exam 2 Flashcards
Sources of performance evaluations
- self appraisals
- peer appraisals
- 360 degree feedback
What is a 360 degree feedback?
getting multiple performance evals from supervisors, peers, subordinates, customers to help eliminate blind spots.
What are common errers and biases in perfomance appraisals
- Leniency error
- severity error
- central tendency error
- halo effect
- recency effect
- casual attribution
- actor observer bias
What are categorized as the three response errors?
leniency, severity, central tendency
what is leniency error?
give all workers positive performance appraisals
what is severity error?
give all workers negative performance appraisals
central tendency error
way to measure the middle of the curve. Tendency to rate workers at midpoint in performance appraisals .
(not excellent, not terrible, in the middle of the two)
Halo effect
overall positive performance appraisals bec of one known recent excellent performance when thinking of that person. “confirmation bias”
horns effect
general bad impression so you rate overall performance low without thinking critically about strengths
what is recency effect?
tendency for appraiser to place greater emphasis on the dispositional factors and lesser emphasis on situational factors that may affect performance (bad performance is matter of bad character and not current circumstances)
how to avoid recency effect?
ask yourself what could be contributing to their performance
how do IO psychologists combat these biases and errors
error rater training,
what is error rater training
train raters about the potential biases so they can be aware and create common model for rating employee performance to foster shared understanding
Why is selection good for buisness?
separates applicants who are more likely to perform successfully from those who are less likely to perform successfully
what is personnel selection?
process of collecting and evaluating of information about the group of applications for a particular job opening and to which applicant the offer should be extended.
IO psych roles in personnel selection?
- ID the KSA necessary for performance
- develop or id measures of those KSA
- conduct research on realationship between selection measures and job performance
- eval evidence of fair treatment
- enhance KSA to ensure prediction of job success
- Design training
- testify in court cases and challenge selection methods of orgs
what is the purpose of the development of a selection program?
ensure that the selection process is both job-related as required by the law and to better predict applicantss who will be successful
what is job analysis?
dimensions and identification of KSAOs necessary for the job,.
the foundation
steps in employee selectioin process
recruit, screen,select, place
types of screening?
resume, job apps, employment tests, hiring interviews, and references,
what is most important about screening?
that they predict job performance
how effective are resumes and written applications?
common. less reliable or calid in measuring job relevant performance. advantage is ease of administration.
What are important about references?
common for grad school applications, little research has solidified their reliability as a selection tool
what is an issue of letters of recommendation?
sexism; for men are longer and more positive words associated like independent, leader, etc. women associated with more caring words, kind sensitive, etc.
