Chapter 7: Evaluating Employee Performance (Reversed)

Question 1

the systematic evaluation of the performance of employees and to understand the abilities of a person for further growth and development.

Answer 1

Performance Appraisal

Question 2

first step of the performance appraisal process

Answer 2

first step of the performance appraisal process

Question 3

the most common uses and goals for conducting performance appraisal

Answer 3

1. Determining salary increases
2. providing employee training and feedback
3. Making promotion
4. making termination decision
5. Conducting personnel research

Question 4

second step of the performance appraisal process that involves identifying the limitation and the effect of the performance appraisal method process

Answer 4

Identifying the environmental and cultural limitations

Question 5

second step of the performance appraisal process that involves identifying the limitation and the effect of the performance appraisal method process

Answer 5

Identifying the environmental and cultural limitations

Question 6

the third step of the performance appraisal process

Answer 6

determine who will evaluate

Question 7

a performance appraisal system in which feedback is obtained from multiple sources such as supervisor, coworkers, peers, customers, and subordinates.

Answer 7

360-degree feedback or multiple source feedback

Question 8

360-degree feedback or multiple source feedback

Answer 8

training and employee development

Question 9

the fourth step of performance appraisal review process

Answer 9

selecting the best appraisal methods to accomplish your goals

Question 10

ways of describing employee success

Answer 10

criteria

Question 11

two important decisions to be made prior to developing the actual performance appraisal instrument

Answer 11

Decision 1: The Focus of Appraisal Decision
Decision 2. Should Dimensions be weighed
Decision 3: Use of Employee Comparison, Objective Measures, or Ratings

Question 12

four types of performance dimension

Answer 12

Trait focus,
competency focus
skill focus
goal focus

Question 13

a type of performance dimension that concentrates on employee attributes

Answer 13

Trait-focus performance dimension

Question 14

a type of performance dimension that concentrates on employee’s knowledge, skill, and abilities

Answer 14

competency-focused performance dimension

Question 15

a type of performance dimension that organize the similarity of tasks that are performed and is often the easier to evaluate performance than the other dimensions but is more difficult to offer suggestion for how to correct deficiency if an employee scored low on a dimension

Answer 15

task-focused performance appraisal

Question 16

a type of performance dimension that organize the appraisal on the basis of goals to be accomplished by the employee

Answer 16

goal-focused performance appraisal

Question 17

the effort an employee makes to get along with peers, improve the organization, and and to engage in tasks that are not necessarily an official part of the employee’s job description

Answer 17

contextual performance

Question 18

why should dimensions be weighted?

Answer 18

because some dimensions are more important to an organization than others and it may reduce racial and other biases

Question 19

ways to evaluate performance

Answer 19

1. employee comparison
2. ratings of performance
3. objective measures

Question 20

methods of performance evaluation by employee comparison

Answer 20

1. rank order

2. forced distribution

Question 21

a method of performance appraisal in which employees are ranked from best to worst

Answer 21

rank order

Question 22

a form of ranking in which group of employees to be ranked are compared one pair at a time

Answer 22

paired comparison

Question 23

a performance appraisal method in which a predetermined percentage of employees are placed into a number of categorical performance

Answer 23

forced distribution method

Question 24

a way of performance evaluation that use a hard or objective criteria

Answer 24

objective measures

Question 25

common types of objective measures

Answer 25

1. quantity of work 2. quality of work 3. attendance 4. safety (occupational accidents)

Question 26

a type of objective criterion used to measure job performance by counting the number of relevant job behaviors that occur

Answer 26

quantity

Question 27

a type of objective criterion used to measure job performance by comparing a job behavior with a standard

Answer 27

quality

Question 28

a type of objective criterion used to measure job performance which is usually measured in terms of errors

Answer 28

a type of objective criterion used to measure job performance which is usually measured in terms of errors

Question 29

deviation from a standard

Answer 29

error

Question 30

a type of response to communication overload that involves processing all information but processing some of it incorrectly

Answer 30

error

Question 31

a way of performance evaluation in which supervisors rate how ell the employee performed on each dimension

Answer 31

ratings of performance

Question 32

a method of performance appraisal that involves rating employee performance on an interval or ratio scale

Answer 32

graphic rating scale

Question 33

a method of performance appraisal that use a checklist of a list of relevant behaviors, expectations, and results for each dimension

Answer 33

behavioral checklist

Question 34

a method of performance appraisal that use a checklist of behavioral performance statements and the level at which the behavior is expected to be performed

Answer 34

behavioral checklist

Question 35

two forms of writing behavior statements

Answer 35

behavior- based statements | result-focused statements

Question 36

the condition in which a criterion score is affected by things other than those under the control of an employee

Answer 36

contamination

Question 37

a method of training raters in which the rater is provided with job-related information, a chance to practice ratings, examples of ratings made by experts, and the rationale behind the expert ratings

Answer 37

frame of reference training

Question 38

a method of performance appraisal in which the supervisor records employee behaviors that were observed on the job, and rates the employee on the basis of that record

Answer 38

critical incident method

Question 39

formal accounts of excellent and poor employee performance that were observed by the supervisor

Answer 39

critical incident log

Question 40

rating errors in which a supervisor will use only a certain part of a rating scale when evaluating employee performance

Answer 40

distribution errors

Question 41

a type of rating error in which a rater consistently gives all employees high ratings, regardless of their actual performance

Answer 41

leniency errors

Question 42

a type of rating error in which a rater consistently rates all employees in the middle of the scale, regardless of their actual performance

Answer 42

central tendency error

Question 43

a type of rating error in which a rater consistently gives all employees low ratings, regardless of their actual performance

Answer 43

strictness error

Question 44

a type of rating error that occurs when a rater allows either a single attribute or an overall impression of an individual to affect the ratings that she makes on each relevant job dimension

Answer 44

halo errors

Question 45

a type of rating error that occurs when a rating made on one dimension affects the rating on the dimension that immediately follows it on the rating scale

Answer 45

proximity errors

Question 46

providing employees increasing severity of punishments as needed, in order to change behavior

Answer 46

progressive discipline

Question 47

Legal reasons for terminating employees

Answer 47

probationary period violation of company rules inability to perform reduction in force or layoff