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21 Cards in this Set
- Front
- Back
Why Appraise Performance
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1) they play an integral role in the employer's performance management process; 2) the appraisal lets the boss and subordinate develop a plan for correcting any deficiencies, and reinforce those things he does correctly; 3) they serve a useful career planning purpose; and 4) it plays a part in salary decisions.
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Steps in Appraising Performance
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1) define the job; 2) appraise performance; and 3) provide feedback.
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the simplest and most popular appraising performance technique, is where a scale is used to list a number of traits and a range of performance for each, then the employee is rated by identifying the score that best describes his/her performance level for each trait.
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Graphic Rating Scale Method
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is where employees are ranked from best to worst on a particular trait, choosing highest, then lowest, until all are ranked. Figure 9-6 shows an example of this method.
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Alternation Ranking Method
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involves ranking employees by making a chart of all possible pairs of employees for each trait and indicating which is the better employee of the pair.
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Paired Comparison Method
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is where predetermined percentages of rates are placed in various performance categories; similar to grading on a curve.
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Forced Distribution Method
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is where a supervisor keeps a record of uncommonly good and/or undesirable examples of an employee’s work-related behavior, and reviewing it with the employee at predetermined times.
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Critical Incident Method
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involve rating the employee’s performance for each performance factor, writing down examples and an improvement plan, aiding the employee in understanding where his/her performance was good or bad, and summarizing by focusing on problem solving.
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Narrative Forms
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combines the benefits of narratives, critical incidents, and quantified scales, by anchoring a scale with specific behavioral examples of good or poor performance
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Behaviorally Anchored Rating Scales (BARS)
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The five steps in developing a BARS are:
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1) generate critical incidents; 2) develop performance dimensions; 3) reallocate incidents; 4) scale the incidents; and 5) develop final instrument.
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Advantages of BARS
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more accurate gauge; clearer standards; feedback; independent dimensions; and consistency
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Potential Rating Scale Appraisal Problems
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unclear standards; halo effect; central tendency; leniency or strictness; and bias.
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Ambiguous traits and degrees of merit can result in an unfair appraisal.
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Unclear Standards
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the influence of a rater’s general impression on ratings of specific qualities, can be a problem
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Halo Effect
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where supervisors stick to the middle of the rating scales, thus rating everyone average.
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Central Tendency
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supervisors have the tendency to rate everyone either high or low.
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Leniency or Strictness
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the tendency to allow individual differences such as age, race, and sex to affect the appraisal ratings employees receive, is a problem
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Bias
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where subordinates anonymously rate their supervisor’s performance.
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upward feedback
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– where ratings are collected from the employee’s supervisors, subordinates, peers, and internal or external customers.
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360-Degree Feedback
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an interview in which the supervisor and subordinate review the appraisal and make plans to remedy deficiencies and reinforce strengths
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The Appraisal Interview
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Types of appraisal interviews
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1) Satisfactory – Promotable with the objective to make development plans; 2) Satisfactory – Not Promotable with the objective to maintain performance; and 3) Unsatisfactory – Correctable with the objective to plan correction.
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