question

When directly tied to an organization's ____ ____, provide ____ ____ for employees to work toward achieving organizational objectives.

answer

reward system; powerful incentives

question

When well-designed and implemented, performance management systems let employees: Know ____ they are ____ and clarify what needs to be done to ___ ___.

answer

how, performing; improve performance

question

what are the 2 components to understanding performance?

answer

effort and performance

question

energy expended

answer

effort

question

measured in terms of results.

answer

performance

question

performance determinants

answer

job performance, effort, abilities, role (task) perceptions - direction

question

results from interrelationships among effort, abilities, and role perceptions

answer

job performance

question

results from being motivated; Amount of energy (physical and/or mental) used in performing a task.

answer

effort

question

Personal Characteristics used to perform. Don't fluctuate much over short time.

answer

abilities

question

in which one believes he/ she should channel effort on the job

answer

role (task) perceptions - directions

question

Activities and Behaviors we believe are necessary to perform job are

answer

role perceptions

question

For acceptable performance, must have a minimum level of _____ in each performance component

answer

proficiency

question

what does performance require?

answer

effort, ability, clear role perception

question

Lack of Time --- or Conflicting Demands on time Inadequate Work Facilities and Equipment Restrictive Policies affecting job Lack of Cooperation from others Type of Supervision Temperature, lighting, noise, machine pacing Shifts Even Luck?

answer

performance obstacles outside of employee control (environmental)

question

Identifying, measuring, managing, and developing performance of human resources

answer

performance management

question

Ongoing process of evaluating employee performance.

answer

performance appraisal

question

job analysis; organizational mission and objectives

answer

step 1 in job appraisal process

question

develop standards and measurement methods; communicate standards to workforce.

answer

step 2 in job appraisal process

question

informal PA - coaching and discipline

answer

step 3 in job appraisal process

question

prepare for and conduct the formal PA

answer

step 4 in job appraisal process

question

Valid and Reliable. Acceptable and Feasible. Specific. Based on the Mission and Objectives.

answer

accurate performance measures

question

Communicate employee's performance strengths and improvement needs

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why you conduct performance appraisals

question

Make employment-related decisions: pay raises, promotions, demotions, training, development, termination.

answer

why you conduct performance appraisals

question

Motivate—Develop: help employees improve their own (and organizational) performance

answer

why you conduct performance appraisals

question

Performance appraisal info can be input to:

answer

validate selection procedures and HR planning

question

Performance appraisal must be what?

answer

job related

question

Organizations must conduct ____ ____ and ____ ____.

answer

job analyses; job descriptions

question

2 parts of effective performance appraisal process

answer

evaluate and motivate

question

focus on positive future potential results

answer

motivate

question

what can be assessed?

answer

traits, behaviors, results/outcomes

question

physical or psychological characteristics

answer

traits

question

actions

answer

behaviors

question

how we goals are achieved

answer

results/outcomes

question

All should have a ____ relationship to essential job functions and be _____ (reliable and valid) measures

answer

direct; accurate

question

Manager keeps a written record of positive and negative employee performance

answer

critical incidents method

question

Typically used for making developmental and evaluative decisions.

answer

critical incidents method

question

Recording incidents regularly is time-consuming. Definition of "critical incident" is unclear. Can lead to friction between manager and employees, believing a "book" kept on them.

answer

drawbacks of critical incidents method

question

Clear Statements of employee's work objectives. Action plan: how objectives will be achieved. Allow employee to implement action plan. Measure objective achievement. Take corrective action if necessary. Establish new objectives for future

answer

management by objectives

question

For ___ ___ ___ to be successful, objectives should be: Quantifiable and measurable. Challenging yet achievable. Written, in clear language

answer

management by objectives

question

Employees should be: Active participants in the process. In regular discussions with manager on progress and modify objectives when necessary.

answer

management by objectives

question

Manager writes statements about employee performance; can use critical incidents method to supplement these

answer

narrative (essay) method

question

Typically used for ongoing feedback; also for employee development planning.

answer

narrative (essay) method

question

Length and content can vary depending on rater. Essay appraisals are difficult to compare. Writing skill of appraiser can affect appraisal.

answer

drawbacks of narrative (essay) method

question

Rater indicates on a scale (1-5?) where employee rates on factors, such as: Quantity of work Dependability Job knowledge

answer

graphic rating scale

question

Scales include numerical ranges and written descriptions.

answer

graphic rating scale

question

Evaluators unlikely to interpret written descriptions in same manner due to differences in background, experience, and personality. Choice of rating categories: May choose categories with little relationship to job performance, or omit significant categories.

answer

potential weaknesses of graphic rating scale

question

Employee rated on whether specific job behaviors are performed

answer

behaviorally anchored rating scale

question

Focus is not on performance outcomes but on behaviors demonstrated. Assumption that these behaviors will result in effective job performance.

answer

behaviorally anchored rating scale

question

is a graphic rating scale developed to help overcome errors in performance appraisals.

answer

behaviorally anchored rating scale

question

has to do with BARS; Broad categories of duties and responsibilities that make up a job; Each job has several of these, and separate scales must be developed for each.

answer

job dimensions

question

has to do with BARS; specific categories of performance

answer

scale values

question

has to do with BARS; Written statements of actual behaviors indicating level of performance.

answer

anchors

question

Managers and Job Incumbents: Identify relevant job dimensions for the job. Write behavioral anchors for each dimension: As many anchors as possible should be written for each job dimension.

answer

steps in BARS development

question

Developed through participation of managers and job incumbents. Anchors developed from observations and experiences of employees actually performing job. Increases likelihood that method will be accepted. BARS can be used to provide specific feedback concerning an employee's job performance.

answer

BARS advantages

question

Takes considerable time and commitment to develop. Separate forms must be developed for different jobs

answer

BARS disadvantages

question

Performance of an employee is ranked relative to the performance of others

answer

ranking methods

question

3 commonly used ranking methods

answer

Alternation, Paired comparison, Forced distribution

question

Rated employees listed on the left side. Rater chooses most valuable employee on the list, crosses that name off, puts it at top of column on the right side. Appraiser then selects and crosses off name of least valuable employee and moves it to bottom of right-hand column. Rater repeats this process for all names. Resulting list of names in right-hand column gives

answer

alternation ranking

question

A rater evaluates 6 employees; names are listed on left side of page. Rater compares first employee with second employee on chosen performance criterion, such as quantity of work. If rater believes 1st employee has produced more work than 2nd employee, check mark is placed by 1st employee's name. Rater then compares 1st employee to 3rd, 4th, 5th, and 6th employee on same criterion, placing check mark by name of employee who produced most work in each paired comparison

answer

paired comparison ranking

question

Process is repeated until each employee is compared to every other employee on all performance criteria. Employee with most check marks is considered to be best performer. Employee with fewest check marks is lowest performer

answer

paired comparison ranking

question

It becomes unwieldy when comparing more than 5 or 6 employees

answer

drawback of paired comparison ranking

question

Rater compares employees' performance, placing a certain percentage of employees at various performance levels. Assumes performance in group of employees will be distributed according to a bell-shaped, or "normal," curve

answer

forced distribution

question

In small groups of employees, bell-shaped distribution of performance may not be applicable. Even where distribution may approximate normal curve, probably not a perfect curve; so, some employees probably not rated accurately.

answer

drawback of forced distribution

question

Managers, peers, customers, suppliers, or colleagues complete questionnaires on employee. Person assessed also completes questionnaire. HR Dept. provides results to employee, who gets to see how his/her opinion differs from those of other assessors

answer

360 degree feedback

question

360 degree feedback is also known as what?

answer

multi rater assessment

question

how to choose who we choose to conduct an evaluation; Conduct a ___ ____ ___ to determine when benefits of increasing performance feedback outweigh cost to give organization a return on its investment.

answer

cost benefit analysis

question

Maximize performance while minimizing total cost of performance appraisal process.

answer

goal of cost benefit analysis

question

make it difficult to compare ratings from different raters

answer

errors

question

Tendency of manager to evaluate employees on work performed most recently.

answer

recency

question

Ratings are grouped at the positive end instead of being spread throughout the performance scale

answer

leniency

question

Tendency to rate most employees' performance near the middle of performance scale; everyone "about average".

answer

central tendency

question

Rater allows a single prominent characteristic of employee to influence rater's judgment on each separate item in performance appraisal. Employee receives approximately same rating on every item

answer

halo effect

question

Develop Accurate Performance Measures Use multiple criteria. Minimize use of trait-based Evaluations. Give the measures the OUCH and Blanchard tests. Train Evaluators to overcome common problems of assessment. to use measurement methods and forms. Use Multiple Raters

answer

avoid performance appraisal problems

question

Managers prepare for and communicate the analysis of performance with the employee. Conduct two interviews: For evaluative decisions. For development

answer

debriefing the appraisal

question

Where are we now? Answered in performance appraisal process. Where do we want to be? Mutually agree on improvement areas

answer

performance improvement plan components

question

How does employee get from here to there? Manager and employee agree on specific steps. May include training and/or how rater will help employee achieve performance goals

answer

performance improvement plan components

question

permits use of a bona fide performance appraisal system

answer

title vii of the civil rights act

question

Generally not considered to be ___ ___ when appraisal results in adverse effects on minorities, women, or older employees.

answer

bona fide

question

Court cases have ruled that performance appraisal systems used by organizations were ____ and ___ ___ ___.

answer

discriminatory; not job related.

question

Derive appraisal content from job analyses. Emphasize work behaviors, not personal traits. Ensure that results of appraisals are communicated to employees. Ensure that employees are allowed to give feedback during appraisal interview

answer

performance appraisal and the law

question

Train managers in how to conduct evaluations. Appraisals are written, documented, retained. HR decisions are consistent with performance appraisals

answer

performance appraisal and the law

question

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

answer

performance management

question

the ongoing process of evaluating employee performance

answer

performance appraisal

question

the willingness to achieve organizational objectives

answer

motivation

question

identify the physical or psychological characteristics of a person

answer

traits

question

the actions taken by an individual

answer

behaviors

question

a measure of the goals achieved through a work process

answer

results

question

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

answer

critical incidents method

question

a process in which managers and employees jointly set objectives for the employees, periodically evaluate performance, and reward according to the results.

answer

management by objectives

question

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

answer

narrative method o

question

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

answer

graphic rating scale

question

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

answer

behaviorally anchored rating scale

question

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

answer

ranking method

question

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

answer

360 degree evaluation

question

a personality based tendency, either toward or against something

answer

bias

question

mentally classifying a person into an affinity group, and then identifying the person as having the same assumed characteristics as the group

answer

stereotyping

question

the process of observing ongoing employee actions using computers or other nonhuman methods

answer

electronic performance monitoring

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