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Supervision
| Term | Definition |
|---|---|
| Written Essay | a written narrative describing an employee's strengths, weaknesses, past performance, potential, and suggestions for improvement. |
| Critical incidents | Incidents that focus attention on employee behaviors that are key in making the difference between executing a job effectively and executing it ineffectively. |
| Checklist | A list of behavioral descriptions that are checked off when they apply to an employee. |
| Adjective rating scale | A method of appraisal that uses a scale or continuum that best describes the employee using factors such as quantity and quality of work, job knowledge, cooperation, loyalty, dependability, attendance, honesty, integrity, attitudes, and initiative. |
| Behaviorally Anchored Rating Scale (BARS) | A scale the helps a supervisor rate an employee based on items along a continuum; points are examples of actual behavior on a given job rather than general descriptions or traits. |
| Group-Order Ranking | Placing employees into classifications, such as "top on-fifth" or "second one-fifth." This method prevents a supervisor from inflating or equalizing employee evaluations. |
| Individual Ranking | A method that requires supervisors to list all employees in order from the highest to the lowest performer. |
| Leniency error | Positive or negative leniency that overstates or understates performance, giving an individual a higher or lower appraisal than deserved. |
| Halo Error | A tendency to rate an individual high or low on all factors as a result of the impression of a high or low rating on some specific factor. |
| Similarity Error | Rating others in a way that gives special consideration to qualities that appraisers perceive in themselves. |
| Recency Error | An error that occurs when appraisers recall and give greater importance to employee job behaviors that have occurred near the end of the performance-measuring period. |
| Central Tendency Error | Appraisers' tendency to avoid the "excellent" category as well as the "unacceptable" category and assign all ratings around the "average" or midpoint range. |
| 360-Degree Appraisal | Performance feedback provided by supervisors, employees, peers, and possibly others. |
| Employee Counseling | An emphasis on encouraging training and development efforts in a situation in which an employee's unwillingness or inability to perform his or her job satisfactorily is either voluntary or involuntary. |
| Occupational Safety and Health Act (OSHA) | A law that enforces, through standards and regulations, healthful working conditions and preservation of human resources. |
| Imminent Danger | A condition under which an accident is about to occur. |
| Incidence Rate | A measure of the number of injuries, illnesses, or lost workdays as it relates to a common base rate of 100 full-time employees. |
| National Institute for Occupational Safety and Health (NIOSH) | The government agency that researches and sets OSHA standards. |
| Repetitive Stress Injuries | Injuries sustained by continuous and repetitive movements of a body part. |
| Musculoskeletal Disorders (MSDs) | Continuous-motion disorders caused by repetitive stress injuries |
| Carpal Tunnel Synddrome | A repetitive stress injury of the wrist. |
| Stress | Something an individual feels when faced with opportunities, constraints, or demands perceived to be both uncertain and important. Stress can show itself in both positive and negative ways. |
| Karoshi | Japanese term for sudden death caused by overwork. |
| Stressors | Conditions that cause stress in an individual. |
| Employee Assistance Program (EAP) | A program designed to act as a first stop for individuals seeking help with the goal of getting productive employees back on the job as swiftly as possible. |
| Wellness Program | Any type of program that is designed to keep employees healthy, focusing on such things as smoking cessation, weight control, stress management, physical fitness, nutrition education, blood pressure control, and so on. |
Created by:
justinedurand
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