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Psychology 3050 Exam 2

Terms in this set (61)

performance appraisal
evaluations of an individual's performance that occur periodically; identify strengths and weaknesses and suggest areas development
Performance management
continuous process of identifying, measuring, and developing the performance of individuals and teams in alignment with the organization's strategic goals
define performance, evaluate performance, review performance, and provide performance consequences
what are the steps of creating an accurate performance appraisal?
theoretical criterion
a type of performance criterion that is an ideal measurement of performance; one in which the entire performance construct is covered
actual criterion
a type of performance criterion depicting the actual way we measure or assess criterion; less inclusive
task performance
the effectiveness with which job incumbents (workers) perform activities that contribute to the organization's technical core either directly
extra-role performance
certain behaviors of employees, which are not part of their formal job requirements as they cannot be prescribed or required in advance for a given job but they help in the smooth functioning of the organization as a social system
OCB (organizational citizenship behaviors) and CWB (counter-productive workplace behaviors)
what are the two forms of extra-role performance?
Organizational Citizenship Behaviors (OCB)
intentional employee behavior that is discretionary and improves the functioning of the organization
Counter-Productive Workplace Behaviors (CWB)
intentional employee behavior that is discretionary and harmful to the organization, its members, or both.
Self, supervisor, peer, subordinate, customer/suplier ratings
What are the 5 sources of Performance Ratings ?
self ratings
how good or bad they think they are doing; this happens before you give them feedback on their performance
supervisor ratings
most common performance rating
peer ratings
typically consistent performance rating; often see things the supervisor won't; but can be biased
subordinate ratings
can be good because it shows how well you are doing as a manager, supervisor, etc.; should be kept anonymous though
customer/supplier ratings
someone thats outside of the rating but does come into contact with you that provides a ranking or your job performance
eliminates bias and allows for feedback
What are the benefits of 360-degree system?
360-degree system
when you use multiple raters from different perspectives assessing an individual
criterion relevance
content validity is synonymous with what term?
graphic rating scales
graphic displays of performance on a low to high continuum; most popular approach of rating
rank order, paired comparison, forced distribution
what are the three employee-comparison methods?
rank order
comparison method that ranks employees from high to low on performance dimensions
paired comparison
employee is compared with every other employee
forced distribution
forced to designate proportion of employees to categories
behaviorally anchored rating scales (BARS)
performance is rated on a scale, but the scale points are anchored with behavioral incidents
weighted checklist
series of items previously weighted on importance or effectiveness
forced choice checklist
raters must choose between items that best describe the employee
latency
distribution error where everyone is rated favorably
central tendency
distribution error when everyone falls in the middle of the performance scale
severity
distribution error where everyone is rated unfavorably
trust
extent to which raters believe that fair and accurate appraisal has been/ will be made in their organization
speed test
test with relatively easy items; strict time limit; not expected to complete all items
power test
test with relatively difficult items; no time limit or more than enough time is given to complete all items
conscientiousness
Which personality trait is the most consistent predictor of performance across all jobs?
openness
conscientiousness
extroversion
agreeableness
neuroticism
what are "the big 5" personality factors?
emotional intelligence
ability to manage one's own emotions as well as the emotions of others
work samples
assessment procedure that measures job skills by taking samples of behavior under realistic job like conditions
structured interviews
interview that is standardized; based on a JA; asked of all candidates
unstructured interviews
interview with no consistency across applicants; which makes it hard to compare people
behavioral interviews
interview focused on past behavior; asked to describe ways they've addressed past situations
situational interview
interview focused on future behavior; asked how they would handle future work dilemmas/ situations
situational judgment tests (SJTs)
paper-and-pencil tests or video scenarios that measure applicants' judgement in work settings; measures "practical intelligence"
assessment centers
a method for assessing aptitude and performance, where a collection of procedures is administered to groups and then evaluated by raters
bona fide occupational qualification
a characteristic that is required or necessary to effectively do the job, that if we considered it in another context could constitute discrimination
quid pro quo
"this for that"
hostile work environment harassment
when behavior in a workplace creates an environment that is intimidating, hostile, or abusive
family and medical leave act
Eligible employees can take up to 12 weeks of unpaid job-protected leave for qualified medical and family reasons
Age Discrimination in Employment Act
protects workers 40 years and older from discrimination based on their age
planning
acquiring applicants
selecting applicants
hiring
the staffing process and selection steps
recruitment
process of encouraging potentially qualified applicants to seek employment within a particular organization
cybervetting
assessment of an individual's suitability for a job based on internet information
cross validation
replicate the results of one sample with those of another sample
multiple cutoff and multiple regression
what are the two major approaches to selection?
multiple cutoff approach
method of selection where "passing scores" (aka cutoffs) are set on each predictor
noncompensatory approach
doing well in one area or predictor doesn't allow you to compensate for doing poorly in another one
multiple regression approach
statistical technique that allows us to estimate how well a series of predictors forecasts a performance criterion
least expensive to most expensive
how are predictors typically administered when the multiple hurdle approach to selection is applied?
decision accuracy
the gain in accuracy provided by our new selection battery
validity
the extent that selection battery is valid is extent to which you maximize hits and correct rejections while minimizing misses and false alarms
base rate
percent if current employees who are successful on the job (aka percent in "hits" section)
hit
false alarm
Mary was selected by an organization, and she is an excellent performer. Pascal was selected by an organization but is doing very poor work. In this example, Mary is a ------- and Pascal is -------?
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