Term
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Definition
Energy Expended
Results from being motivated
Amount of energy used in performing a task |
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Definition
| Measured in terms of results |
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Definition
| results from interrelationships among effort, abilities, and role perceptions |
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Definition
| Personal characteristics used to perfrom. Don't fluctuate much over short time |
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Definition
| Directions in which one believes he/she should channel effort on the job |
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Definition
| Activities and behaviors we believe are necessary to perform job |
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Term
| For acceptable performance, must have a minimum level of _______ in each of the ________ |
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Definition
| proficiency/ performance components |
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Term
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Definition
effort
Ability
Clear Role Perception |
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Term
| ___________ are not direct determinants of individual performance, but modify the effects of _________,__________,and _______ |
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Definition
| Environmental factors/ effort, ability, direction |
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Term
| Poor ventilation or worn out equipment may affect______ an individual expends |
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Definition
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Term
| Unclear policies can produce ___________ |
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Definition
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Term
| ______________ can result in underutilized abilities |
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Definition
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Term
| Management responsible to provide |
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Definition
adequate working conditions
supportive environment to get rid or minimize performance obstacles |
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Term
| HR Dept is responsible for designing ____________ and select methods and forms used for appraising employees |
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Definition
| performance management stystem |
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Term
| HR Dept is responsible for ______ managers in conducting performance appraisals |
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Definition
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Term
| HR dept is responsible for maintaining ____________ ensuring appraisals are conducted on a timely basis |
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Definition
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Term
| HR dept is responsible for maintaining performance _____________ _________ |
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Definition
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Term
| Management Responsibilities in Performance Appraisal |
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Definition
Evaluate employee performance
complete appraisal form and submit to HR Dept
Review appraisal with employees
establish plan for improvement with employees |
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Term
| Process of evaluating and communicating to an employee how he/she is performing the job and establishing a plan for improvement? |
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Definition
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Term
| What should a Performance Appraisal do ? |
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Definition
Let employees know how well they are performing
Influence their future level of effort and task direction |
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Term
| Employee's _____ _______ should be clarified through a plan for performance improvement |
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Definition
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Term
| Common uses of performance appraisals |
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Definition
Making administrative decision regarding promotions
firings
layoffs
pay increases |
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Term
| ______ __________ is often most significant consideration in whether to promote a person |
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Definition
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Term
| Performance appraisal can provide input for determining individual and organization ____________________ |
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Definition
| training and development needs |
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Term
| Performance Appraisal can encourage performance appraisal causing |
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Definition
better communication with how employees are doing
Suggesting needed changes in behavior, attitude.skills and knowledge |
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Term
| _______ clarifies managers job expectations but must be followed by ______ and _______ |
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Definition
| Feedback/coaching/ training |
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Term
| Performance appraisal infor can be Input in to: |
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Definition
Validate selection procedures
HR planning |
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Term
| Performance appraisal must be ______ |
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Definition
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Term
| Organization must conduct __________ and develop _________ |
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Definition
| job analysis / job descriptions |
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Term
| How often do you conduct performance appraisal |
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Definition
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Term
| Performance appraisals are done as often as necessary to let employees know ? |
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Definition
How well they are doing
what can be done to improve |
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Term
| ________ performance appraisals can be conducted _____ times a year and an _________ performance appraisal |
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Definition
| Informal/2-3/ Annual formal |
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Term
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Definition
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Term
| Management by objectives used more with ________ and ___________ |
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Definition
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Term
| Management by objectives gives a ______ ________ of employee's work objectives |
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Definition
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Term
| MBO provides a ______ _____ how objectives will be achieved |
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Definition
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Term
| MBO _______ objective achievement |
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Definition
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Term
| MBO takes_______ ______ if necessary |
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Definition
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Term
| MBO establish _____ _______ for future |
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Definition
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Term
| For MBO to be successful objectives must be |
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Definition
Quantifiable and measurable
challenging yet achievable
written in clear language |
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Term
| Employees should be active______ in objective-setting and action plan development |
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Definition
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| Employees should be in regular ________with managers employee's performance; discuss _______ and _____ objectives when necessary |
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Definition
| discussions/ progress/ modify |
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Definition
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Term
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Definition
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Term
| What uses managers,peers,customers,suppliers or colleagues to complete questionnaires on employees, person being assessed completes questionnaires, and HR dept provides results to employee |
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Definition
| Multi-Rater Assessment (360 degree feedback) |
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Term
| Graphic scale ratings rate on factors quantity of work, _______, job knowledge,________ |
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Definition
| dependability, copperativeness |
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Term
| Graphic rating scales include _______ and _______ |
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Definition
| numerical ranges and written descriptions |
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Term
| Evaluators unlikely to inerpret written descriptions in the same manner due to differences in background, expereince and personality is a _______ ________ in the graphic rating scale |
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Definition
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Term
| Potential weaknesses also include ______ ________ allowing categories to be chosen with little relationship to job performance, or omit significant categories |
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Definition
| choice of rating categories |
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Term
| drawbacks of checklist rating? |
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Definition
1. bias
2. time consuming
3. questions have diff meaning to raters |
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Term
| Rater answers yes-or-no to a series of questions about the employee’s behavior |
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Definition
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Term
| What are broad categories of duties and responsibilities that make up your job? |
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Definition
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Term
| Each job is likely to have several ___ ______ and separate scales must be developed for each |
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Definition
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Term
| What are specific categories of performance? |
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Definition
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Term
| What are written statements of actually behaviors indicating level of performance |
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Definition
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Term
Managers and Job incumbents must do these steps in _____ ________
1. Identify relevant job dimensions for job
2. write behavioral anchors for each dimensions
3. reach consensus on scale values and grouping anchors statements for each scale value |
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Definition
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Term
| Advantage of BARS: developed through ______ of managers and job incumbents |
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Definition
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Term
| Advantage of BARS:Anchors developed from _____ observations and ________ of employees who actually perform the job |
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Definition
| observations, expereiences |
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Term
| Bars can be used to provided _____ concerning an employees performance |
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Definition
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Term
| Taking time and commentiment to devlop and separate form must be made for different jobs is _______ to BARS |
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Definition
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Term
| Rater must rank a set of statements describing how employee carries out duties and responsibilities |
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Definition
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Term
| Rater keeps written record of incident illustrating both positive and negative employee behaviors |
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Definition
| Critical incident appraisal |
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Term
| Raters uses these incidents as _____ for evaluating employees performance |
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Definition
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Term
| Incidents should involve job behaviors illustrating both ________ and ______ performance |
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Definition
| satisfactory, unsatisfactory |
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Term
Recording incidents regularly is time consuming
What is critical incident is . is unclear
Can lead to friction btw manager and employees
These are _______ of critical incident appraisal |
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Definition
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Term
| Rater prepares written statement describing an individuals strengths, weakness, and past performance. Evaluation describe employee's performance in a narrative form |
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Definition
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Term
| In an essay appraisal instructions are often provided on _____ _________ |
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Definition
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Term
| What are the employee's strengths and weakness is an example of ? |
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Definition
| Essay appraisal questions |
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Term
| Essay method can be supplemented by ? |
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Definition
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Term
| after rater ranks all the forced choice statements what department applies weights and computes a score? |
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Definition
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Term
| drawbacks of forced choice rating |
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Definition
1. reporting to irritate raters
2. results can be difficult to communicate |
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Term
| Performance of an employee is ranked relative to the performance of others |
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Definition
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Term
| 3 commonly used rankign methods |
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Definition
1. alternation
2. paired comparison
3. forced distribution |
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Term
| what Act does not permit use of ranking methods for federal employees? |
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Definition
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Term
| how does ranking differ from other methods? |
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Definition
| performance evaluation is a function of performance of other eployees |
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Term
| Paired Comparison Ranking? |
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Definition
| comparing 1st to 2nd to 2nd to 4th employee |
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Term
| ranked on left side and includes ranking the MVP of the employees |
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Definition
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Term
| Process is repeated until each employee has been compared to every other employee on all of the chosen performance criteria |
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Definition
| Paired Comparison Ranking |
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Term
| In paired comparison ranking the employee with the fewest checkmarks is the ___________ performer. |
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Definition
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Term
| In paired comparison ranking the employee with the most check marks is the ___________ performer. |
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Definition
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Term
| drawback to paired comparison ranking? |
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Definition
| becomes unwiedly when comparing more than 5 or 6 employees |
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Term
| Rater compares employees’ performance, placing a certain percentage of employees at various performance levels |
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Definition
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Term
| drawbacks of forced distribution? |
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Definition
| in small groups the bell shaped curve might not be applicable |
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Term
| Mostly used for production employees and is a form of goal setting for employees |
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Definition
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Term
| t/f is is easy to define a fair day's output |
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Definition
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Term
| advantages of work standards |
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Definition
| 1.pref rev based on objective factors |
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Term
| drawbacks of work standards |
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Definition
| lack of comparability standards |
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Term
| A manager’s ratings are grouped at the positive end instead of being spread throughout the performance scale |
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Definition
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Term
| Tendency of manager to rate most employees’ performance near the middle of the performance scale; everyone “about average” |
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Definition
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Term
| Tendency of manager to evaluate employees on work performed most recently |
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Definition
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Term
| A rater allows a single prominent characteristic of employee to influence rater’s judgment on each separate item in the performance appraisal |
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Definition
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Term
| employee receives approximately same rating on every item |
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Definition
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Term
| what 3 things can cause erroes in performance appraisals |
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Definition
preferences
prejudices
biases |
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Term
| managers also allow ______________ to influence later judgements of an employee |
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Definition
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Term
| what is the 1st approach to overcoming performance appraisal errors? |
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Definition
| refine design of appraisal methods |
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Term
| attempts to overcome errors of leniency and central tendency |
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Definition
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Term
| are designed to reduce halo, leniency, and central tendency errors, by providing managers with specific examples of performance |
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Definition
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Term
| 2nd approach to overcomign errors in performance appraisals |
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Definition
| improve the skills of raters |
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Term
| evaluators should be trained to observe ________ more accurately and judge it more fairly |
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Definition
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Term
| at a minimum raters should receive training in what 4 areas? |
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Definition
1. performance appraisal method use
2. rater's role
3. use of pref apprasial info
4.communication skills |
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Term
| if not properly conducted, can result in an unpleasant experience for both manager and employee! |
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Definition
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Term
Manager must know the employee’s job description
Evaluation must be based on employee’s performance and not on personality
Manager must be positive and build on the employee’s strengths
Manager must be candid and specific
Manager must listen to employee as well as presenting own views
Manager must elicit employee feedback on how to improve performance |
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Definition
| guidelines for managers conducting interviews |
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Term
| the more employee participation the more satifies the employees are of what? |
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Definition
| the manager and interview and are likely to accept and meet objectives |
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Term
| t/f postitive motivational techniques intern make an employee more satisfed |
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Definition
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Term
| _____________ improvement plan is often ignored in a completed performance appraisal |
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Definition
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Term
| managers must recognize and employee's development is a _____________ cylcle |
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Definition
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Term
| What are 2 questions to ask about performance improvement plan components? |
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Definition
Where are we now?
Where do we want to be?
How does employee get from here to there? |
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Term
| Title VII of the Civil Right Act permits the use of a what? |
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Definition
| bona fide performance appraisal system |
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Term
| t/f generally not considered to b bona fide when appraisal results in adverse effects on minorities, women, or older employees. |
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Definition
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Term
Brito et al. v. Zia Company
Mistretta v. Sandia Corporation
Chamberlain v. Bissel, Inc.
Price Waterhouse v. Hopkins |
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Definition
| court cases that have ruled that performance appraisal systems used by organizations were discriminatory and not job related |
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Term
| performance appraisals are tryign to be becom more _________ acceptable |
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Definition
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