Charpter 10 - Performance Management And Appraisal

Question 1

Define “Performance Management”.

Answer 1

-Ongoing series of activities designed to align and improve individual performance to drive organizational results.
Page 340

Question 2

Define “Performance Appraisal”.

Answer 2

-Process of determining how well employees do their jobs relative to a standard and communicating that information to them.
Page 341

Question 3

Define “Job Duties”.

Answer 3

-Important elements in a given job.

Page 343

Question 4

Define “Performance Standards”.

Answer 4

-Define the expected levels of employee performance.

Page 346

Question 5

Define “Graphic Rating Scale”.

Answer 5

-Scale that allows the rater to mark an employee’s performance on a continuum indicating low to high levels of a particular characteristic.
Page 356

Question 6

Define “Behaviorally Anchored Rating Scale”.

Answer 6

-Scale that describes specific examples of job behavior, which are then “anchored” or measured against a scale of performance levels.
Page 358

Question 7

Define “Ranking”.

Answer 7

-Performance appraisal method in which employees are listed from highest to lowest based on their performance levels and relative contributions.
Page 358

Question 8

Define “Forced Distribution”.

Answer 8

-Performance appraisal method in which ratings of employees’ performance levels are distributed along a bell-shaped curve.
Page 359

Question 9

Define “Management by Objectives (MBO)”.

Answer 9

-A specific performance appraisal method that highlights the performance goals that an individual and manager identify together.
Page 360

Question 10

Define “Recency Effect”.

Answer 10

-Occurs when a rater gives greater weight to recent events when appraising an individual’s performance.
Page 363

Question 11

Define “Primacy Effect”.

Answer 11

-Occurs when a rater gives greater weight to information received first when appraising an individual’s performance.
Page 363

Question 12

Define “Central Tendency Error”.

Answer 12

-Occurs when a rater gives all employees a score within a narrow range in the middle of the scale.
Page 363

Question 13

Define “Leniency Error”.

Answer 13

-Occurs when ratings of all employees fall at the high end of the scale.
Page 363

Question 14

Define “Strictness Error”.

Answer 14

-Occurs when a manager uses only the lower end of the scale to rate employees.
Page 363

Question 15

Define “Rater Bias”.

Answer 15

-Occurs when a rater’s values or prejudices distort the rating.
Page 363

Question 16

Define “Halo Effect”.

Answer 16

-Occurs when a rater scores an employee high on all job criteria because of performance in one area of the assigned work responsibilities.
Page 363

Question 17

Define “Horns Effect”.

Answer 17

-Occurs when a low rating on one characteristic leads to an overall low rating.
Page 363

Question 18

Define “Contrast Error”.

Answer 18

-Tendency to rate people relative to others rather than against performance standards.
Page 363