Copy of ESP Ch 07 - Sheet1 Flashcards
ffective Supervisory Practices
Effective supervisors treat performance evaluations as a ______ process.
continuous
ffective Supervisory Practices
The evaluation process establishes _____ that you and the employee can use to measure performance.
benchmarks
ffective Supervisory Practices
A formal evaluation process does two things:
1) enables you to develop job standards 2) helps standardize performance evaluation
ffective Supervisory Practices
If supervisors make decisions on the basis of informal impressions, they will be…
…wrong most, if not all, of the time
ffective Supervisory Practices
Why are informal impressions often wrong?
because we confuse our own values, needs, and attitudes with the behavior we observe in others; and we do not observe carefully enough.
ffective Supervisory Practices
Evaluations should begin…
…the day a person accepts a job and a personnel file is opened
ffective Supervisory Practices
Evaluation should not be imposed on employees from…
….outside or above
ffective Supervisory Practices
Goals should include actions that are specifically designed to…
…fulfill the responsibilities spelled out in the job descriptions
ffective Supervisory Practices
Goals should be…
…challenging but realistic.
ffective Supervisory Practices
Effective feedback is _________ feedback.
continuous
ffective Supervisory Practices
The supervisor and employee should review goals frequently…
…during the first three to six months
ffective Supervisory Practices
Should the employee be praised for all jobs completed satisfactorily and on schedule during the annual performance evaluation?
yes
ffective Supervisory Practices
Should the employee be reprimanded for shortcomings during the annual performance evaluation?
no
ffective Supervisory Practices
Each supervisor should have at least ___ formal evaluations interview each year with his employees.
one
ffective Supervisory Practices
Should there be surprises in a formal interview?
no
ffective Supervisory Practices
How much notice should be given to employees before their annual performance interview?
plenty, 7 to 14 days
ffective Supervisory Practices
Where should the interview take place?
in a quiet neutral place, with no physical barriers between you and the employee
ffective Supervisory Practices
What should be done at the beginning of the performance review meeting?
state the purpose and goals of the meeting
ffective Supervisory Practices
What should be discussed first during the annual interview?
first discuss the performance ratings
ffective Supervisory Practices
In the annual interview, what should be discussed after the performance ratings?
developing goals
ffective Supervisory Practices
How should the interview be concluded?
with a summary of the major points, emphasizing the work that was accomplished, and plans for the next appraisal period
ffective Supervisory Practices
What is a good way to record factual information about an employee’s progress?
the critical-incident log
ffective Supervisory Practices
What law governs performance reviews?
Title VII Civil Rights Act of 1964
ffective Supervisory Practices
Central Tendency Effect?
happens when supervisor rates everyone at the middle of the scale
ffective Supervisory Practices
Recency Factor?
when supervisor rates employee on recent events, ignoring the rest of the appraisal period
ffective Supervisory Practices
Halo Effect?
When a supervisor lets an employees performance in one area affect the rating of unrelated areas.
ffective Supervisory Practices
Personal Bias?
when appraiser allows factors not related to job duties influence employees performance ratings.
ffective Supervisory Practices
Leniency or Strictness?
the tendency of some supervisors to rate either too leniently or too harshly across the board
