Management Ch. 11.2

Alternation ranking

A job evaluation method that involves ordering the job description alternately at each extreme. All the jobs are considered. Agreement is reached on which is the most valuable and then the least valuable. Evaluators alternate between the next most valued and next least valued and so on until the jobs have been ordered

Essay format

A open-ended performance appraisal format. Te descriptors used can range from comparisons with other employees to adjectives, behaviors, and goal accomplishment

Central tendency Error

A rating error that occurs when a rater consistently rates a group of employees at or close to the midpoint of a scale irrespective of the true score performance of ratees. Avoiding extremes in ratings across employees

Clone error

A rating error that occurs when a rater gives better ratings to individuals who are like the rater in behavior or personality

Which of the following is an example of upward feedback as part of performance appraisals?

A subordinate rating a supervisor

Straight ranking

A type of performance appraisal format in which the rater compares or ranks each employee relative to each other employee

Rating formats

A type of performance appraisal format that requires that raters evaluate employees on absolute measurement scales that indicate varying levels of performance

Management by Objectives

An employee planning, development, and appraisal procedure in which a supervisor and a subordinate, or group of subordinates, jointly identify and establish common performance goals. Employee performance on the absolute standards is evaluated at the end of the specified periods

Standard rating scale

Appraisal system characterized by (1) one or more performance standards being developed and defined for the appraiser and (2) each performance standard having a measurement scale indicating varying levels of performance on that dimension.

Identify a kind of performance appraisal system that is preferred by courts

Appraisal systems that provide specific written instructions on how to finish the appraisal

Which of the following is considered positively by courts in discrimination suits related to performance appraisals?

Appraisals involving performance dimensions and scale levels that are written, objective, and clear

In the context of rating formats of performance appraisals, when behaviors are used to anchor a continuum from good to bad, the format is called a(n) _______ ________ ________ ______

Behaviorally Anchored Rating Scales (BARS)

Which of the following behaviors related to competency in customer care are tied to higher merit increases? (Check all that apply.)

Communicating a positive image of the company to customers Following through on commitments to customers in a timely manner Displaying a professional image always

Which of the following is a question asked as part of the administrative criterion to evaluate performance appraisal formats in an organization?

How easily can evaluation results be used for managerial decisions concerning wage increases, promotions, terminations, and transfers?

The alternation ranking procedure

Identifies that raters are better at ranking people at extreme ends of the distribution Identifies that raters are better at ranking people at extreme ends of the distribution

Samuel, a human resource (HR) professional, plans to implement a performance appraisal system for his firm. Which of the following should he ensure to have an effective appraisal outcome? (Check all that apply.)

He should ensure that raters are trained to operate the appraisal system. He should ensure that raters keep a diary of employee performance for documentation and to jog their memory.

Identify a true statement about Michael Keeley's views on performance appraisal formats.

He suggests that appraisal formats need assumptions about the extent to which ideal behavior for task accomplishment can be specified.

According to the balanced scorecard approach, which of the following indicate the bottom-line success of an organization? (Check all that apply.)

High scores on operational efficiency in internal processes High scores on financial measures

Identify a true statement about self-ratings as part of performance appraisals.

They are typically more lenient than ratings from other sources.

Why do supervisors play a dominant role in the performance appraisals of their subordinates? (Check all that apply.)

They are well-informed about the job and the dimensions to be rated. They usually have prior experience in rating employees.

What are the implications of using peers as raters in performance appraisals? (Check all that apply.)

They possess an undistorted perspective of typical performance. They operate more closely with a ratee than others.

Rater-error training

Training that enables performance appraisers to identify and suppress psychometric errors such as leniency, severity, central tendency, and halo errors when evaluating employee performance

Performance-standard training

Training that gives performance appraisers a frame of reference for making ratee appraisals

Performance-dimension training

Training that gives performance appraisers an understanding of the dimensions on which to evaluate employee performance

Paired-comparison ranking

a ranking job evaluation method that involves comparing all possible pairs of jobs under study

Ranking formats

a type of performance appraisal format the requires that the rater compare employees against each other to determine the relative ordering of the group on some performance measure

Criterion contamination

allowing nonperformance factors to affect performance scores

Is it time-consuming for supervisors to utilize an evaluation form in rating their employees? This is a question asked as part of the _____ criterion to evaluate performance appraisal formats in an organization.

cost

Shaun is a retail store manager and manages a team of eight workers. While appraising the performance of his team, he tends to focus on the negative behaviors of the workers such as workplace misbehavior, absenteeism, and tardiness. In the context of the types of managers in an organization, Shaun is a manager who looks primarily at _____.

counterproductive performance

Allowing non-performance factors to affect performance scores as part of performance appraisals is referred to as

criterion contamination

Criterion deficient

criterion fails to include all of the dimensions relevant to job performance

According to courts, the key to fair performance appraisals is based on _____.

equal treatment across raters, regardless of race, color, religion, sex, or national origin

According to Michael Keeley, the choice of a performance appraisal format is based on the _____.

kind of tasks being performed

A pay increase guideline that ties pay to performance and position in a pay range is that _____.

pay increases at a reducing rate as employees move through a pay range

Can the success of different employees and organizational development programs be traced to effects on employee performance? This is a question asked as part of the _____ criterion to evaluate performance appraisal formats in an organization.

personnel research

A type of evaluation format for performance appraisals that requires a rater to compare employees against each other to determine the relative ordering of a group on some performance measure is known as a(n) _____ ______

ranking format

A type of evaluation format used in performance appraisals that requires raters to evaluate employees on some absolute standard rather than relative to other employees is known as a(n) ____ _____

rating format

Which of the following ratings is done by someone who has the most complete knowledge about a ratee's performance as part of the performance appraisal process?

self-rating

Pay increases in organizations that are tied to a preset progression pattern based on seniority are known as

senority inceases

In the paired-comparison ranking procedure to rank employees in the performance appraisal process, the number of paired comparisons becomes unmanageable when the

size of the work group is above 10 to 15 employees

In the context of rating formats of performance appraisals, when adjectives are used to anchor a continuum from good to bad, the format is called a(n)_____ ______ _____

standard rating scale

Pay increase guidelines

the mechanisms through which levels are translated into pay increases and, therefore, dictate the size and time of the pay reward for good performance.

By far the most research on performance appraisal formats in recent years has focused on the _____ criterion to evaluate the formats, which concentrates on diminishing errors and improving accuracy.

validity

Arrange the steps involved in the method of management by objectives (MBO) used to anchor a continuum from good to bad as part of performance appraisals in the correct order of occurrence.

1. The objective of an organization are identfied from the company's strategic plan. 2. Employees and supervisors discuss performance objectives at the beginning of a performance review period. 3. Employees and supervisors met to record results of performance objectives formally at the end of the review period.

In the context of the performance appraisal process, identify a true statement about ways to improve rater training.

A combination of performance-dimension training and performance-standard training generally work better than rater-error training.

Balanced Scorecard Approach

A corporate-wide, overall performance measure typically incorporating financial results, process improvements, customer service, and innovation

Identify a true statement about the 360-degree feedback system used to assess employee performance.

Currently, most firms use the system only for evaluation of their top-level personnel and for employee development.

Identify the points of view from which the 360-degree feedback system assesses employee performance. (Check all that apply.)

Customer Peer Supervisor Self

According to the balanced scorecard approach, which of the following factors contribute to the bottom-line success of an organization? (Check all that apply.)

Customer satisfaction Employee Commitment

In the context of the administrative criterion to evaluate performance appraisal formats in an organization, which of the following can lead to administrative headaches?

Evaluation forms that do not generate numerical ratings

What are the major elements in the total process of performance appraisals that from day one make for a good appraisal result? (Check all that apply.)

Determining the culture and strategy of the organization Ensuring that job descriptions are updated and employees are aware of what is expected of them

Identify a question asked as part of the personnel research criterion to evaluate performance appraisal formats in an organization.

Does an instrument used lend itself well to validating employment tests?

Identify a question asked as part of the cost criterion to evaluate performance appraisal formats in an organization.

Does it take a long time to develop the evaluation form initially?

Horn Error

Downgrading an employee across all performance dimensions exclusively because of poor performance on one dimension

Match the criteria to evaluate performance appraisal formats (in the left column) with the questions asked as part of those criteria (in the right column).

Employee development criterion = Does the procedure communicate the organization's goals and objectives? Personnel research criterion = Is it possible to monitor applicants predicted to perform well through performance evaluation?

Identify a criterion to evaluate performance appraisal formats that concerns the amount of feedback about performance that the format offers.

Employee development potential

Identify a true statement about a merit increase grid, which ties pay to both performance and position in a pay range.

Employees low in a pay range get higher merit increases for the same level of performance than employees who have advanced further in the range. (which is total BS)

Identify a finding of researchers who studied change in performance over time to see if it affects performance ratings.

Employees who start out high in performance and then get worse are rated lower than workers who remain consistently low.

A performance appraisal format in which supervisors answer open-ended questions, in essay form, describing employee performance is known as a(n) _____ ______

Essay format

True or false: Employees who are technically excellent and who do not create issues on the job tend to get lower ratings than those who are weaker on these dimensions.

FALSE

True or false: Generally, the search for the perfect performance appraisal format to eliminate rating errors and improve accuracy has been successful.

FALSE

True or false: Top performers usually give the most subjective evaluations of peers during a performance appraisal process.

FALSE

Based on the criteria to evaluate performance appraisal formats, match the types of feedback (in the left column) with their effects (in the right column).

Feedback that informs employees what went wrong on a task and how to improve = Has positive impact on the employees, making them respond better Critical feedback that attacks employees as individuals instead of focusing on a task = Has negative impact on the employees

Which of the following statements indicates that raters are influenced by general appearance characteristics of ratees during the performance appraisal process?

Female ratees are rated less accurately when a rater possesses a traditional view of women's proper role. (aka supervisor is a sexist d*ck)

Match the pay increase guidelines with low-motivation potential in organizations (in the left column) with their descriptions (in the right column).

General increases- Seen in unionized firms Across the board increases- Connected to cost of living changes

What are the first steps to communicating and building a more effective appraisal process?

Identifying and understanding errors

The paired-comparison ranking procedure

Involves forcing raters to make ranking judgments about discrete pairs of people Involves forcing raters to make ranking judgments about discrete pairs of people

The straight ranking procedure

Involves ranking employees relative to each other

Identify a question asked as part of the employee development criterion to evaluate performance appraisal formats in an organization.

Is feedback to employees a natural outgrowth of the format, so that employee developmental requirements are identified and attended to readily?

Identify a true statement about equal employment opportunity (EEO) in organizations

It does not directly decrease segregation in the workforce.

Which of the following are the effects of equal employment opportunity (EEO) on organizations? (Check all that apply.)

It has forced organizations to ensure that employee-related decisions are strictly tied to performance. It has coerced organizations into documenting their decisions.

Identify a true statement about choosing an appropriate performance appraisal format when a task is less routine.

It is appropriate and feasible to specify multiple strategies to accomplish a goal.

Identify a true statement about a rating format involved in the performance appraisal process.

It requires to measure each performance standard on a scale whereby raters can check the point that best represents an employee's performance.

Which of the following is an employee whose behavior related to competency in customer care is tied to higher merit increases?

John, who explains and communicates customer needs

Match the types of managers in an organization (in the left column) with the ways in which they evaluate job performance

Managers who look strictly at task performance- They assess the ways in which employees perform the responsibilities of their jobs. Managers who look mainly at counterproductive performance- They assess based on the negative behaviors of employees.

Teresa, a human resource (HR) professional of a firm, identifies Mia and Chris, who are employees of the firm, as the poorest performer and an average performer, respectively, after the performance appraisal process. Match the employees (in the left column) with the ways in which Teresa should design their merit increases (in the right column) based on the guidelines adopted by most firms.

Mia = There are no increases, maybe as a prelude to termination if no improvements are shown. Chris = There should be increases based on the midpoint of the merit guidelines that equal the percentage change in the local or national consumer price index.

Identify a supervisor in a firm who makes errors in the actual evaluation of ratees as part of the performance appraisal process.

Nathan, who weighs negative features more heavily than positive features (a supervisor that blames low unemployment for his high turnover rate when really people dont wanna work with him casue he's a d*ck.)

What should raters notice when they observe employee behavior as part of a performance appraisal?

Only performance-related factors

Seniority increases

Pay increases tied to a progression pattern based on seniority. To the extent performance improves with time on the job, this method has the rudiments of paying for performance

Recency error

Performance (either good or bad) at the end of the review period plays tool large a role in determining an employee's rating for the entire period

Performance Metrics

Quantitative measures of job performance

Match the types of rater training programs as part of the performance appraisal process (in the left column) with their descriptions (in the right column).

Rater error training = To decrease psychometric errors by familiarizing raters with their existence Performance dimension training = To expose supervisors to the aspects of performance that need to be used in rating Performance standard training = To give raters a standard of comparison or frame of reference for carrying out appraisals

Identify the categories of evaluation formats as part of performance appraisals. (Check all that apply.)

Rating Ranking

Halo Error

Rating error in which an appraiser gives favorable ratings to all job duties based on impressive performance in just on job function.

Leniency error

Rating error in which the rater consistently rates someone higher than is deserved

First impression error

Rating error in which the rater develops a negative (positive) opinion of an employee early in the review period and allows it to negatively (positively) color all subsequent perception of performance

Severity error

Rating someone consistently lower than is deserved

What are the ways to improve the performance appraisal process in an organization

Recognize strategies to understand and measure job performance better. Understand that the work environment and system influence part of job performance more than employee behaviors.

Match the dimensions of performance metrics as part of the performance appraisal process (in the left column) with their examples (in the right column).

Result Oriented- Financial measures, physical output, and sales Behaviorally oriented- ratings from customers or supervisors

Match the methods of ranking employees in the performance appraisal process (in the left column) with their descriptions (in the right column).

See next 3 cards

Anne, a human resource (HR) professional in a startup, has recently implemented a performance evaluation process in her organization. Which of the following should she ensure to have an effective performance appraisal outcome?

She should ensure that raters are motivated to give accurate ratings to their subordinates.

Amanda, an executive engineer, has received a poor rating in her performance appraisal for the last fiscal year. If she works in a typical organization, which of the following is likely to be true of the pay increment she receives based on the guidelines adopted by most organizations?

She would receive no pay increment.

True or false: According to research, subordinates prefer to give their feedback to supervisors anonymously.

TRUE

True or false: Management by objectives (MBO) is used as a planning and an appraisal tool that has many different variations across firms.

TRUE

True or false: Employees should be included in every step of creating performance dimensions and developing scales to measure how well they perform on these dimensions.

TRUE ( I think that is a load of BS but my test says its true)

Match the types of tasks (in the left column) with the appropriate procedures of performance appraisals used for those tasks (in the right column).

Tasks that are less routine = A management by objectives (MBO) strategy Tasks that are highly uncertain = Judgement-based evaluation procedures, such as standard rating scales

Identify a true statement about supervisors as raters in the performance appraisal process.

The dominant view about the validity of supervisory ratings is that supervisors tend to give accurate appraisals of their subordinates.

Spillover error

The fact that improvements obtained in unionized firms affect nonunion firms seeking ways to lessen workers' incentives for organizing a union

True or false: An essay format of a performance appraisal can take on attributes of other formats such as management by objectives (MBO), Behaviorally Anchored Rating Scales (BARS), and standard rating scales.

True

Behaviorally anchored rating scales

Variants on standard rating scales in which the various scale levels are anchored with behavioral descriptions directly applicable to jobs being evaluated