Chapter 7 - Performance Management and Appraisals Flashcards
Performance Management
Goal-oriented process
directed toward ensuring that
organizational processes are in
place to maximize productivity
of employees, teams, and
ultimately, the organization.
Performance Appraisal
Formal system of review and
evaluation of individual or team
task performance.
360-degree feedback evaluation method
Popular performance appraisal
method that involves evaluation
input from multiple levels within
the firm as well as external
sources.
Trait Systems
Type of performance-appraisal
method, requiring raters (e.g.,
supervisors or customers) to
evaluate each employee’s traits
or characteristics (e.g., quality of
work and leadership).
Comparison Systems
A type of performance-appraisal
method, require that raters (e.g.,
supervisors) evaluate a given
employee’s performance against
other employees’ performance
attainments. Employees are
ranked from the best performer to
the poorest performer.
Forced Distribution Method
Performance appraisal method
in which the rater is required to
assign individuals in a work group
to a limited number of categories,
like a normal frequency
distribution.
Paired Comparison
Supervisors compare each
employee to every other
employee, identifying the better
performer in each pair.
Behavioral Systems
Performance appraisal methods
that focus on distinguishing
between successful and
unsuccessful behaviors.
Critical Incident Technique (CIT)
Performance appraisal method
that requires keeping written
records of highly favorable and
unfavorable employee work
actions.
Behaviorally Anchored Rating Scale (BARS)
Performance appraisal method
that combines elements of
the traditional rating scale and
critical incident methods; various
performance levels are shown
along a scale with each described
in terms of an employee’s specific
job behavior.
Behavioral Observation Scale (OBS)
A specific kind of behavioral
system for evaluating job
performance by illustrating
positive incidents (or behaviors) of
job performance for various job
dimensions.
Results-Based Performance Appraisal
Performance appraisal method in
which the manager and employee
jointly agree on objectives for
the next appraisal period; in the
past a form of management by
objectives.
Work Standards Method
Performance appraisal method
that compares each employee’s
performance to a predetermined
standard or expected level of
output
First-Impression Effect
An initial favorable or unfavorable
judgment about an employee’s
which is ignored or distorted
Illegal Discriminatory Bias
A bias error for which a supervisor
rates members of his or her race,
gender, nationality, or religion
more favorably than members of
other classes.
