Lecture 5

Question 1

6 Performance Management Steps

Answer 1

1. Define Performance outcomes
2. Develop employee goals
3. Provide Support
4. Evaluate Performance
5. Identify Improvements
6. Provide Consequences

Question 2

3 Key Purposes of Performance Management

note: problems arise when trying to combine

Answer 2

1. Strategic - Organizational Goals
2. Administrative - Information for housekeeping
3. Development - employee strengths and weaknesses

Question 3

3 Performance Appraisal Steps

Answer 3

1. Identification (dimensions)
2. Measurement (performance)
3. Feedback (to improve)

Question 4

Performance Appraisal
Relative
vs
Absolute

Answer 4

1. Rank ordering
2. Pair-wise comparison
3. Forced distribution
4. Cut off point

Question 5

Absolute Appraisal what to measure

Answer 5

Input (attributes) -> Process (behavior) -> Output

Question 6

Criteria for effective dimensions (NordStrom example)

Answer 6

1. Fit with strategy (target rates)
2. Specific feedback (otherwise questionable behavior incentivized )
   .3 Acceptability
3. Reliability
4. Validity

Question 7

2 Steps to effective conversation, consist of

Answer 7

1. Before the convo

2. During the convo

Question 8

Effective conversation (During the convo)
7
+
2 others

Answer 8

1. Naive Realism - extreme standpoints on both ends
2. Ladders of Influence - false accounts of reality
3. Fundamental Attribution Bias - others-personality, us-situation
4. Defensiveness
5. Mindfulness - Unaware of own emotions
6. Sunk Cost

others
Halo/Horn effect

Question 9

3 How to minimize bias

Answer 9

1. Awareness
2. Reduce role of Individual
3. Reduce conditions