m3 ch2 Flashcards
What are the four steps of goal implementation?
set goals, promote goal attainment, provide support/ feedback, and create action plans
What are SMART goals?
specific, measurable, attainable, results-oriented, and time-bound
Should you use a one-size-fits-all or broad goals?
broad goals
What are objective versus subjective measures?
objective (measurable) vs subjective (behavioral/ comparative)
What are comparative methods?
ranking, forced distribution, and paired comparison
Ranking (comparative method)
rank oder employees, overall or dimensions
Forced distribution (comparative method)
force ratings to conform to a specific distribution, combat distributional errors
Paired comparison (comparative method)
compare employees to each other
What are ways to reduce rater bias?
360-feedback, such as direct reports, peers, cross-functional partners, and leaders
What is halo bias?
rater forms an overall impression and bias’ ratings the same
What is leniency bias?
rater uses a personal chaarcteritic. to evaluate in an extremely positive fashion
What is central tendency bias?
tendency to avoid all extreme judgments and rate things average
What is the recency effect?
the tendency to remember recent information
What is contrast effects?
tendency to compare based on recently observed objects or people
Feedback can be what two things?
information about or performance shared with those in a position to improve the situation
Do employees feel they get enough feedback?
no
Why is feedback not always provided?
potential to strain relationships, lack of confidence, and consequences
What are the different sources of feedback?
supervisor data and peer data
What is it called when you get feedback from multiple sources?
360 appraisals
What are a few pros and cons of 360 appraisals?
pros: comprehensive, better quality info, less bias
cons: complex, intimidating, not accountable
What are the do’s of feedback?
keep feedback relevant, timely, specific, honest
What are the don’ts of feedback?
not to punish, irrelevant, too late, overly complex
What are the factors that affect perceptions of feedback?
accuracy, the credibility of the source, fairness of the system
What is self-serving bias?
success is internal and failures are external
What is coaching?
process to enhance learning and motivate change
What are the 3 general criteria for distributing awards?
results, behavior and actions, and nonperformance considerations
What is pay-for-performance?
monetary incentives linking a portion of one pay to their accomplishments
When does pay-for-performance work best?
to show performers, that gaming the system is mitigated, multiple measures of performance are used, and the measures of performance are accurate and consistent
When do reward systems fail?
monetary rewards are too strong, overtime is seen as an entitlement, makes CWBs, lag between performance and rewards, not tailored to goals, not align with the organization
What is the Law of Effect?
favorable consequences are repeated, and unfavorable consequences disappear
What is operant conditioning?
contingent systematic if-then linkage between behavior and consequences
What is positive reinforcement?
strengthening a
behavior by contingently presenting something pleasing
What is negative reinforcement?
strengthens a desired behavior by contingently withdrawing something displeasing
What is punishment?
weakening behavior through either the contingent presentation of something displeasing or the contingent withdrawal of something positive
What is extinction?
weakening a behavior by ignoring it or making sure it is not reinforced
What is a continuous reinforcement schedule?
getting paid every time you make a sale
What is an intermittent reinforcement schedule?
getting a SPOT award or merit bonus
What are the performance standard characteristics?
strategic relevance, criterion deficiency, criterion contamination, and reliability (consistency)
What is performance dimension training?
ratings are improved if raters are more familiar with dimensions through presentation/discussion of dimensions
What is rater error training?
ratings are improved if raters are taught about errors so they can avoid them
What is a frame-of-reference training?
ratings are improved if raters have common evaluative standards, calibrate internal standards by providing examples and compare/contrasting different performance levels
What is a behavioral observation training?
ratings are improved if raters do a better job observing performance – particularly useful for frequency-based
