1.
360 degree appraisals: a method of evaluating employees that involves gathering performance feedback from people above them, below them, and beside them on an organizational chart.
2.
Behaviorally anchored rating scales: a performance evaluation method that uses scales that are anchored by observable behavior to reduce the subjectivity and bias associated with ordinary graphic rating scales.
3.
Cash versus deferred plans: profit sharing money can be distributed as cash at the end of each period or placed in a deferred fund that grows tax-free until retirement.
4.
Classification procedures: classifying employees into set categories, such as "outstanding," "excellent," "good," "average," "fair," and "poor."
5.
Compensation maxim: an ethical principle regarding compensation that can be examined whether it is morally right or wrong.
6.
Contributions appraisal: a performance appraisal that focuses on what the person has contributed to the organization. This information is used for deciding pay increases and promotions.
7.
Dependable role performance: the requirement that employees do their assigned jobs dependably in terms of acceptable quantity and quality performance.
8.
Descriptive essays: a method of evaluating employee performance that requires evaluators to write free-form essays describing the employee's performance.
9.
Extra-role behaviors: behaviors that are important for organizational effectiveness but are not typically considered part of an employee's formal job description, such as performing cooperative acts, making creative suggestions and protecting the company.
10.
Fine-tuning compensation: balancing the relative percentages of base pay, individual incentives, group incentives, and company-wide incentives to create a balance between motivation and security for employees.
11.
Gainsharing: a pay-for-performance plan that shares some of the economic gains with employees according to improvements in specific performance measures.
12.
Goal acceptance: the degree to which individuals accept a specific goal as a realistic target.
13.
Goal commitment: the degree to which individuals are dedicated to reach the goals they have adopted.
14.
Goal difficulty: a measure of the amount of effort required to achieve the goal.
15.
Goal specificity: a measure of how clearly defined and measurable the goals are.
16.
Graphic rating scales: a performance evaluation method that identifies various job dimensions and contains scales that are used to rate each employee on each dimension.
17.
Individual-wage decision: how much money should people who all perform the same job receive? What criteria, such as seniority and performance, should be used to pay one person more than another?
18.
Management by objectives (MBO): philosophy of management that reflects a positive, proactive way of managing. It requires all employees to establish written, measurable objectives that can later be used to evaluate performance.
19.
Merit pay: increases in an employee's basic wage level based on performance levels.
20.
Pay for knowledge: a pay system in which an employee's pay level is determined in part by how many knowledge tests the employee has successfully completed.
21.
Personal development appraisal: a performance evaluation that focuses on helping employees develop their skills and abilities and involves a collaborative discussion.
22.
Piece-rate incentives: an incentive system that pays employees a specific amount of money for each unit of work they produce.
23.
Profit-sharing plan: a program that allows employees to share in the profits of a company based on the profitability of the company and an allocation formula determining each employee's share.
24.
Ranking procedures: Arranging employees along a scale from best to lowest performer.
25.
Sandwich interview: a format for a performance evaluation interview in which negative comments are sandwiched between positive comments at the beginning and end of the interview.
26.
Scanlon plan: a company-wide incentive plan that distributes money to employees based on a fixed ratio of labor costs to revenue. As revenue increases through higher productivity and employee suggestions, the amount of money given to the employees increases proportional to the fixed ratio.
27.
Skill-based pay: a pay system in which an employee's pay level is partially determined by the employee's skills as a means of motivating them to acquire greater skills.
28.
Subordinate appraisals: evaluating the performance of supervisors and managers by asking subordinates to evaluate their supervisor's performance.
29.
Wage-level decision: how much does one company pay relative to other companies for the same jobs?
30.
Wage-structure decision: how much does one job pay relative to other jobs within the same company? How does a company justify paying some jobs more than others?
