Save
Busy. Please wait.
Log in using Clever
or

show password
Forgot Password?

Don't have an account?  Sign up 
Sign up using Clever
or

Username is available taken
show password

why


Make sure to remember your password. If you forget it there is no way for StudyStack to send you a reset link. You would need to create a new account.
Your email address is only used to allow you to reset your password. See our Privacy Policy and Terms of Service.


Already a StudyStack user? Log In

Reset Password
Enter the associated with your account, and we'll email you a link to reset your password.
focusNode
Didn't know it?
click below
 
Knew it?
click below
Don't know
Remaining cards (0)
Know
0:00
share
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

c202: chapt 8

Performance Management

QuestionAnswer
balanced scorecard is a performance measurement system that translates the organization’s strategy into four perspectives
performance management is the system that directs and motivates employees, work groups, and business units to accomplish organizational goals
balanced scorecard prospective 1 Learning and growth outcomes including employee satisfaction, retention, and skill
balanced scorecard prospective 2 Business process outcomes including quality, cost, and quantity produced and the business processes of procurement, production, and order fulfillmen
balanced scorecard prospective 3 Customer outcomes including customer satisfaction and retention and market share
balanced scorecard prospective 4 Financial outcomes including operating income, economic value added, and return on capita
Performance management step 1 1. Link short- and long-term organizational goals to the organization’s mission and business strategy
Performance management step 2 2. Identify subgoals for each business unit, department, workgroup, and individual based on these overall organizational goals and standards
Performance management step 3 3. Communicate goals and expectations throughout the organization and motivate employees to pursue them by connecting them to their personal goals
Performance management step 4 4.Create work processes and assign resources to support the goals
Performance management step 5 5.Measure progress on goal achievement
Performance management step 6 6.Regularly assess individual, workgroup, and business unit performance relative to the goals
Performance management step 7 7.Regularly give feedback on goal progress to improve performance and remove obstacles
Performance management step 8 8.Identify and overcome obstacles to goal achievement
Performance management step 9 9.Reward goal achievement
results the specific subgoals for each unit that will be the focus of the performance management process
standards specify what level of results will be considered acceptable
multi-source assessments (sometimes called 360-degree assessments) involve the employee’s supervisor as well as other sources who are familiar with an employee’s job performance
Task acquaintance the amount and type of work contact an evaluator has with the person being assessed
upward reviews in which the target employee is reviewed by one or more subordinates can also provide useful feedback
performance ratings method compare an employee’s performance to a set of standards to identify a number or letter rating that represents the employee’s performance level
essay appraisal method requires the assessor to write a brief essay providing an assessment of the strengths, weaknesses, and potential of the target employee
critical incident appraisal method an assessor discusses specific examples of the target employee’s positive and negative behaviors with the employee
graphic rating scale typically uses ratings of unsatisfactory, average, above average, and outstanding to evaluate either work quality or personal traits including attitude, communication skills, etc.
Behaviorally anchored rating scales (BARS) use a set of behavioral statements describing good or bad performance with respect to important work qualities including organizing abilities, adaptability, and relationship building
Behavioral observation scales (BOS) measure the frequency of desired behaviors
forced-choice rating method forces the assessor to choose the statement that best fits the target employee from a provided set of statements that are scored and weighted in advance
checklist method the assessor uses a checklist of pre-scaled descriptions of behavior to evaluate the employee
Created by: nashanta
 

 



Voices

Use these flashcards to help memorize information. Look at the large card and try to recall what is on the other side. Then click the card to flip it. If you knew the answer, click the green Know box. Otherwise, click the red Don't know box.

When you've placed seven or more cards in the Don't know box, click "retry" to try those cards again.

If you've accidentally put the card in the wrong box, just click on the card to take it out of the box.

You can also use your keyboard to move the cards as follows:

If you are logged in to your account, this website will remember which cards you know and don't know so that they are in the same box the next time you log in.

When you need a break, try one of the other activities listed below the flashcards like Matching, Snowman, or Hungry Bug. Although it may feel like you're playing a game, your brain is still making more connections with the information to help you out.

To see how well you know the information, try the Quiz or Test activity.

Pass complete!

"Know" box contains:
Time elapsed:
Retries:
restart all cards