Performance Appraisal - Chapter 5

Question 1

The systematic review and evaluation of job performance and the provision of performance feedback

Answer 1

Performance Appraisal

Question 2

Uses/purposes of performance appraisal

Answer 2

Personnel decisions
-promoting, firing, layoffs, raises

Developmental purposes
-identifying strengths & weaknesses-coaching

Documentation
- provide line of legal defense against lawsuits

Question 3

Common rating errors

Answer 3

• Halo Error

* Distributional Errors

Question 4

When a math teacher assumes a student should receive an A in math because she receives A’s in all of her other courses, the teacher is committing the rating error known as…

Answer 4

Halo Error

Question 5

Type of error that restricts the range in ratings (leniency, severity, and Central Tendency)

Answer 5

Distributional Errors

Question 6

The mean of ratings across ratees is higher than the mean of all ratees across all raters

Or the mean of their ratings is higher than the midpoint of the scale

Answer 6

Leniency

Question 7

A supervisor who assigns every employee an average rating rather than spending extra time differentiating between good and poor performing employees has committed the rating error of…

Answer 7

Central Tendency

Question 8

Tendency to give consistently lower ratings to ones employees than other raters do

Answer 8

Severity

Question 9

Raters heavily weight their most recent interactions/observations of ratee is what type of error?

Answer 9

Recency error

Question 10

Raters pay too much attention to initial experiences with ratee

Answer 10

First impression error (primacy effect)

Question 11

Raters give more favorable ratings to ratees who are like themselves…

Answer 11

Similar-to-me error

Question 12

A motivational system of individual performance improvement

Answer 12

Performance Management

Question 13

Objectives of Performance Management

Answer 13

• objective goal setting
• continuous coaching and feedback
• performance appraisal
• developmental planning

Question 14

When the source of the ratings comes from individuals of a lower status than the ratee

Answer 14

Upward Appraisal Rating

Question 15

A type of training to increase accuracy in ratings and enhances raters observational and categorization skills… (most effective training method)

Answer 15

Frame of Reference Training (FOR)

Question 16

A type of performance appraisal that involves multiple raters at various levels of the organization who evaluate and provide feedback to a target employee
Including (subordinates, peers, supervisors, clients of customers, self-ratings)

Answer 16

360 Feedback

Multi source feedback

Question 17

Rated Error Training (RET)

Answer 17

Reduces errors but accuracy is not necessarily improved

Question 18

Telework

Answer 18

Employees working from home or some other location (have flexibility in work hours/location)

Question 19

What makes a “GOOD” performance Appraisal?

Answer 19

• well-received by ratees
• based on carefully documented behaviors
• focused on important performance criteria
• inclusive of many perspectives
• forward looking
• focus on improvement

Question 20

Eight Legal Recommendations for performance Appraisal

Answer 20

1) start w/ Job Analysis to develop criteria
2) communicate performance standards in writing
3) Recognize desperate dimensions of performance rather than just one “overall” rating
4) Use both objective and subjective criteria
5) Give employers access to appeal
6) Use multiple raters rather than one rather
7) Document everything pertinent to personnel decisions
8) Train the raters

Question 21

If employees perceive that they understand the performance appraisal system and its objectives, then their self-ratings of performance tend to…

Answer 21

Agree with their supervisors ratings

Question 22

Given legal requirements and technical guidelines, it is recommended that PA’s:

a) rely on an single rating of performance
b) are not conducted when rater training is impossible
c) are based on criteria from a documented job analysis
d) use only objective criteria and global personality traits

Answer 22

C

Question 23

BFOQ’s (Bona fide occupational qualification)

Answer 23

A selection requirement that is necessary for the performance of job-related duties and for which there is no substitute.