Chapter 7 Summary For exam 2 Flashcards
What is Forced-choice rating scale( choose which)
A method of performance appraisal in which a supervisor is given several behaviors and choose which of them is most typical of the employee.
Performance appraisal review(meeting)
A meeting between a supervisor and a subordinate for the purpose of discussing performance appraisal results.
Peter Principle
individuals rise to their “level of incompetence.
360-Degree feedback
A performance appraisal system in which feedback is obtained from multiple sources such as supervisors, subordinates, and peers.
Multiple-source feedback
A performance appraisal strategy in which an employee receives feedback from sources (e.g., clients, subordinates, peers) other than just their supervisor.
Contextual performance( with their peers)
The effort employees make to get along with their peers, improve the organization.
Rank order( best to worst)
A method of performance appraisal in which employees are ranked from best to worst.
paired comparisons( ranked one part )
A form of ranking in which a group of employees to be ranked are compared one pair at a time.
Forced distribution method( categories)
A performance appraisal method in which a predetermined percentage of employees are placed into various performance categories
Quantity
A type of objective criterion used to measure job performance by counting the number of relevant job behaviors that occur
Quality
A type of objective criterion used to measure job performance by comparing a job behavior with a standard.
errors
differing from quality standards; also, a reaction to information overload where some details are processed incorrectly.
Graphic rating scale
A method of performance appraisal that involves rating employee performance on an ratio scale.
Contamination( affected)
score is affected by things other than those under the control of the employee.
Critical incidents(employee behaviors)
A method of performance appraisal in which the supervisor records employee behaviors that were observed on the job and rates the employee based on that record.
Employee Performance Record( critical incident)
A standardized version of the critical-incident technique developed by General Motors.
Distribution errors (certain part)
Rating errors in which a rater will use only a certain part of a rating scale when evaluating employee performance.
Leniency error( high rating)
A type of rating error in which a rater consistently gives all employees high ratings, regardless of their actual levels of performance.
Central tendency error(middle)
A type of rating error in which a rater consistently rates all employees in the middle of the scale, regardless of their actual levels of performance.
Strictness error(low)
A type of rating error in which a rater consistently gives all employees low ratings, regardless of their actual levels of performance.
Halo error
A type of rating error that occurs when raters allow either a single attribute or an overall impression of an individual to affect the ratings that they make on each relevant job dimension.
Proximity scale errors (affects the next)
A rating error where the score given on one aspect affects the next rating on the scale.
Contrast errors( affects the next employee)
A type of rating error in which the rating of the performance level of one employee affects the ratings given to the next employee being rated.
Assimilation error( previous period)
A rating error where a rater bases their current evaluation of an employee on ratings from a previous period
Recency Effect( weight behaviors)
The tendency for supervisors to recall and place more weight on recent behaviors when they evaluate performance
Infrequent observation
The idea that supervisors do not see most of an employee behavior.
Affect
feelings or emotion.
Racial bias
The tendency to give members of a particular race lower evaluation ratings than are justified by their actual performance or to give members of one race lower ratings than members of another race.
Employment-at-will doctrine
The opinion of courts in most states that employers have the right to hire and fire an employee at will and without any specific cause.
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Employment-at-will statements( comfirm)
Statements in job applications and company manuals that confirm the organization’s right to hire and fire employees at will
Progressive discipline( punishments)
Giving employees progressively harsher punishments, if necessary, to change their behavior.
Behaviorally anchored rating scales (BARS)( benchmark)
A method of performance appraisal involving the placement of benchmark behaviors next to each point on a graphic rating scale.
Mixed-standard scales(Better, equal, or worse)
A performance appraisal method where a supervisor compares an employee’s behavior to a described standard and rates it as better, equal, or worse.
Behavioral observation scales (BOS)
A method of performance appraisal in which supervisors rate the frequency of observed behaviors.
Prototypes
The overall image that a supervisor has of an employee.
