312 CH 7

Halo effect error

These errors occur when managers rate employees high on all evaluation criteria, without distinguishing among aspects of the employee's work

contrast effect

These errors occur when rater's compare employees with one another rather than use objective standards for job performance.

Which of the following is not an advantage of multisource appraisal? -Because many people are involved in providing information, it fosters a high level of trust. -It considers organizational goals and values -It contributes to team development and improvement -It emphasizes a customer focus

-Because many people are involved in providing information, it fosters a high level of trust.

Performance management processes serve two overall purposes

-Performance management serves a developmental function aimed to help employees to improve their performance -performance management may be used for administrative purposes

Performance management is an ongoing function that includes the following managerial responsibilities and activities :

-Setting performance goals with employees -monitoring employees progress towards their goals -designing strategies with employees to make and sustain improvement -providing ongoing feedback and coaching

Forced distribution

A performance evaluation method in which managers are required to assign a defined percentage of employees to particular predetermined performance categories. Also called forced ranking or stacked ranking.

subordinate appraisal

A performance evaluation of a manager by the managers subordinates

Critical incident approach

A performance management method in which a manager collects employee performance information by keeping a record of unusually favorable or unfavorable occurrences in an employees work.

Management by Objectives (MBO)

A performance management method that involves setting performance goals for employees, coaching them to help them achieve their goals, and reviewing progress over a specified period.

Behavioral Anchored Rating Scale (BARS)

A performance measurement scale that identifies the key dimensions of a job and specifies observable behaviors descriptive of particular levels of performance for each job dimension.

Behavioral Observation Scale (BOS)

A performance measurement system that asks the rater to indicate the frequency with which the employee exhibits specified desirable behaviors.

Performance Management

All the activities supervisors carry out to manage and improve employee performance; includes supervision, rewards, and training.

multi-source appraisal

Also known as 360-degree feedback or multirater assessment, Is a form of performance evaluation which many individuals such as supervisors, subordinates, other coworkers, customers, and patients, provide a richer description of an employees performance then may be obtained from a single rater.

Graphic rating scale

An employee performance rating scale that uses points along a continuum and measures traits or behaviors. Such a scale may be prone to subjective judgment and misinterpretation.

Clinicians, may have little control over the patient volume or the speed with which laboratory test results are reported. Example of ?

Criterion contamination

Counting the number of visits made by home care nurse may be relatively simple, but it is certainly as important, even if more difficult, to assess the quality of care provided during those visits

Criterion deficiency

20-70-10 plan

Developed by Jack Welch this scenario has managers assign employees to one of these three groups.

What are some of the most commonly made rating errors?

Distributional, central tendency, personal bias, similar-to-me error, contrast effect, temporal errors.

Team-based appraisal

Evaluation of the work of teams; used under the assumption that service or product quality is largely the result of team, not individual, efforts.

True or False: The performance management process has little impact on training in organizations.

False

criterion deficiency

Focus on a single performance criterion to the exclusion of other important but perhaps less quantifiable performance dimensions

Which of the following is not an example of a rating error in performance management? -Forced ranking -Halo Effect -Central tendency -Contrast effect

Forced Ranking

For goal setting to be affective:

Goals must be clear, measurable, realistic, and developed in collaboration with the employees. Employees must also be given the tools to succeed, including appropriate training and coaching.

Reliability

In performance appraisal, the consistency with which a manager rates an employee in successive ratings, assuming consistent performance, or the consistency with which two or more managers assess performance when they have comparable information

rating errors

In performance management, positive or negative distortions and performance appraisal ratings that reduce the accuracy of appraisals.

Performance standards

Indicators of what a job is meant to accomplish, how performance is measured, and what the expected levels of job performance are.

What is the most important strategy for overcoming rating errors?

Manager training

performance appraisal

Methods of assessing the level of employee performance

similar-to-me error

Occur when some rater's judge those who are similar to them more highly than those who are not like them. This bias may also be referred to as the spillover effect or past-record anchoring

An effective performance management team depends on

On accurate job descriptions with clear expectations. They need to be communicated clearly to the employee along with the criteria and measures that will be used to assess the employees performance.

What refers to indicators of what a job is meant to accomplish, how performance is measured, and expected levels of job performance?

Performance Standards

personal bias

Related to the halo effect, this may lead a manager to rate an employee higher or lower than deserved because of the rater's personal like or dislike of the employee

SMART goals

Specific, Measurable, Achievable, Relevant, Time-Bound

Validity

The extent to which appraisal criteria actually measure the performance dimension of interest.

Criterion contamination

The influence that factors outside of the employees control have on performance

What is the purpose of performance appraisal?

The purpose is to obtain honest information that can be used for employee development and improvement.

One common source of political pressure is

The reality that the manager will have to continue working with the employee

distributional errors

These errors come from greater tendency to use only a selected part of the rating scale. Three forms: leniency, strictness, and central tendency.

What is one of the most important drawbacks of a graphic rating scale?

They typically do not weight behaviors and traits according to their importance to a particular job.

Temporal errors

This type of error occurs as a result of how performance related information is selected. Recency errors occur when a manager evaluates employee based largely on recent events rather than on performance during an entire evaluation period. Can lead to rating inflation.

Free rider syndrome

a problem affecting teams in which one or more members benefit from team rewards without putting forth corresponding effort

Self-appraisal

an evaluation done by an employee that rates his or her own performance