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Century 2030-18
| Question | Answer |
|---|---|
| performance | Degree of accomplishment of the tasks that make up an employee's job. pg. 384 |
| effort | Results from being motivated; refers to an amount of energy an employee uses in performing a job. pg.384 |
| abilities | Personal characteristics used in performing a job. pg. 384 |
| role perception | Direction in which employees believe they should channel their efforts on their job. pg. 384 |
| performance appraisal | process that involves determining and communicating to employees how they are performing their jobs and establishing a plan for improvement. pg. 385 |
| production standards approach | Performance appraisal method most frequently used for employees who are involved in physically producing a product; is basically a form of objective setting for these employees. pg. 387 |
| essay appraisal method | Requires the manager to describe an employee's performance in written narrative form. pg. 387 |
| critical-incident appraisal | Requires the manager to keep a written record of incidents, as they occur, involving job behaviors that illustrate both satisfactory and unsatisfactory performance of the employee being rated. pg. 388 |
| graphic rating scale | Requires the manager to assess an employee on factors such as quantity of work, dependability, job knowledge, attendance, accuracy of work, and cooperativeness. pg. 388 |
| checklist | Requires the manager to answer yes ot no to a series of questions concerning the employee's behavior. pg. 388 |
| behaviorally anchored rating scale (BARS) | Assesses behaviors required to successfully perform a job. pg. 388 |
| forced-choice rating | Requires the manager to rank a set of statements describing how an employee carries out the duties and responsibilities of the job. pg. 391 |
| 360-degree feedback | Method of performance appraisal that uses input from an employee's managers, peers, customers, suppliers, or colleagues. pg. 393 |
| leniency | Grouping of ratings at the postive end of the scale instead of spreading them throughout the scale. pg. 394 |
| central tendency | Tendency of raters to rate most employees as doing average or above average work. pg. 394 |
| recency | Occurs when performance evaluations are based on work performed most recently, generally work performed one or two months before the evaluation. pg. 394 |
| halo effect | Occurs when the interviewers allow a single prominent characteristic to dominate judgment of all other traits. pg. 395 |
| organizational rewards | All types of rewards, both intrinsic and extrinsic, received as a result of employment by the organization. pg. 398 |
| intrinsic rewards | Rewards internal to the individual and normally derived from involvement in work activities. pg. 398 |
| extrinsic | Rewards that are directly controlled and distributed by the organization. pg. 398 |
| compensation | Composed of the extrinsic rewards offered by the organization and consists of the base wage or salary, any incentives or bonuses, and any benefits employees receive in exchange for their work. pg. 398 |
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Centurystudy
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