Evaluating Employee Performance Flashcards

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1
Q

A method of performance appraisal in which a supervisor is given several behaviors and is forced to choose which of them is most typical of the employee

A

Forced-choice rating scale

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2
Q

A meeting between a supervisor and a subordinate for the purpose of discussing performance appraisal results

A

Performance appraisal

review

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3
Q

The idea that organizations tend to promote good employees until they reach the level at which they are not competent—in other words, their highest level of incompetence

A

Peter Principle

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4
Q

A performance appraisal system in which feedback is obtained from multiple sources such as supervisors, subordinates, and peers

A

360-degree feedback

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5
Q

A performance appraisal strategy in which an employee receives feedback from sources (e.g., clients, subordinates, peers) other than just his or her supervisor

A

Multiple-source feedback

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6
Q

A method of performance appraisal in which employees are ranked from best to worst

A

Rank order

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7
Q

A form of ranking in which a group of employees to be ranked are compared one pair at a time

A

Paired comparison

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8
Q

A performance appraisal method in which a predetermined percentage of employees are placed into a number of performance categories

A

Forced distribution

method

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9
Q

A type of objective criterion used to measure job performance by counting the number of relevant job behaviors that occur

A

Quantity

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10
Q

A type of objective criterion used to measure job performance by comparing a job behavior with a standard

A

Quality

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11
Q

Deviation from a standard of quality; also a type of response to communication overload that involves processing all information but processing some of it incorrectly

A

Error

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12
Q

A method of performance appraisal that involves rating employee performance on an interval or ratio scale

A

Graphic rating scale

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13
Q

The condition in which a criterion score is affected by things other than those under the control of the employee

A

Contamination

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14
Q

A method of performance appraisal in which the supervisor records employee behaviors that were observed on the job and rates the employee on the basis of that record

A

Critical incidents

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15
Q

A standardized use of the critical-incident technique developed at General Motors

A

Employee Performance

Record

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16
Q

Rating errors in which a rater will use only a certain part of a rating scale when evaluating employee performance

A

Distribution errors

17
Q

A type of rating error in which a rater consistently gives all employees high ratings, regardless of their actual levels of performance

A

Leniency error

18
Q

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

A

Central tendency error

19
Q

A type of rating error in which a rater consistently gives all employees low ratings, regardless of their actual levels of performance

A

Strictness error

20
Q

A type of rating error in which raters base their rating of an employee during one rating period on the ratings the rater gave during a previous period

A

Assimilation

21
Q

The idea that supervisors do not see most of an employee’s behavior

A

Infrequent observation

22
Q

Perceived psychological pressure

A

Stress

23
Q

Feelings or emotion

A

Affect

24
Q

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

A

Employment-at-will

doctrine

25
Q

Statements in employment applications and company manuals reaffirming an organization’s right to hire and fire at will

A

Employment-at-will

statements

26
Q

Providing employees with punishments of increasing severity, as needed, in order to change behavior

A

Progressive discipline