Chapter 8

Question 1

Horns effect

Answer 1

Letting one negative factor influence assessments of other areas of behavior or performance

Question 2

Multisource Assessments

Answer 2

Performance feedback from the employee’s supervisor as well as other sources that are familiar with an employee’s job performance

Question 3

Results

Answer 3

The specific subgoals for each unit that will be the focus of the performance management process

Question 4

Accountability

Answer 4

An individual is expected to provide a regular accounting to a superior about the results of what they are doing and will be held responsible for the outcome

Question 5

Task Acquaintance

Answer 5

The amount and type of work contact an evaluator has with the person being assessed

Question 6

Balanced Scorecard

Answer 6

A performance measurement system that translates the organization’s strategy into financial, business process, learning and growth, and customer outcomes

Question 7

Continuous Performance Management

Answer 7

An ongoing performance appraisal process that involves the employee in evaluating his or her performance and setting performance goals and provides continuous coaching and feedback

Question 8

Performance Management

Answer 8

Directs and motivates employees, workgroups, and business units to accomplish organizational goals by linking past performance with future needs, setting specific goals for future behavior and performance, providing feedback, and identifying and removing performance obstacles

Question 9

First Impression Bias

Answer 9

Initial Judgements influence later assessments

Question 10

Performance Plan

Answer 10

Describes desired goals and results, how results will be measured and weighted, and what standards will be used to evaluate results

Question 11

Behaviorally Anchored Rating Scales

Answer 11

Use a set of behavioral statements relating to qualities important for performance

Question 12

High Potential Error

Answer 12

Confusing Potential with Performance

Question 13

Contrast effect

Answer 13

Over-Or-Under-Rating someone due to a comparison with someone else

Question 14

Performance Improvement Plan

Answer 14

A tool to monitor and measure an employee’s deficient work products, processes, and/or behaviors to improve performance or modify behavior

Question 15

Upward Reviews

Answer 15

The target employee is reviewed by one or more subordinates

Question 16

Stereotype

Answer 16

Believing that everyone in a particular group shares certain characteristics or abilities or will behave in the same way

Question 17

Forced Ranking Effect

Answer 17

Employees are ranked in order of best to worst performance

Question 18

Management by Objectives

Answer 18

The rater evaluates the target employee against mutually set goals

Question 19

Work Standards

Answer 19

Comparing an employee’s performance to output targets that reflect different levels of performance

Question 20

Similar-to-me effect

Answer 20

Giving high ratings to someone because she or he is perceived as being similar to the rater

Question 21

Employee Development Plan

Answer 21

An improvement plan with the goal of making an employee’s good performance even better

Question 22

Opportunity Bias

Answer 22

Ignoring factors beyond the employee’s control that influence his or her performance

Question 23

SMART goal

Answer 23

`A goal that is specific, measurable, attainable, realistic, and time-bound

Question 24

Sources of Performance Information

Answer 24

Self, supervisor, co-workers, internal and external customers, subordinates

Question 25

Standards

Answer 25

Specify what level of results will be considered acceptable

Question 26

Paired Comparison Method

Answer 26

Every employee in a workgroup is compared to the other group members

Question 27

Central Tendency

Answer 27

Rating all employees in the middle of the scale regardless of performance

Question 28

Progressive Discipline

Answer 28

Using increasingly severe measures when an employee fails to correct a deficiency after being given a reasonable opportunity to do so

Question 29

Leniency Error

Answer 29

All employees are given high ratings regardless of performance

Question 30

Recency Effect

Answer 30

Allowing recent events and performance to have a disproportionately large influence on the rating

Question 31

Halo Effect

Answer 31

Letting one positive factor influence assessments of other areas of behavior or performance

Question 32

Feedback

Answer 32

An ongoing communication part of the performance management process that is designed to reinforce employee behaviors that achieve results and to intervene to improve performance where needed

Question 33

Progressive Discipline Steps

Answer 33

Counseling, written warning, suspension without pay, termination