples of the employees behavior

Question 24

behaviourally anchored rating scale (BARS)

Answer 24

• critical incident approach
• define performance using statements of behavior that describe levels of performance
• can improve inter-rater reliability
• can bias the managers memory

Question 25

behavioral observation scale (BOS)

Answer 25

- variation of BARS - like BARS, BOS is developed from critical incidents - uses many examples to define all behaviors for effective performance -

Question 26

behaviourism

Answer 26

individuals future behavior is determined bu their past experiences

Question 27

organizational behaviour modification (OBM)

Answer 27

a plan for managing the behaviour of employees through feedback and reinforcement

Question 28

two of the most popular methods for measuring results are measurement of____ and management by ____

Answer 28

productivity and objectives

Question 29

management by objectives (MBO)

Answer 29

people at each level of the org. set goals in a process that flows from top to bottom - goals are specific difficult and objective - everyone works together - manager gives feedback through rating period

Question 30

to get as complete an assessment as possible, some orgs. combine information from most or all sources ____

Answer 30

multi-rater or 360-degree performance appraisal

Question 31

similar-to-me error

Answer 31

overrating people who seem similar

Question 32

contrast error

Answer 32

underrating people who seem different

Question 33

halo error

Answer 33

overrating based on one good quality

Question 34

horns error

Answer 34

underrating based on one bad quality

Question 35

calibration meeting

Answer 35

managers discuss employee performance ratings with the goal of eliminating the influence of rating error

Question 36

performance improvement

Answer 36

- lack of ability - lack of motivation - lack of both - lack of neither