ch 8 hr

Performance appraisal

(PA), on the other hand, is the ongoing process of evaluating employee performance

o severity or strictness error,

, the rater evaluates just about everyone as below average

"Coming to Appointments: 30 minutes early, 15 minutes early, 5 minutes early, on time, 5 minutes late, 15 minutes late, never arrive." This scale would most likely be associated with what performance appraisal method? BARS Organic behavior scale Checklist Critical incident scale MBO

BARS

At Acme Global, customer service is an important priority. However, Michael's latest performance appraisal focused on his lack of critical thinking and his lack of knowledge of the company's technology. What aspect of good performance appraisals does Michael's appraisal appear to be missing? Valid Based on mission and objectives Accepted Feasible Positivity

Based on mission and objectives

If a student evaluates her professor low on all evaluation criteria due to dissatisfaction with the professor's grading, the student has likely committed which rater error? Stereotyping Recency Central tendency Response Halo Proximity

Halo

Contrast Error

Here the rater compares and contrasts performance between two employees, rather than using absolute measures of performance to assess each employee.

In what type of method are annual performance goals established jointly between the manager and employee? Productivity measurement and evaluation systems MBO Assessment centers Critical incidents OB modification

MBO

To be accurate, objectives should be SMART. What does the M in SMART stand for? Memorable Measurable Mechanistic Methodical Multifaceted

Measurable

Which one of the following is NOT true of peers as a source of performance information? Peers may know the job requirements better than a supervisor in some cases. Peers can evaluate the ability of others to interact within the group or team better than supervisors in many cases. Research regarding validity of peer evaluations is overwhelmingly clear on their lack of bias. Peer ratings are particularly useful when supervisors do not have the opportunity to observe employees. All of the above are true.

Research regarding validity of peer evaluations is overwhelmingly clear on their lack of bias.

Casey's performance appraisal indicated that she was good at managing client relationships. Casey asked her supervisor for more details and was simply told, "You just do a good job in that area." What aspect of good performance appraisals does Casey's appraisal appear to be missing? Reliable Specific Accepted Feasible Positivity

Specific

what is performance appraisal? The process of identifying, measuring, managing, and developing the performance of the human resources in an organization The process of analyzing the activities within a job The process of evaluating the difficulty of jobs The annual completion of an evaluation form for each employee The ongoing process of evaluating employee performance

The ongoing process of evaluating employee performance

Proximity Error

This error states that similar marks may be given to items that are near (in other words, proximate to) each other on the performance appraisal form, regardless of differences in performance on those measures

Recency Error

This occurs when the rater uses only the last few weeks of a rating period as evidence when putting together performance ratings

Question 16 If 360-degree evaluations are the best, why are they not always used? Their graphic rating scales are not always accurate Conflicts between managers Supervisory biases Time and money Balanced scorecards provide higher scores

Time and money

Similarity Errors

also called "like me," occurs when the rater gives better evaluations to subordinates whom they consider more similar to themselves and poorer evaluations to subordinates whom they consider to be different from themselves

- 360-degree Evaluation

analyzes individuals' performance from all sides—from their supervisor's viewpoint, from their subordinates' viewpoint, from their customers (if applicable), from their peers, and from their own self-evaluation

o Results

are simply a measure of the goals achieved through a work process.

o Behaviors

are simply the actions taken by an individual—the things that they do

Marc's manager saw him come back late from lunch one day. Marc was late because he had been working out a problem with a client. However, Marc's manager assumed Marc just took a long lunch because Marc is a slacker. It is likely his manager made a(n) _______ error. stereotyping bias attribution proximity ranking

attribution

Samuel's supervisor is reviewing his attendance and punctuality record as part of an annual evaluation. This type of evaluation is known as a _________ appraisal. trait behavior results statistical None of the above

behavior

Brenda dislikes having to fill out performance appraisals on her employees. She vows to sit down and finish them all in one afternoon. She decides to start with her lowest-performing employee to get the worst out of the way. Next, she appraises an average performer but gives excellent ratings. After appraising that first employee, the average performer looks excellent to her. It is likely Brenda made an error due to _______. contrast attribution recency proximity ranking

contrast

Graphic rating scale form

form is a performance appraisal checklist form on which a manager simply rates performance on a continuum such as excellent, good, average, fair, and poor.

The narrative method or form

form requires a manager to write a statement about the employee's performance.

Question 20 In step four of the performance appraisal process, the common practice is to have a ______ performance review once or twice a year. formal stressful weekday secretive negative

formal

o Traits

identify the physical or psychological characteristics of a person

- Ranking

is a performance appraisal method that is used to evaluate employee performance from best to worst

Behaviorally anchored rating scale (BARS) form

is a performance appraisal that provides a description of each assessment along a continuum

Performance management

is the process of identifying, measuring, managing, and developing the performance of the human resources in an organization.

The performance appraisal process always begins with the __________ in step one. assessment job analysis measurement standards work process work documentation

job analysis

To avoid performance appraisal problems, managers should do all of the following EXCEPT: use multiple raters. let employees determine their initial evaluation grade. give the measure the OUCH and Blanchard tests. train all evaluators. minimize trait-based evaluations whenever possible.

let employees determine their initial evaluation grade.

o Acceptability

means that the use of the measure is satisfactory or appropriate to the people who must use it. To be acceptable, an evaluation tool must also be feasible

critical incidents method

method is a performance appraisal method in which a manager keeps a written record of the positive and negative performance of employees throughout the performance period.

o leniency error

occurs when just about everyone is rated as above average—like grade inflation

When a manager makes an evaluative decision, such as who should be recognized as Employee of the Month or who gets a promotion, they are __________________ their employees. judging ranking separating combining None of the above

ranking

sean has two supervisors who both provide appraisals on Sean's performance. On a scale of 1-5, both supervisors gave Sean a 4.2. It is likely that Sean's performance appraisal is __________. valid reliable specific feasible negative

reliable

In performance appraisals, ________ means that a specific form provides enough information for everyone to understand what level of performance has been achieved by a particular employee within a well-identified job. specific feasible valid acceptable negative

specific

n step two of the performance appraisal process, "develop standards" refers to ___________________. standards of acceptable behavior federal standards of equal opportunity production standards process improvement work documentation

standards of acceptable behavior

According to the text, when supervisors are being evaluated, _____ may provide information about their managerial practices that we would be unable to find out using other means. other managers subordinates the individual customers their bosses

subordinates

o Central tendency

tendency error occurs when just about everyone is rated average.

o motivation

the willingness to achieve organizational objectives.

management by objectives (MBO) method

usually refers to a multistep, companywide goal-setting and appraisal program, which requires the manager to set specific, measurable, organizationally relevant goals with each employee, and then to periodically discuss the employee's progress toward these goals

halo effect

which means that the rating given to a subordinate on one trait (such as "gets along with others") influences the subordinate's ratings on other traits (such as "quantity of work").