Week 4 Flashcards
What is performance management?
Performance management encompasses all activities a firm undertakes to improve an employee’s performance
What are the steps to performance management/
- Goal setting
- Evaluation of performance
- Feedback
- Decision on rewards or punishments
What is workplace inclusion?
The feeling of feeling valued and that they belong to the organisation
What are the 3 purposes of performance managemnet
- Strategic purpose - organisation can grow if employee actions align with organisational goals
- Developmental purpose - provides employees with information on how to grow
- Administrative purpose - provides managers with information on how to reward, promote, and retain employees
What is performance appraisal?
It is the evaluation of employee performance along a set of dimensions, assigning a score, and informing employee’s of their rating
What is the traditional performance management cycle?
- Making a performance plan - organisation goals are translated into individual goals for employees
- Feedback - provide feedback on performance
- Mid-year evaluation - discuss incremental goal attainment
- Year-end evaluation - formal performance rating
what is goal-setting theory?
Setting specific, clear, and challenging goals can result in motivation to increase performance. It can direct direction, intensity, and duration of motivated action.
What are the 5 principles of goal-setting theory?
- Clarity - The goal is to be clear and specific
- Challenge - goals that are too easy may feel unimportant
- Commitment - be commited to the goal
- Feedback
- Task Complexity - break down general goal into smaller
What is the SMART Principle?
- Specific
- Measurable
- Attainable
- Realistic
- Timely
What is diversity
The differences among employees in an organisation or group.
These may be:
Underlying characteristics - vlaues, beliefs
Demographic differences
What is inclusion?
Inclusion is a state where all employees are treated fairly, valued for who they are, and feel like they belong
What are the 2 key elements of creating Inclusion?
- Belongingness - idea that the employee has a rightful place in the group
- Uniqueness - idea that employees are valued as an individual
Reasons for inclusivity
- firm wants to do what is right
- firm whats to show viable career paths
- firm wants to ensure business success
What is the key variable for inclusion?
A climate for inclusion. This is the employee’s perception of the employer’s policies focused on creating a sense of belongingness while valuing the uniqueness
What are formal policies/practices in increasing diversity?
1, Recruit and selection of targeted demographic categories. - This may be controversial and delegitimise the individual
2. Targeted leadership programs for demographics. Also has risk of deligitimisation
What are formal policies/practices to enhance inclsuion?
- Diversity and anti-bias training : risk of backfiring when employees perceive it as fake or don’t feel the need
- Making minority employees feel like they belong using mentoryships
- Creating accountability - make performance evaluation contingent on conclusion statistics
What are some biases on performance evaluation?
- Leniency error
- Severity error
- Central tendency error
- Halo error
- Primacy error
- Recency error
- Contrast error
- Similar-to-me error
What is leniency error
Raters rate employees at the high end of the scale. an easy grader
What is severity error
Raters rate employees at the low end of the scale. a hard grader
what is central tendency error
Raters rate employees at the midpoint
What is the halo error
Rater’s evaluation of an employee on one performance dimension creates an overall positive or negative impression that drives ratings on other dimensions
What is primacy error
Rater’s evaluation is influenced by first performance
What is recency error
A rater’s evaluation is influenced by the employee’s last performance
What is contrast error
A rater’s evaluation of an average employee is boosted after rating a poor employee, or lowered after rating an excellent employee
what is similar-to-me error
A rater’s evaluation of an employee is inflated because the rater feels a personal connection resulting from shared demographics, values, or experiences
What are 3 methods of reducing errors and biases
- Training - help raters recognise levels of performance . Frame of reference helps
- Memory aids - records information
- Accountability - accountability makes raters feel expected to justify their evaluations to others
What is the ranking or comparative rating method to evaluation performance?
This method ranks employees relative to each other.
example is Forced Distribution
What is forced distribution
Employees are assigned to certain categories based on their scores.
Issue is unpopular with employees, and promotes internal compeititon, leading to higher likelihoods of aggressive culture and unethical practices. Also reduces innovation.
It has to be linked to clear objective criteria
What is absolute rating method?
Method rates employees based on specific performance dimensions using a graphic rating scale
What are methods of rating?
- Graphic rating scale or Likert scale - requires raters to evaluate employee on a series of performance dimensions using a rating system. Advantage is that it is versatile, but the standard against which performance is evaluated differs for each rater
- Behaviourally anchored rating scale (BARS) - uses behavior examples as anchors which are assigned scores. It has a behavioural frequency description. Issue is that it is not versatile and unqiue to jobs. However, employees perceive as more fair
What is a way/method to improve performance measurement?
Critical incident techniue is used to make the approval process more accurate. It collects concerte behavioural examples of employee performance.
Requires supervisors to record effective or ineffective behaviours - AKA critical incidents
What is 360-degree feedback?
A multi-sourced review, where reviews come from managers, clients, etc
Besides measuring results, what is another thing to measure for performance?
Competencies need to be measured. They are the observable skills, behaviors, and attitudes that employee needs to be successful in. this helps as only measuring results may lead to disregarding actions that don’t contribute to results.
Measure “WHAT” (results) employees deliver and “HOW” (competencies) they do it
What is strength-based feedback?
Relies on employee affirmation and encouragement. Strengths are the true opportunity for growth, so the feedback focuses on strengths for future behaviour and personal development.
What is feedforward?
Feedforward is a way of giving strength-based feedback. 3 steps:
step 1: Identify a personal success story for employee
step 2: discover their personal success code
step 3: align future with their personal success code - ask the feedforward question
What are 2 types of evaluations to define performance?
- Objective evaluation focuses on job outputs or goal achievements
- Subjective evaluations relies on a rater’s judgement
what is organisaitonal citizenship behavior
activities that are valued by the organisation but are outside the scope of the employee’s formal job requirements, which can make organisations more productive. They can also be used to indicate performance
What does a balanced feedback mean?
meaning positive feedback about what the employee is doing right, and constructive feedback about how they can improve;
The most effective feedback focuses on both positive and negative aspects of performance.
3 tips to make feedback effective
- check your own assumptions - reflect on own belief about job performance
- invite a self-appraisal - so kind of like a self check for employees
- Encourage employee-generated solutions - it is vital that they agree on how to improve performance. best strategy is often the one the employee is motivated to act on.
