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Flashcards in Chapter 4 Deck (30)
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1
Q

Performance Appraisal

A

The formal procedures that an organization uses to assess job performance of employees.

2
Q

Merit Pay

A

Tie raises to the level of job performance.

3
Q

Theoretical Criterion

A

The idea of what good performance is.

4
Q

Actual Criterion

A

Way in which the theoretical criterion is assessed or operationalized.

5
Q

Criterion Contamination

A

The part of the actual criterion that reflects something other than what it was designed to measure.

6
Q

Criterion Deficiency

A

The actual criterion does not adequately cover the entire theoretical criterion.

7
Q

Criterion Relevance

A

Extent to which the actual criterion assesses the theoretical criterion it is designed to measure, or its construct validity.

8
Q

Dynamic Criterion

A

Variability of performance over time, performance and not standard that changes.

9
Q

Contextual Performance

A

Extra voluntary things employees do to benefit their coworkers and organizations.

10
Q

Objective Measures

A

Counts of various behaviors or of the results of job behaviors.

11
Q

Subjective Measures

A

Ratings by people who should be knowledgeable about the person’s job performance.

12
Q

Incentive System

A

Pays employees for what they produce, such as a commission or piece rate.

13
Q

Graphic Rating Form

A

Used to assess individuals on several dimensions of performance.

14
Q

Behavior-Focused Rating Form

A

Concentrate on behaviors that the person has done or could be expected to do.

15
Q

Behaviorally Anchored Rating Scale (BARS)

A

Rating scale in which the response choices are defined in behavioral terms.

16
Q

Mixed Standard Scale (MSS)

A

Provides the rater with a list of behaviors that vary in their effectiveness.

17
Q

Behavior Observation Scale (BOS)

A

Contains items that are based on critical incidents, making it somewhat like an MSS.

18
Q

Critical Incident

A

An event reflecting either effective or ineffective behavior by an employee.

19
Q

Schemata

A

Used to help interpret and organize their experiences.

20
Q

Stereotype

A

Belief about characteristics of the members of a group.

21
Q

Prototype

A

A model of some characteristics or type of person.

22
Q

Halo Error

A

Occurs when a rater gives an individual the same rating across all rating dimensions, despite differences in performance across dimensions.

23
Q

True Halo

A

An employee really performs at the same level on all dimensions.

24
Q

Distributional Errors

A

Occurs when a rater tends to rate everyone the same.

25
Q

Leniency Errors

A

Occur when the rater rates everyone at the favorable end of the performance scale.

26
Q

Severity Errors

A

Occur when the rater rates everyone at the unfavorable end of the performance scale.

27
Q

Central Tendency

A

Occur when a rater rates everyone in the middle of the performance scale.

28
Q

Rater Error Training

A

Familiarize raters with rater errors and to teach them to avoid these rating patterns.

29
Q

Frame of Reference Training

A

Attempts to provide a common understanding of the rating task.

30
Q

360-Degree Feedback

A

Use of multiple perspectives for manager feedback.