Chapter 8 Review

A performance measure has this if it is satisfactory or appropriate to the people who must use it.

Acceptability

The first step for an effective performance appraisal is to conduct a job __________.

Analysis

This is a performance appraisal approach where employees create examples of poor, medium, and high levels of performance on each job dimension. It involves employees in the design, but isn't appropriate for jobs that change often (because it would then need to be revised). This is an example of a behaviorally ______ rating scale.

Anchored

Performance ________ is the ongoing process of evaluating employee performance.

Appraisal

An example of this type of appraisal is, "You smile at each customer and greet them within the first 20 seconds that they have walked into the store. So I will give you a 5/5 on customer interaction."

Behavioral

This type of appraisal assess the actions taken by an individual; it measures what the individuals do at work, not what characteristics they have.

Behavioral

A personality-based tendency, either toward or against something. To overcome this, we need to be objective and not let our feelings of liking or disliking an individual influence our assessment.

Bias

A job performance measure has this if it measures something that isn't part of the job. For example, employees are measured on how well they work as part of a group, but they never really have to work as part of a group.

Contamin

A _______ incidents 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.

Critical

A job performance measure has this when it doesn't measure something that is important to the job. For example, customer service is critical to job performance, but sales people only are evaluated on how many sales they make, not on customer service.

Deficiency

As we discussed in class, the results you receive from 360-degree feedback sources (e.g., self, subordinates, supervisor) will be ____________ from each other. That's what makes 360 valuable for development in many cases.

Different

A performance measure if this if it isn't too complex or lengthy to work well; it can be used easily.

Feasible

In class, we discussed a performance appraisal tool that was a checklist form on which the manager simply rated performance on a continuum such as excellent, good, average, fair, and poor. This was an example of a ________ rating scale.

Graphc

An error that occurs when the evaluator forms a generally positive impression of an individual and then extends that general impression to other aspects of the individual's performance.

Halo

Joanne is bad at dealing with customers, but she is good at accounting. Her supervisor rates her poorly on all dimensions, including accounting, because of her poor customer services. This is an example of what error?

Horn

An error that occurs when the rater evaluates everyone as above average.

Leniency

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

Management

To make sure that employees are focusing on the right things to help the organization achieve its goals, the performance appraisal should be based on the company's objectives and this.

Mission

Performance is a function of ability, environment, and this.

Motivation

This is a performance appraisal approach where employees are compared to each other instead of against performance standards. An example is GE's previous system of 20-70-10 that we discussed in class. Ranking is another example.

Normative

The MBO method is a process in which managers and employees jointly set ________ for the employees, periodically evaluate performance, and reward employees according to the results.

Objectives

This is a performance appraisal approach where supervisors rate how likely it is or to what extent the employee engages in certain required job behaviors. It is known as a behavioral _______ scale.

Observation

Alan rates the first 3 items on Jenny's performance appraisal as "meets expectations." He marks the next two items as "meets expectations" because they are near the previous items, but his rating doesn't reflect Jenny's actual performance. What error is this?

Proximity

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

Recency

A performance appraisal is this if it is consistent; that is, it works in generally the same way each time we use it.

Reliable

A measure of the goals achieved through a work process. Appraising these focuses on the outcomes of the employee's behavior.

Results

An error that occurs when the rater gives better evaluations to subordinates whom they consider more similar to themselves.

Similarity

A performance measure must be _____ enough to identify what is going well and what is not; it should be explicitly defined and defined well enough that all involved completely understand the issue.

Specific

SMART goals are _______, measurable, attainable, relevant, and time based.

Specific

Mentally classifying a person into an affinity group and then identifying the person as having the same assumed characteristics of the group (e.g., females, older people).

Stereotyping

An example of this type of appraisal is, "You don't have a lot of initiative."

Trait

This type of appraisal identify the physical or psychological characteristics of a person, such as inquisitiveness, initiative, or conscientiousness.

Trait

If a performance appraisal yields results that are true and correct/accurate, we say that it is this.

Valid

The overlap between actual or "true" job performance and the job performance measure (appraisal).

Validity