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Bus 384: Chapter 7

TermDefinition
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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