Performance evaluation

Question 1

Rater observes performance behaviors of employees

Answer 1

Observe behavior

Question 2

Rater interprets meaning of behavior

Answer 2

Encode information about behavior

Question 3

Rater creates memory of employee behavior

Answer 3

Storing information

Question 4

Rater recalls performance memory to use in evaluation

Answer 4

Retrieve information

Question 5

Rater uses performance memory to make judgement

Answer 5

Integrate information

Question 6

Person being rated receives similar ratings in all performance dimensions

Answer 6

Halo error

Question 7

Easy & seems logical- If employee is good (or bad) at things that are valued, seems reasonable to assume they’re good (or bad) at other valued things

Answer 7

Reasonings for halo error

Question 8

Person being rated receives higher ratings than they should

Answer 8

Leniency

Question 9

Rater likes employees, wants to be liked by employees, wants to avoid conflict over poor ratings

Answer 9

Reasonings for leniency

Question 10

Disproportionately large number of employees receive “average” ratings of performance

Answer 10

Central tendency

Question 11

Rater doesn’t have much experience w/ subordinates, easier to give average rating than distinguish between good & bad performers, poor scale

Answer 11

Reasonings for central tendency

Question 12

Tendency to provide lower than expected performance ratings to employees

Answer 12

Severity

Question 13

Rater wants to motivate or humble employees, wants to set baseline for improvement, wants to maintain impression of control

Answer 13

Reasonings for severity

Question 14

Formal procedures that facilitate acquisition of skills, concepts, or attitudes intended to improve performance

Answer 14

Training

Question 15

Relatively permanent change in behavior & capabilities that results from experience or practice

Answer 15

Learning

Question 16

Extent to which trainees are prepared & motivated to learn & transfer capabilities from training to job

Answer 16

Readiness

Question 17

g, interest, attitudes, experience

Answer 17

Readiness characteristics

Question 18

How individuals tend to be motivated

Answer 18

Goal orientation

Question 19

Learning results from observation & intrinsic motivation

Answer 19

Social cognitive learning theory

Question 20

Trainees are recipients of knowledge (lecture, observation, reading), expected to acquire information as it was presented

Answer 20

Passive learning

Question 21

Trainees are generators of knowledge (role-play, practice, application), expected to acquire information “in their own words”

Answer 21

Active learning

Question 22

Providing trainees continued practice even after they have appeared to master behavior

Answer 22

Overlearning

Question 23

Ability to perform tasks effectively w/ limited cognitive attention

Answer 23

Automaticity

Question 24

Task learned/practiced in continuous session without rest

Answer 24

Massed practice

Question 25

Task learned/practiced over time w/ frequent breaks

Answer 25

Distributed practice