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ORGS Final > Chapter 7 > Flashcards

Chapter 7 Flashcards

1
Q

performance management (PM)

A

employee activities and outputs contribute to the organization’s goals

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2
Q

PM Step 1

A

define performance outcomes for company, division, and department

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3
Q

PM Step 2

A

develop employee goals, behavior, and actions to achieve outcomes

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4
Q

PM Step 3

A

provide support, training, tools and ongoing performance discussions feedback

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5
Q

PM Step 4

A

evaluate performance, compare goals

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6
Q

PM Step 5

A

identify improvements needed

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7
Q

PM Step 6

A

provide consequences for performance results

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8
Q

strategic purpose

A
  • helps org. achieve business objectives
  • links behaviour with orgs. goals
  • can be achieved only when measurements are truly aligned with goals
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9
Q

administrative purpose

A
  • how information is provided for day-to-day decisions about salary, benefits, and recognition programs
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10
Q

fit with strategy

A
  • aims at achieving employee behaviors and mindsets that support the orgs strategy, goals and culture
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11
Q

validity

A

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

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12
Q

information that is gathered but irrelevant is called:

A

contamination

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13
Q

information that is not gathered but is relevant represents:

A

a deficiency of performance measure

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14
Q

reliability

A

the consistency of the results that the performance measure will deliver

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15
Q

interrater reliability

A

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

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16
Q

test-retest reliability

A

consistency of results over time

17
Q

acceptability

A
  • whether or not a measure is valid or reliable it must meet practical standards of being acceptable
18
Q

specific feedback

A

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

19
Q

simple ranking

A
  • employees in a group ranked high to low
  • variation = alternation ranking
  • downside is validity
20
Q

forced-distribution method

A
  • assigns a certain % of employees to each category in a set of categories
  • ex: outstanding - 5%
21
Q

paired-comparison method

A

comparing each employee with each other employee to establish rankings

22
Q

graphic rating scale

A
  • most widely used method for rating attributes
  • lists traits and provides rating scale for each
23
Q

critical-incident method

A

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

24
Q

behaviourally anchored rating scale (BARS)

A
  • critical incident approach
  • define performance using statements of behavior that describe levels of performance
  • can improve inter-rater reliability
  • can bias the managers memory
25
Q

behavioral observation scale (BOS)

A
  • variation of BARS
  • like BARS, BOS is developed from critical incidents
  • ## uses many examples to define all behaviors for effective performance
26
Q

behaviourism

A

individuals future behavior is determined bu their past experiences

27
Q

organizational behaviour modification (OBM)

A

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

28
Q

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

A

productivity and objectives

29
Q

management by objectives (MBO)

A

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

30
Q

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

A

multi-rater or 360-degree performance appraisal

31
Q

similar-to-me error

A

overrating people who seem similar

32
Q

contrast error

A

underrating people who seem different

33
Q

halo error

A

overrating based on one good quality

34
Q

horns error

A

underrating based on one bad quality

35
Q

calibration meeting

A

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

36
Q

performance improvement

A
  • lack of ability
  • lack of motivation
  • lack of both
  • lack of neither
37
Q
A

ORGS Final (7 decks)

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