Final Flashcards
WhT is performance management
The process of including activities related to improving employee performance, productivity, and effectiveness
What is task performance
An individual contribution to their job related processes
What is contextual performance
An individual indirect contribution to job related process like improving organization social and psychological behaviours that contribute to organizational effectiveness, beyond those specified for the job
Graphic rating scale
A scale that lists a number of traits and a range of performances for each and then the employee is rated by a score that best describes his performance for each trait
Alternation ranking method
Ranking employees from best to worst on a particular trait
Paired comparison method
Ranking employees by making a chart of all possible pairs of employees for each trait and indicating the better employee of the pair
Forced distribution method
Predetermined percentages of rates are places in various performance categories.
Critical incident method
Keeping a record of uncommonly good or undesirable examples of an employees work related behaviour and reviewing the list with the employee at predetermined times.
Behaviourally anchored eating scale (BARS)
An appraisal method that aims to combine the benefits of narratives, critical incidents, and quantified ratings by anchoring a quantified scale with specific narrative examples of good and poor performance
Management by objectives (MBO)
Involves setting specific measurable goals with each employee and then periodically reviewing the progress made.
Electronic performance monitoring (EPM)
Having supervisors electronically monitor the amount of computerized data an employee is processing per day and thereby his performance
Unclear performance standards
An appraisal scale that is too open to interpretation of traits and standards
Halo effect
In performance appraisal when a supervisors rating of an employees one trait biases the rating of that employees other traits
Central tendency
A tendency to rate all employees in the middle of the scale
Strictness leniency
The problem that occurs when a supervisor has a tendency to rate all employees either low or high
Appraisal bias
The tendency to allow individual differences such as age sex to affect the appraisal rating that these employees receive
Recency effect
The rating error that occurs when rating are based on the employees most recent performance rather than on performance throughout the appraisal period
Similar to me bias
Thee tendency to give higher performance ratings to employees who are perceived to be similar to the eater in some way
360 degree appraisal
A performance appraisal technique that uses multiple raters including peers, employees reporting to the appraisee. Supervisors and customers
Formal appraisal discussion
An interview in which the employee and employee review the appraisal and make plans to remedy deficiencies and reinforce strengths
Better performance management represents?
A largely untapped opportunity to improve company profitability
To clarify performance expectations ___________ should be developed
Measurable standards
The simplest and most popular technique for appraising employees is the:
Graphic rating scale
What is the appraisal method which lists traits such as “teamwork” and performance values ranging from “needs improvement” to “outstanding”
Graphic rating scale
The performance appraisal method that would use a “+” to denote “better than” and a “_” to denote “worse than” when comparing employees, in order to get the highest ranked employee is the:
Paired comparison method
What are the steps of the alternation ranking method
- List all employees to be rated and cross out any not known well enough to be ranked
- Indicate the employee who is the highest on the characteristic being measured and also the one who is the lowest
- Then choose the best highest and lowest, alternating between highest and lowest until all the employees have been ranked
What is a criticism of the forced distribution method of performance appraisal?
A considerable proportion of the workforce is classified as less than average
What is a disadvantage of the critical incident method
Ensures that the evaluator will only consider the employees most recent job performance
In a behavioural anchored rating scale there are critical incident anchors along the:
Performance rating scale
Total employment rewards
An integrated package of all rewards gained by employees arising from their employment
External equity
Employees perceive their pay rates as fair, given the pay rates in other organizations
Internal equity
Employees perceive their pay as fair, given the pay rates of others in the organization
Pay equity
Providing equal pay to male dominated job classes and female dominated job classes of equal value to the employee
Job evaluation
A systematic comparison to determine the relative worth of jobs within a firm
Benchmark job
A job that is critical to the firms operations or that is commonly found in other organizations
Commendable factor
A fundamental compensator element of a job such as skill effort responsibility and working conditions
Job evaluation committee
A diverse group established to ensure fair and comprehensive representation of the nature and requirements of the jobs in question
Classification:grading method
A method for categorizing jobs into groups
Classes
Groups of jobs based on a set of rules for each class such as amount of independent judgment, skill, physical effort, etc. Classes usually contain similar jobs-all secretarial jobs for instance
Grades
Groups of jobs based on a set of rules for each grade whereby the jobs are similar in difficulty but otherwise different.
