exam 2 topic 8

Question 1

Performance Management

Answer 1

Process managers use to ensure that employee activities and outputs align with organizational goals

Question 2

Performance Appraisal

Answer 2

}Employee development (i.e., developmental)
§Suggest areas for improvement
§Determine training needs
}Administrative decisions (i.e., administrative)
§Link pay to performance
§Make staffing decisions

Question 3

Strategic Congruence

Answer 3

performance management system elicits performance congruent with organizational strategy, goals, and culture

Question 4

Reliability

Answer 4

To be useful, performance measures must be consistent, dependable, and stable; three key types:

Question 5

interrater reliability

Answer 5

Consistency in employee’s performance ratings across two (or more) different raters

Question 6

Internal consistency reliability

Answer 6

–Consistency across responses to items on a measure (i.e., positively correlated items)

Question 7

Test-retest reliability

Answer 7

Consistency in ratings across time and different measurement occasions

Question 8

Validity

Answer 8

Extent to which a measure assesses all relevant (and only relevant) aspects of performance

Question 9

Contamination

Answer 9

Irrelevant aspects included

Question 10

Deficiency

Answer 10

Relevant aspects omitted

Question 11

Acceptability

Answer 11

Extent to which employees perceive performance measure to be acceptable (i.e. justice dimensions)

Question 12

Specificity

Answer 12

Extent to which performance measure specifically inform about expectations and how to meet them

Question 13

Methods of Performance Appraisal

Answer 13

comparative, attributes, behavior, results, quality

Question 14

Comparative approach

Answer 14

Rate employees’ performance relative to one another

Question 15

Attribute approach

Answer 15

Assess whether employees show certain characteristics

Question 16

Behavioral approach

Answer 16

Assess observable behaviors of employees on the job

Question 17

Results

Answer 17

Assess bottom-line performance (i.e., outcomes, outputs)

Question 18

Quality

Answer 18

Evaluates performance using a larger systems-approach

Question 19

Sources of Performance Appraisal

Answer 19

Sources

• Supervisors
• Peers
• Subordinates
• Self
• Customers
• Vendors

Question 20

rating errors that can influence performance ratings

Answer 20

similar-to-me effect, strictness, central tendency, leniency, contrast effects, halo effect, horns effect

Question 21

Similar to me

Answer 21

people who are similar in race, gender, background etc… receive higher ratings than those who are not

Question 22

Contrast

Answer 22

ratings influenced by comparison btwn individuals instead of an obj. standard

Question 23

Leniency

Answer 23

gives high ratings to all employees regardless of performance

Question 24

Strictness

Answer 24

gives low ratings to all employees regardless of performance

Question 25

Central Tendency

Answer 25

gives average ratings to all employees regardless of performance

Question 26

Halo

Answer 26

gives high ratings on all aspects of performance bc of an overall positive impression

Question 27

Horns

Answer 27

gives low ratings on all aspects of performance bc of an overall negative impression

Question 28

raters can use to improve subjective performance appraisals

Answer 28

Rater error training , Rater accuracy training, Calibration meetings

Question 29

Rater error training

Answer 29

Make raters aware of the common rating errors and help them develop strategies to minimize them

Question 30

Rater accuracy training

Answer 30

Inform raters of meaning of performance dimensions

Question 31

Calibration meetings

Answer 31

Formal meeting to ensure performance is evaluated consistently across managers

Question 32

Ways to improve performance feedback

Answer 32

§ Give feedback frequently—not just once a year
§ Create right context for discussion
§ Ask employees to rate performance before session
§ Have ongoing, collaborative conversations
§ Recognize effective performance through praise
§ Focus on solving problems
§ Focus feedback on behavior or results, not on person
§ Minimize criticism
§ Agree to specific goals and set progress review date

Question 33

Withstand legal scrutiny

Answer 33

§ Conduct valid job analysis related to performance
§ Base system on specific behaviors or results
§ Train raters to use system correctly
§ Review performance ratings and allow for employee appeal
§ Provide guidance/support for poor performers
§ Use multiple raters
§ Document performance evaluations