question

The process through which managers ensure that employees activities and outputs contribute to the organization's goals. -knowing what activities are desired -observing whether they occur -providing feedback

answer

Performance Management

question

If the performance management system created competition among team members, I would A. Make collaboration a criterion to be evaluated. b. Nothing, competition is good. c. Increase the specificity of the feedback. d. Focus on personal traits rather than behaviors.

answer

A

question

What are the 6 steps in the Performance Management Process?

answer

1. Define Performance outcomes 2. Develop employee goals, behaviors, and actions to achieve 3. Provide support and ongoing performance discussion 4. Evaluate Performance 5. Identify Improvements 6. Provide Consequences for performance results

question

What are 3 purposes for why organizations establish performance management systems?

answer

1. Strategic 2. Administrative 3. Development

question

Effective performance management helps the organization achieve its business objectives. Helps link employees' behaviors with the organizations goals. Only achieved when measurements are truly linked to the organization's goals and when the goals and feedback about performance management are communicated to employees

answer

Strategic Purpose

question

Performance management system refers to the ways in which the organizations use the system to provide information for day to day decisions about salary, benefits and recognition programs. Also related to employee retention, termination, hiring and layoff.

answer

Administrative Purpose

question

Serves as a basis for developing employee knowledge and skills. Feedback makes employees aware of their strengths and of the areas of which they can improve on.

answer

Developmental Purpose

question

What are 5 criterias to determine the effectiveness of performance measures?

answer

1. Fit with strength 2. Validity 3. Reliability 4. Acceptability 5. Specific Feedback

question

Aim at achieving employee behaviors and attitudes that support the organizations strategy, goal, and culture. Should define the kinds of behaviors that contribute to goal.

answer

Fit With Strength

question

Refers to whether the appraisal measures all the relevant aspects of performance and omits irrelevant aspects of performance.

answer

Validity

question

Information that is gathered but irrelevant. All information in a performance appraisal.

answer

Contamination

question

Information is not gathered but is relevant. All relevant measures of Job Performance. "True" "Actual"

answer

Deficiency

question

Describes the consistency of the results that the performance measure will deliver.

answer

Reliability

question

Consistency of results when more than one person measures performance.

answer

Interrater Reliability

question

Refers to consistency of results overtime.

answer

Test-Retest Reliability

question

Must believe in the performance measure

answer

Acceptability

question

Should specifically tell employees what is expected of them and how they can meet those expectations. Helps meet goals of supporting strategy and development employees

answer

Specific Feedback

question

Sarah is a computer programmer whose job mainly consists of independently coding software. Interpersonal and teamwork skills are included on performance appraisal. Measuring these skills most closely represents: A. Criterion contamination B. Criterion deficiency C. Unreliability

answer

A

question

What are the 5 basic approaches to Performance Management?

answer

1. Comparative 2. Attribute 3. Behavioral 4. Results 5. Quality

question

answer

Performance Management Approach

question

The rater compare one individual's performance with that of others. Involves ranking which some employees are best, some are average and others are worst. Arranging individuals from best to worst. Benefits: -distribution pay raises or layoffs -Easy to use Downsides: -No linked to org. goal -Open to interpretation

answer

Comparative

question

What are 3 techniques for making comparisons?

answer

1. Simple Ranking 2. Forced Distribution 3. Paired Comparison

question

Requires managers to rank employees in their group from the highest performer to the poorest performer. Alternation Ranking: the manager works from the list of employees and crosses off names from highest then lowest then next highest then next lowest.

answer

Simple Ranking

question

What is the major downside of ranking?

answer

Validity

question

Assigns a certain percentage of employees to each category in a set of categories. Works best if the members of a group really do vary this much in terms of their performance

answer

Forced Distribution

question

Comparing each employee with each other employee to establish rankings. Point based system. Method is time consuming

answer

Paired Comparison

question

Looks at each employees performance relative to a uniform set of standards in terms of attributes believed desirable. Or may identify whether employees have behaved in desirable way and then provide a form on which the manager can rate. Ex: Scale 1-5

answer

Rating Individuals

question

The most widely used method for rating ATTRIBUTES. Lists traits and provides a rating scale for each trait. Downside is low reliability b/c managers are likely to arrive at different judgments

answer

Graphic Rating Scale

question

Solves problem of graphic rating scale in which it uses several statements describing each trait to produce a final score for that trait.tells how to use the pluses, zeros, and minuses to score performance. Someone who excels at every level of performance (pluses for high, medium, and low performance) receives a score of 7 for that trait.

answer

Mixed Standards

question

What is the most popular way to measure performance in organizations. Can be valid and reliable. Downside, often fail to meet standards and rarely link to the organizations strategy. characteristics or traits believed desirable

answer

Rating Attributes

question

A way to over come drawbacks of rating attributes. measurements that identify whether the employee behaved in desirable ways

answer

Rating Behaviors

question

Managers keep a record of specific examples of the employee acting ways that are either effective or ineffective. Evaluates performance in a specific way.

answer

Critical Incident Method

question

Builds on the critical incident approach in that it is intended to define performance dimensions specifically using statement of behaviors that describe differently levels of performance. These statements are "anchors" of the performance level.

answer

Behaviorally anchored rating scale (BARS)

question

A variation of a BARS which uses all behaviors necessary for effective performance to rate performance at a task. Asks the manager to rate frequency with which the employee has exhibited the behavior during rating period.

answer

Behavioral Observation Scale (BOS)

question

Approach to assessment builds directly on a branch of psychology in which it holds that individuals future behaviors is determine by their past experiences. The we past behaviors have been reenforced.

answer

Behaviorism

question

A plan for managing behavior of employees through a formal system of feedback and reinforcement.

answer

Organizational Behavior Modification (OBM)

question

What are the 4 components of OBM

answer

1. Define a set of key behaviors necessary. 2. Use measurement system to assess if employee exhibits behavior 3. Inform employees about the key behaviors 4. Provide feedback and reinforcement

question

People at each level of the organization set goals in a process that flows from top to bottom, so that all levels are contributing to the organization's overall goals. These goals become the standards for evaluating each employee's performance. Can have a very positive effect on an organization's performance

answer

Management by Objectives (MBO)

question

What are the 3 main components of MBO?

answer

1. Goals are specific, difficult, and objective. 2. Managers and their employees work together to set the goals. 3. The manager gives objective feedback through the rating period to monitor progress toward the goals.

question

The performance management system at XYZ company currently is perceived as unfair and is time-consuming for managers. Which of the following systems is the most likely and least likely used, respectively. A. Paired comparisons; B. Results C. Results; Forced distribution D. Behavioral; Attributes Attributes; Comparative

answer

A

question

Provide methods for performance measurement and management. Performance measurement combines measurements of attributes and results.

answer

Total Quality Management

question

What are the 2 kinds of TQM feedback

answer

Subjective feedback Statistical quality control

question

From managers, peers and customers about the employees personal qualities such as cooperation, and initiative

answer

Subjective

question

Based on the work process

answer

Objective

question

Use charts to detail causes of problems, measures of performance and relationships between work related variables.

answer

Statistical Quality Control

question

Source of performance information that combines information from -Managers -Peers -Subordinates -Self -Customers

answer

360-degree Feedback

question

Most used source of performance information Advantages: Extensive knowledge of job requirements Possess basic qualification Incentive to provide accurate feedback

answer

Managers

question

Used when supervisor does not observe the employee often. Expert knowledge on job requirements Different perspectives According to research does not influenced by friendship

answer

Peers

question

What are 3 types of performance measurement rating errors?

answer

1. Contrast Errors 2. Distributional Erros 3. Rater Bias

question

Rater compares an individual, not against an objective standard, but against other employees.

answer

Contrast Errors

question

Rater tends to use only one part of a rating scale.

answer

Distributional Errors

question

The reviewer rates everyone near the top

answer

Leniency

question

The rater favors lower rankings

answer

Strictness:

question

the rater puts everyone near the middle of the scale

answer

Central tendency:

question

Raters often let their opinion of one quality color their opinion of others.

answer

Rater Bias

question

Bias is favorable direction, mistakenly tell employees they don't need to improve in any area.

answer

Halo Errors

question

Negative rating and cause employees to feel frustrated

answer

Horn Errors

question

Bill rates all of his employees very low except for Jan. Jan gets above average ratings because she consistently comes to work on time. The rating errors Bill makes are _______ and _______, respectively. A. Leniency; Horn B. Strictness; Halo C. Similar-to-me; Central Tendency D. Horn; Strictness

answer

B

question

Distorting a performance evaluation to advance one's personal goals. intentional distort their ratings for personal gain. One technique to minimize appraisal politics is to hold calibration meetings.

answer

Political Behaviors in Performance Appraisals

question

Meeting at which managers discuss employee performance ratings and provide evidence supporting their ratings with the goal of eliminating influence of rating errors

answer

Calibration Meeting

question

-Performance feedback should be a regular, expected management activity. -Annual feedback is not enough. -Employees should receive feedback so often that they know what the manager will say during their annual performance review.

answer

Scheduling Performance Feedback

question

Location: neutral Describe it as role Open dialogue Employees take self assessment

answer

Preparing for a Feedback Session

question

What are 3 ways to conduct the feedback session?

answer

1. Tell and Sell 2. Tell and Listen 3. Problem- Solving

question

Managers tell employees their ratings and then justify those ratings.

answer

Tell and Sell

question

managers tell employees their ratings and then let employees explain view.

answer

Tell and Listen

question

managers and employees work together to solve performance problems.

answer

Problem Solving

question

Which one is superior?

answer

Problem-Solving

question

Which one do most managers rely on?

answer

Tell and Sell

question

What are 6 ways to structure communication

answer

1. Listen as well as talk 2. Use specific concrete examples 3. Be honest 4. Prevent Surprises 5. Treat Employees with respect 6. Focus on Goals

question

Employees should have clear job descriptions and receive clear directions. Supervisors should be communicating regularly with employees about expectations and how well they are performing. Then when the formal feedback is delivered to an employee, it should be consistent with what the employee has been hearing since the previous review.

answer

Prevent surprises

question

Statements about "attitude" or "commitment" require some mind-reading, and employees may feel misunderstood. References to specific accomplishments and examples of behavior are more neutral. Specific comments are especially important to back up negative feedback.

answer

Use specific, concrete examples

question

Compare the previous performance with the most recent measure to look for improvement.

answer

Focus on Goal

question

Employees who feel heard are more likely to believe that the review is fair and that their contributions are valued.

answer

Listen as well as talk

question

If performance is not acceptable, don't pretend that it is. Pretending is disrespectful of the employee and could get the organization in legal trouble if the employee is later let go and believes the company discriminated. Guessing at an answer related to an employee's future is another way to create problems for the organization, as well as for the supervisor's relationship with the employee.

answer

Be Honest

question

By using polite language and looking for solutions rather than simply placing blame on employees when performance is less than desired.

answer

Treat employees with respect

question

the most effective way to improve performance varies according to the employee's ability and motivation. In general, when employees have high levels of ability and motivation, they perform at or above standards. But when they lack ability, motivation, or both, corrective action is needed. The type of action called for depends on what the employee lacks. Rewards and direct feedback help to maintain these employees' high motivation levels.

answer

Improving Performance

question

What are 2 areas employees can lack in?

answer

1. Ability 2. Motivation 3. Both

question

Performance management processes are often scrutinized in cases of discrimination or dismissal.

answer

Legal

question

Lawsuits related to performance management usually involve which 2?

answer

1. Discrimination 2. Unjest Dismissal

question

To protect against both kinds of lawsuits System Should: -Based on valid job analyses, with requirements for job success clearly communicated to employees. -Evaluates behaviors or results, rather than traits. -Multiple raters (including self-appraisals) used. -All performance ratings reviewed by upper-level managers. -Appeals mechanism for employees.

answer

Legally Defensible

question

Employee monitoring via electronic devices and computers may raise concerns over employee privacy.

answer

Ethical

question

Provides detailed, accurate information, but employees may find it demoralizing, degrading, and stressful. It is essential that organizations protect the privacy of performance measurements, as they must do with other employee records. E22 Alloy: collects data about employees actions on computer, phone, etc. and stores the data in a cloud.

answer

Electronic Monitoring

HR Chapter 10 – Flashcards

Unlock all answers in this set

Haven't found what you were looking for?

Search for samples, answers to your questions and flashcards