MGT 550 Ch. 8
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Created by:
snyder1020 on March 7, 2012
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22 terms
Terms | Definitions |
|---|---|
 Performance appraisal | process, typically performed annually by a supervisor for a subordinate, designed to help employees understand their roles, objectives, expectations, and performance success |
| Performance Management | Process of creating a work environment in which people can perform to the best of their abilities |
| Calibration | Process whereby managers meet to discuss the performance of individual employees to ensure their employee appraisals are in line with one another |
| Manager and/or supervisor Appraisal | Performance appraisal done by an employee's manager and often reviewed by a manager one level higher |
| Self-Appraisal | Performance appraisal done by the employee being evaluated, generally on an appraisal form completed by the employee prior to the performance interview |
| Subordinate Appraisal | Performance appraisal of a superior by an employee, which is more appropriate for developmental than for administrative purposes |
| Peer Appraisal | Performance appraisal done by one's fellow employees, generally on forms that are complied into a single profile for use in the performance interview |
| Team Appraisal | Performance appraisal, based on TQM concepts, that recognizes team accomplishment rather than individual performance |
| Customer Appraisal | Performance appraisal that, like team appraisal, is based on TQM concepts and seeks evaluation from both external and internal customers |
| Error of Central Tendency | Performance rating error in which all employees are rated about average |
| Leniency or Strictness Error | Performance rating error in which the appraiser tends to give the employees either unusually high or unusually low ratings |
| Recency Error | Performance rating error in which the appraisal is based largely on the employee's most recent behavior rather than on behavior throughout the appraisal period |
| Contrast Error | Performance rating error in which an employee's evaluation is biased either upward or downward because of comparison with another employee just previously evaluated |
| Similar-to-me Error | Performance rating error in which an appraiser inflates the evaluation of an employee because of a mutual personal connection |
| Graphic Rating Scale Method | Trait approach to performance appraisal whereby each employee is rated according to a scale of characteristics |
| Mixed-Standard Scale Method | Trait approach to performance appraisal similar to other scale methods but based on comparison with a standard |
| Forced Choice Method | Trait approach to performance appraisal that requires the rater to choose from statements designed to distinguish between successful and unsuccessful performance |
| Essay Method | Trait approach to performance appraisal that requires the rater to compose a statement describing employee behavior |
| Critical Incident | Unusual event that denotes superior or inferior employee performance in some part of the job |
| behaviorally anchored rating scale | behavioral approach to performance appraisal that consists of a series of vertical scales, one for each important dimension of job performance |
| Behavior observation scale | behavioral approach to performance appraisal that measures the frequency of observed behavior |
| Management by objectives | philosophy of management that rates performance on the basis of employee achievement of goals set by mutual agreement of employee and manager |
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