Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
C235 - Topic 9
| Term | Definition |
|---|---|
| 360 Degree Review | Receiving feedback from all those affected by the work of a particular individual, including customers, suppliers, bosses, subordinates, peers, and others. |
| ABC Rule | A way in which to deliver both positive and negative feedback that is non-accusatory and non-inflammatory (“When you do A, then I feel B, and the organizational consequences are C”). |
| Alternation Ranking | A ranking approach where a supervisor will identify the top and bottom performers, remove their names from the group of ratees, and repeat this process until all employees are ranked. |
| Behaviorally Anchored Rating Scales | A ratings approach where several dimensions of job performance are drawn from a job analysis and “anchored” at each of several points with statements of behavior reflecting the level of performance. |
| Central Tendency Error | A bias that reflects the tendency to lump others together as average. |
| Coaching | A development approach that provides personal and direct support to individuals as they achieve a specific competence. |
| Evaluation Orientation | On which of the following categories a performance appraisal will be measured: Person (traits), Process (behaviors), Product (results). |
| Forced Distribution | A ranking approach where the rater is forced to divide candidates into predetermined categories (e.g., top 10% will receive excellent, bottom 20% will receive unsatisfactory). |
| High Performance Work Practices | A set of complimentary work practices associated with organizational success and focused on three broad areas: high employee involvement, skill development, and rewards. |
| Leniency Error | A bias that reflects the tendency to rate others too generously. |
| Paired Comparison | A ranking approach where every subordinate is compared to every other subordinate on each dimension of performance. |
| Performance | The behavior or results of behavior exhibited by an individual that have been measured and evaluated by the organization. |
| Performance Appraisals | The overall assessment of performance for a period of time designed to help determine pay and employment conditions. |
| Performance Goals | A statement of results to be achieved by a single employee or group within a certain time frame; typically applied in non-repetitive situations. |
| Performance Management | A cycle of activity that involves defining goals for employees, observing performance and providing feedback, and then conducting a formal performance review. |
| Performance Standards | A performance expectation that must be met over and over; usually associated with jobs involving routine, repetitive tasks. |
| Self-efficacy | An individual’s belief in his or her ability and capacity to accomplish a specific task or complete a challenge. |
| Straight Ranking | A ranking approach that involves the ranking of ratees against others in the same department or job classification. |
| Trait-rating | A ratings approach where several dimensions of job performance are analyzed and “anchored” only with numbers or adjectives (e.g., “above average” or “needs improvement”). |
Created by:
lissmisstree
Popular Management sets