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Bus 384: Chapter 7
| Term | Definition |
|---|---|
| rater errors | 1) halo error (rate similarly across dimensions) 2) restriction of range error (leniency error (using high portion of scale), central tendency, severity) |
| relative Judgement | an appraisal format that asks supervisors to compare an employee's performance to the performance of other employees doing the same job |
| Absolute judgement | an appraisal format that asks supervisors to make judgments about an employee performance based solely on performance standards |
| rational perspective of appraisal | the value of each worker's performance can be estimated |
| political perspective of appraisal | the value of worker's performance depends on the agenda or goals of supervisor |
| Identifying dimensions of Human Performance | -quality of work done -quantity of work -interpersonal effectiveness -competencies (observable characteristics associated with successful performance) |
| measuring human performance | -relative (rank order) and absolute judgments -trait appraisal -behavioral appraisal (BARS, frequency, critical-incident techniques) -outcome appraisal -Management by objectives |
| trait based | an appraisal tool that asks a supervisor to make judgement about worker characteristics that tend to be consistent and enduring (common traits include: decisiveness, reliability, energy, loyalty) |
| outcome based instruments | an appraisal tool that asks managers to assess the results achieved by workers |
| behavior based instruments | assess workers on behaviors (instead of ranking leadership ability (trait) rank whether exhibits behaviors) BOS (records frequency) BARS (more legally defensible) |
| actor/observer bias | supervisors blame worker and the workers blame external factors |
| situational factors | wide array of organizational characteristics that can positively or negatively influence performance (quality of work materials, quality of supervisor, lack of necessary equipment, etc.) |
| managing by objectives | a goal directed approach to performance appraisal in which workers and their supervisors set goals together for the upcoming evaluation period |
| 360 degree feedback | a combination of peer, subordinate, and self-reviews n sometimes customer appraisal |
Created by:
mbarnum3
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