Performance Management Flashcards
Simple Ranking
Method of performance management that requires managers to rank employees in their group from the highest performer to the poorest performer
Forced-distribution Method
Method of performance measurement that assigns a certain percentage of employees to each category in a set of categories
Paired-comparison method
Method of performance measurement that compares each employee with each other employee to establish ranking
Graphic rating scale
Lists traits and provides a rating scale for each trait; the employer uses the scale to indicate the extent to which an employee displays each trait
Mixed-standard scales
Uses several statements describing each trait to produce a final score for the trait
Critical-Incident method
Based on managers records of specific examples of the employee acting in ways that are either effective or ineffective
Behaviorally Anchored Rating Scale
Rates behavior in terms of scale show in specific statements of behavior that describe different levels of performance
Behavioral Observation Scale
A variation of BARS which uses all behaviors necessary for effective performance to rate performance at a task
Organizational behavior Modification
Plan for managing the behavior of employees through a formal system of feedback and reinforcement
Management by objective
People at each level of the organization set goals in a process that flows from top to bottom, so employees at all levels are contributing to the organizations overall goals; these goals become the standards for evaluating each employees performance
360-Degree Performance Appraisal
Combines information from the employees managers, peers, subordinates, self, and customers
Calibration Meeting
Meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating the influence of the rating errors
Performance Management
Process through which managers ensure the employees activities and outputs contribute to the organizations goals
OR
A set of processes and managerial behavior that involve defining, monitoring, measuring, evaluating, and providing consequences for performance expectations
Benefits of Performance Management
- -Allows employees to identify strengths and recognize areas to improve, work with manager to identify contributions to team, establish a plan to develop skills
- Allows managers to build relationships with employees, show employees their commitment to helping them meet job standards, encourage employees to improve job skills, identify and solve job performance issues
- provides a framework for making good hiring, development and compensation decisions
- Allows organization to improve and be successful
Developmental Review– Objectives
- strengths, relative weaknesses, and development needs and objectives
- career interests and work-related areas for which the employee is passionate
- career goals, both short-term and longer-term
- Discussion of potential career planning options
- discussion of potential next roles
Setting the climate
A positive, non-threatening tone that describes the meetings purpose
Asking questions
Keep them simple and to the point and focused on topic at hand
Listening
Showing you’re listening by paraphrasing and reflective listening
Seeking clarification
Asking questions that provide you necessary additional information
Providing your opinion
Discuss where you and the individual agre vs. disagree
Discussing career actions
These can be developmental actions, and/or potential next moves- but avoid making explicit commitments
Performance goal
Targets a specific end result
Learning goal
Involves enhancing your knowledge or skill
SMART
Specific, measurable, attainable, results oriented, and time bound
Monitoring Performance
Measuring, tracking, or otherwise verifying progress and ultimate performance
Evaluating performance
Comparing Performance some point in time to a previously established expectation or goal
360-degree feedback
Individuals compare perceptions of their own performance with behaviorally specific performance information from their manager, subordinates, and peers
Feedback
Info about performance shared with those in a position to improve the situation
Coaching
Customized process between two or more people with the intent of enhancing learning and motivating change
Extrinsic Reward
Financial, material, and social rewards apply because they come from environment
Intrinsic reward
Psychic rewards, self granted
Total rewards
Encompasses not only compensation and benefits but also personal and professional growth opportunities and motivating work environment
Law of effect
Behavior with favorable consequences tends to be repeated while behavior with unfavorable consequences tends to disappear
Respondent behavior
Skinner -Unlearned reflexes or stimulus
Operant behavior
Behavior that is learned when one operates on the environment to produce desired consequences - response stimulus
Positive reinforcement
Process of strengthening a behavior by contingently presenting something pleasing
Negative reinforcement
Strengthens a desired behavior by contingently withdrawing something displeasing
Punishment
Process of weakening behavior through either the contingent presentation of something displeasing or contingent withdrawal,of something positive
Extinction
Weakening a behavior by ignoring it or making sure it is not reinforced
Continuous reinforcement
Every instance of a target behavior is reinforced
Intermittent reinforcement
Reinforcement of some but not all instances of a target behavior
